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APRIL 2021
Gender Pay Gap Report
Introduction
I am pleased to present the annual Gender Pay Gap report on this, the centenary of
the admission of women as full members of the University. While women have been Key points
matriculating at and graduating from the University for a hundred years, we remain The median gender pay gap remains
under-represented at the most senior levels of the University and over-represented at 13.7% which is lower than the
at the most junior levels. This is what makes the gender pay gap so intractable. median pay gap for the whole
economy of 15.5% as reported by
We have been making progress but it is slow. The median gender pay gap
the Office for National Statistics.
remains 13.7% which is lower than the economy as a whole but higher than
we would like. The mean gender pay gap has decreased this year from 21.6% The mean gender pay gap has
to 20.1% and has fallen by 4.4% since the introduction of this report in 2017. decreased this year from 21.6%
A greater proportion of women than men are in receipt of bonus payments to 20.1% and has fallen by 4.4%
and the median bonus gap remains 0%. The mean bonus gap, however, stands since the introduction of gender
at 64.9%, down from 70.7% last year. There remains work to be done. pay gap reporting in 2017.
I am very happy to see a more granular analysis of data which allows our The median bonus pay gap remains
different divisions to understand their own circumstances and to devise at 0%. The mean bonus pay gap has
responses. The Medical Sciences Division, for example, is working with the decreased from 70.7% to 64.9%.
Oxford University Hospitals Trust to seek to influence NHS processes for awarding A greater proportion of
Clinical Excellence Awards. women than men are in
receipt of bonus payments.
This year we have all taken great pride in the dominance of our female colleagues in
the team at the Jenner Institute which has developed ChadOX, the vaccine
for COVID-19, which is saving lives throughout the world. This year too, however,
we have seen the impact of the pandemic on our female colleagues who so often
bear a disproportionate share of caring responsibilities.
On March 8, to mark International Women’s Day, I chaired a panel of five fabulous
female academics on the subject of the gender pay gap. 638 colleagues registered
for the event as we canvassed ideas for ways that we can all work together to
eliminate this gap.
I often wonder what those pioneering women who matriculated in 1920 would
think if they could look around Oxford today. I think that, on the one hand, they
would delight in all the progress we have made, and on the other, I expect, they
would encourage us to pick up the pace.
Louise Richardson
Vice-Chancellor 1
University of OxfordGender Pay Gap Report 2021
background The University reporting does not
include colleges or subsidiary companies,
which are separate legal entities.
Promoting gender equality is a key strategic priority
for the University of Oxford, demonstrated in The Press has provided its UK data to the
both our People Commitments in the University University’s Personnel Committee in an anonymised
Strategic Plan 2018-23 and our commitment format. The Press has not historically been
to Athena SWAN1. The University of Oxford included in reporting undertaken by the rest of
is committed to fostering an inclusive culture the University. It operates completely separate
which promotes equality, values diversity remuneration arrangements and operates in a
and maintains a working, learning and social different employment market to the University.
environment in which the rights and dignity
University employees are employed on either
of all its staff and students are respected2.
clinical or non-clinical grades. The majority of
non-clinical staff are employed on one of the
As an employer with more than 250 employees
it is a legal requirement for the University eleven grades on the University’s main salary and
to report its gender pay gap based on the grading structure. Senior staff are employed on
snapshot date of 31 March 2020. grades relating to job type i.e. the Statutory
Professor grade, senior research grade, or senior
This is the University’s fourth gender pay gap report managerial and professional grade. For staff
and it is pleasing to see that there is a further on clinical grades, grade and pay is determined
reduction in the mean gender pay gap. However, it is by an individual’s stage in training and mirrors
recognised that further progress needs to be made what the individual would receive in the NHS.
and the University is committed to continuing to Salaries for clinical academics with consultant
take action that will address the gender pay gap. contracts are determined by recognised
seniority and experience within the NHS.
The data provided in this report is based on
Methodology the snapshot date of 31 March 2020. The initial
‘pay period’ for employees is therefore the
In accordance with the regulations and with reference March payroll plus the previous 12 working
to the Equality Act 2010, the University’s gender pay weeks for those with irregular hours in addition
gap report includes data relating to persons who are to the previous 12 months of data relating to
engaged by the legal entity incorporated under the
bonus pay. The data excludes those individuals
name ‘The Chancellors Masters and Scholars of the
on reduced pay, e.g. through sickness,
University of Oxford’ (“the University”). This includes
maternity, paternity, or other unpaid leave.
employees in University of Oxford departments,
casual workers (including those undertaking casual The data was extracted as close as possible to 31
teaching), those engaged through the University’s March 2020 in order to minimise the impact of
Temporary Staffing Service and those who work subsequent changes to appointment records and
within Oxford University Press (“the Press”). a data assurance exercise has been undertaken.
2
1
https://edu.admin.ox.ac.uk/athena-swan
2
Visit https://edu.admin.ox.ac.uk for more information on equality and diversity at the University.Gender Pay Gap Report 2021
Findings
On the 31 March 2020 the University’s Proportion of males and females
in each pay quartile
workforce for the purpose of gender pay gap
reporting consisted of 18,661 individuals:
10,038 women and 8,623 men. The 40.4% 59.6%
University’s gender pay gaps are as follows:3 Upper Quartile
53% 47%
Gender pay gaps Female earnings
Upper Middle Quartile
in ordinary pay
58.6% 41.4%
Mean gender pay gap 20.1% lower
in ordinary hourly pay Lower Middle Quartile
Median gender pay gap 13.7% lower 63.2% 36.8%
in ordinary hourly pay
Lower Quartile
KEY Female Male
Gender pay gaps Female earnings
in bonus pay
Mean gender pay 64.9% lower
gap in bonus pay
Median gender pay 0% lower
gap in bonus pay
Proportion in receipt of
bonus pay by legal sex
Male 11.9%
Female 15.0%
3
3
Definitions: Mean is the sum divided by the count. Median is the middle value.Gender Pay Gap Report 2021
Narrative
Pay
The “mean” hourly rate is calculated by adding are employed in the upper middle pay quartile.
all of the hourly rates together and dividing by
Looking at the distribution of University employees
the number of individuals in the data set.
across its grading structures helps explain the
The “median” hourly rate is calculated by arranging difference in the mean and median gender pay gaps
the hourly rates of all individuals in the data set in identified. The majority of University employees are
numerical order to identify the middle (or median) employed on its main salary and grading structure
hourly rate. 50% of individuals will earn more (72% of the reported population) and the median
than this hourly rate and 50% will earn less. salaries for both men and women fall within this
The pay gaps are calculated as the difference in the range. The median pay gap is less influenced by the
mean and median hourly rates for men and women. value of salaries at senior level than the mean pay
gap. 72% of staff on University senior grades are
The figures show that the University has a mean men (617 out of a total of 859 senior staff). 36%
gender pay gap of 20.1% and a median gender (225) of those men are employed in clinical roles.
pay gap of 13.7%. The mean total pay gap is 1.5%
smaller in 2020 than in 2019 and has fallen by 4.4% The University is already taking action to address
since the introduction of gender pay gap reporting its shortage of women in senior roles and is using
in 2017. The median gap remains unchanged. the Athena SWAN gender advancement accreditation
scheme to support the recruitment and career
The Office for National Statistics (ONS) uses median
progression of women. Between 2019 and
rather than mean earnings to measure the national
2020 the proportion of female staff in
gender pay gap as median pay is not affected by
senior research and clinical roles increased
outliers or extreme values in the way that the
which has contributed to the reduction in
mean is. The median gender pay gap for the whole
the mean pay gap over the same period.
economy (according to the October 2020 ONS
ASHE figures) is 15.5%. However, the University The University continues to develop and pursue
recognises the importance of looking at both the ambitious action plans in order to enable women
mean and median in understanding its pay gaps. better to develop their careers, and make
greater contributions to all aspects of University
life. The University was a founding member of
Pay quartiles
the Athena SWAN initiative. It started in the
The gender pay gaps identified are mainly
Medical Sciences and Mathematical, Physical
attributable to a lack of women in senior roles in
and Life Sciences Divisions, recognising the lack
the University and a lack of men in the lower pay
of representation of women in senior roles in
grades. There is a greater proportion of men than
science, technology, engineering, maths, and
women in the upper pay quartile and a greater
medicine and is now being used by all Divisions4.
proportion of women than men in the lower and
Participation in the Athena SWAN Charter
lower middle pay quartiles. This is owing to an
provides the University with a framework
uneven distribution of men and women across
for analysis and results in a comprehensive
grades, with women generally accounting for a
action plan to promote gender equality.
higher percentage of the staff in grades at the
lower end of the structure and men accounting The proportion of women in the upper pay
for a higher percentage of staff in senior grades. quartile has increased year on year since 2017,
A slightly greater proportion of women than men rising from 37.2% in 2017 to 40.4% in 2020.
4
4
See https://edu.admin.ox.ac.uk/athena-swan for the University and departmental Athena SWAN submissions.Gender Pay Gap Report 2021
Bonus Clinical Excellence Awards are only available
to eligible staff on clinical grades with honorary
The definition of bonus pay for the purpose
contracts with the Oxford University NHS Trust.
of gender pay gap reporting includes any
There are twelve levels of Clinical Excellence
remuneration that relates to amongst other
Award ranging from £3,016 to £77,320. Clinical
things productivity, performance or incentive.
Excellence Awards are intended to recognise and
The mean gender bonus gap for the University
reward those consultants who contribute most
remains large at 64.9%, but has reduced from
towards the delivery of safe and high quality care to
70.7% which was the gap reported in 2019.
patients and to the continuous improvement of NHS
Further analysis of bonus pay has been services. This includes those consultants and senior
conducted to identify where issues lie and academic GPs who do so through their contribution
where action might be taken. The bonus pay to academic medicine. Of the University staff eligible
referred to above includes the following: for Clinical Excellence Awards: 30% are female (111
out of a total eligible population of 376). 30% of the
Clinical Excellence Awards, which are
eligible female population are in receipt of Awards,
decided and funded by the NHS;
in comparison to 48% of men. The distribution of
one-off payments (capped at 3% of clinical bonus pay is different for men and women,
base pay) made under the University’s with men receiving a higher proportion of large
Reward and Recognition Scheme; and payments and women receiving a higher proportion
of lower payments: The mean level of award for
the Press’s bonus scheme, which is operated
women is level 7 (currently £24,128); for men
by the Press under its own governance
the mean award is level 10 (currently £47,582).
arrangements for remuneration.
This distribution has a large effect on the mean
Only a small proportion of the University’s non- bonus pay gap. Decisions about who should receive
clinical staff receive bonus pay. The University Clinical Excellence Awards are not taken by the
operates a Reward and Recognition Scheme for University, but it recognises it has a responsibility
all staff in its main salary and grading structure, to take action in this area. Work is being carried
covering 13,458 employees. Any one off (non- out with the Medical Sciences Division to actively
consolidated) payments made in the twelve influence the current and future NHS processes
months to 31 March 2020 under this scheme have for the awarding of Clinical Excellence Awards.
been categorised as bonus pay for the purpose The Press operates a number of different bonus
of gender pay gap reporting. Non-consolidated plans in the UK and these are included in the
payments include £200 recognition awards reported figures. These include a bonus plan for
and awards for excellence which have a value senior level employees based on financial and
of circa 3% of base pay (ranging from £233 to non-financial metrics; sales bonus plans for some
£2,117). Decisions about awards made under customer facing roles; and a discretionary bonus plan
the Reward and Recognition Scheme are made for employees not included in one of the other plans.
by the relevant employing department with an Any decisions relating to the Press’s bonus scheme
equality analysis of each annual exercise presented are taken by the Press. The Press reports its gender
to the University’s Personnel Committee. pay gap separately and agrees actions accordingly.
5Gender Pay Gap Report 2021
Gender pay and equal pay
The gender pay gap is a measure of the difference identified in the analysis of mean basic and total pay
between the mean and median earnings of men by legal sex and, where further investigation was
and women across the University. Equal pay carried out, an objective justification has been found.
ensures we are paying the same level of pay
Pay gaps in total pay were identified in the 2020
to those who are performing the same work,
equal pay audit for senior staff. The pay gaps
or work assessed as being of equal value as
tend to arise from differences in the distribution
determined by an analytical job evaluation scheme
of additional pay elements such as NHS clinical
that looks at the skills and requirements of the
excellence awards. There are well-defined and
job. It is possible therefore to have a gender
objective processes for the award of additional pay
pay gap without having any equal pay gaps.
elements. In many cases, the additional pay elements
The University of Oxford is committed to the reflect the external market, as well as recruitment
principle of equal pay for work of equal value for all and retention imperatives. Further analysis is being
employees. The statutory code of practice on equal undertaken in order to establish what targeted
pay recommends that the most effective way of actions are required to address the gaps identified.
establishing whether pay policies and systems are
discriminatory is to undertake an equal pay audit. As a result of its previous equal pay reporting the
The University has conducted equal pay audits University has introduced revised procedures for
both for its main salary and grading structure and the salary reviews of some groups of senior staff.
for senior staff since 2009, and these are now For example the introduction of a more structured
conducted every three years. The most recent process to award merit pay to all staff with
equal pay audits were conducted in 2019/20. professorial title and the introduction of a framework
for the salary setting and review for senior
The audits are conducted in line with the Equality
managerial and professional staff.
and Human Rights Commission guidelines and
provide an analysis of basic pay and total pay by The University has implemented policies relating
legal sex (and for the main salary and grading to its most senior pay to ensure fair, transparent,
structure ethnicity, disability and contractual appropriate and justifiable levels of remuneration
status). In accordance with the guidelines gaps of in line with the Committee of University Chairs
5% or more are considered significant and have Remuneration Code.
been used to identify actions to be undertaken.
The University has implemented policies relating
The results of the 2020 equal pay audit of the main to its most senior pay to ensure fair, transparent,
salary and grading structure indicated that in broad appropriate and justifiable levels of remuneration
terms the University is achieving equal pay for in line with the Committee of University Chairs
work of equal value. Relatively few pay gaps were Remuneration Code.
6Gender Pay Gap Report 2021
Commitments, actions and progress
The University’s Equality Policy recognises that New objectives will be consulted on and agreed
equality should be embedded in all University during 2021 in light of progress made to
activities and seeks to promote awareness date, action planning for institutional equality
of equality and foster good practice5. charter applications, and projects taking
place to implement the University’s strategic
In respect of staff the University is committed to
plan. Progress towards its targets is reported
ensuring that entry into employment and progression
annually in the University’s Equality Report7.
within employment are determined solely by criteria
which are related to the duties of a particular post
and the relevant salary scale, and to supporting Recruitment procedures
career development and progression to ensure The University revised its procedures for Statutory
diverse representation and participation at all levels. Professor recruitment in 2013–14. Panels are
The University of Oxford is committed to required to undertake a proactive search process
taking action which will address the gender and request permission from the VC to proceed
pay gap. In particular the University committed at each stage if no appointable women are being
to increasing the proportion of women in taken forward. Members of electoral boards are
academic, leadership and governance roles explicitly reminded at the start of each recruitment
across the collegiate University. By July 2020: where bias can occur (e.g. in references). Since
the introduction of the revised procedures, the
the proportion of female Statutory Professors, proportion of women in statutory professor roles
stood at 19% compared with 14% five years ago; has increased from 11% to 19%, and women have
the proportion of female Associate represented over one-third of all new appointments.
Professors, stood at 31% in comparison The University is currently putting new
to 28% five years ago6; processes in place to extend this success
the University had one third representation to Associate Professor recruitment.
of women across leadership roles including
but not limited to heads of department
and senior management teams.
5
https://edu.admin.ox.ac.uk/equality-policy
This figure refers to all staff with the substantive role of Associate Professor. For further analysis of APs with and without
6 7
the title of professor, see the University’s annual Equality Report: edu.admin.ox.ac.uk/equality-report
7
https://edu.admin.ox.ac.uk/equality-reportGender Pay Gap Report 2021
Family-friendly policies Athena SWAN
The University has a number of family-friendly The University has an institutional Athena SWAN
policies and initiatives in place, which go beyond Bronze Award which was renewed in April 2017.
the statutory minimum, including family leave In addition, 38 (of 49) departments hold awards,
schemes, subsidised University nurseries, a 18 at Silver and 20 at Bronze; each has an
Returning Carers’ Fund8 and flexible working. accompanying action plan. The institutional renewal
process reiterates the University’s commitment
Most recently the University extended its
to gender equality and involves widespread
generous family leave offer to become a day-
consultation to agree an action plan. Planning
one benefit. Anyone joining the University will
is underway for the University’s institutional
no longer have to work for a qualifying period
application which was postponed by a year until
before being eligible for the paid leave available.
2022 to reduce the burden on staff during the
The Returning Carers’ Fund was introduced in pandemic.9 Many of the actions will contribute
2014 and has made small grants to support directly to closing the gender pay gap. In addition
staff members who have taken a break for caring to ongoing work to increase the proportion of
responsibilities to re-establish their research careers. women in senior roles and ensure support for staff
Feedback from grant recipients has shown that with caring responsibilities, the 2022-27 action
the Fund has had a demonstrable impact on the plan will include objectives to understand and
careers of many staff returning from caring leave, address occupational segregation and the over-
both in tangible terms (e.g. securing fellowships, representation of women in more junior grades.
successful grant applications, publishing papers,
invitations to present at conferences, increasing the
Divisional analysis and action
visibility of research, and establishing new research
collaborations) and in signalling that the University Analysis of the gender pay gap indicated that
is serious about supporting the careers of those pay gaps differ considerably across the academic
with caring responsibilities. In response to the divisions, and therefore the actions to reduce
challenges presented by COVID-19, during 2020 the gap may differ. Work is underway with
awardees were given additional time to repurpose divisions to analyse the gender pay gaps and
their funds where necessary and extend timelines, establish any divisional specific actions.
as conferences or other plans were delayed. The University has sought to ensure that all
The University provides the benefit Work aspects of equality and diversity are fully
+ Family Space for all employees, offering considered in its response to the coronavirus
access to emergency back-up childcare and pandemic.10 Actions have been taken to mitigate
adultcare, a ‘speak to an expert’ phone line the adverse equality impacts of the pandemic
and a wide range of guides and webinars. and the impact continues to be analysed.
All the actions identified are on-going and it
Women’s leadership may be several years before some have any
impact on the gender pay gap. In the meantime
The Oxford Senior Women’s Mentoring Network
the University is committed to reporting on an
encourages women to explore their leadership
annual basis on the progress it is making.
potential within academic life, or within an
administrative career. Since 2011 it has matched
246 women with senior mentors, many of whom
April 2021
have subsequently taken on departmental,
divisional or University leadership roles.
8
https://edu.admin.ox.ac.uk/returning-carers-fund 8
https://edu.admin.ox.ac.uk/athena-swan
9
See the University’s annual Equality Report: edu.admin.ox.ac.uk/equality-report
10 You can also read
