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The gender pay gap is a measure of the difference between men's and women's average earnings across the College.

We are required by law to report on gender pay under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing individual employees’ data.

These six calculations are:

  • Mean gender pay gap
  • Median gender pay gap
  • Mean bonus gender pay gap
  • Median bonus gender pay gap
  • Proportion of males and females receiving a bonus payment
  • Proportion of males and females in each quartile band

We use these results to assess:

  • The levels of gender equality in our workplace;
  • The balance of male and female employees at different levels;
  • How effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

The gender pay gap, as set by the Equality and Human Rights Commission, is not the same as equal pay. Equal pay means men and women in the same employment, performing equal work must receive equal pay, as set out in the Equality Act 2010.

The gender pay gap at Newham College

Data from the 2018/2019 academic year shows that:

  • The mean pay gap was 11.9% – the average hourly salary of female members of staff was 11.9% lower than the average for male members of staff;
  • The median pay gap was 10.1% – the average hourly salary in the middle of our female staff population was 10.1% lower than the equivalent male salary.

In the relevant pay period, the College did not pay a bonus. The proportion of women and men who were paid bonus pay was therefore 0% for both. Accordingly, there is no mean or median difference in bonus pay to report.

Pay profile by hourly quartile pay band

Quartile Female Male
Upper Middle65.2%34.8%
Lower Middle75.0%25.0%

The median pay gap is lower than the national average: according to the Office for National Statistics (ONS) figures, the national median pay gap for all employees was 17.9% in 2017.

We saw an increase in the mean pay gap from 2.1% in 2017 to 11.9% in 2018. This is because several female senior post holders in the highest-paid quartile left the College to take up promotional posts outside the College, and whose posts were either deleted or filled by male counterparts. The remaining quartiles have had little fluctuation and remain consistently lower than the national average.

How are we addressing the gender pay gap?

Gender equality is a central plank in the College’s Equality, Diversity and Inclusion Strategy and Action Plan. We continually review our recruitment processes, ensuring flexibility for those juggling family and other commitments, and ensuring that all interviewers have undergone unconscious bias training.

We ensure that women within all roles have the opportunity and ability to progress their careers within the College through talent management and ongoing personal development.

The College has strong family-friendly policies, including opportunities for flexible working, dependent’s leave and shared parental leave. We shall continue to promote these to all staff.

Newham College is proud of its record on gender equality.