Equal Pay Audit

The University has completed its first equal pay audit. The University commissioned an external consultant, who is an expert in the equal pay field, to analyse data from 2009.    The outcomes of the audit have been shared with the trade unions and the University is now working with the trade unions on a number of action points raised in the audit report.

The primary purposes of an equal pay audit are to:

• Establish whether there are pay inequities arising because of gender, race, disability, sexual orientation, religion of belief, and age; and/or from differing contractual arrangements
• Analyse in more detail the nature of any inequities
• Analyse the factors creating inequities and diagnose the cause of causes
• Determine what action is required to deal with any unjustified inequities revealed by analysis and diagnosis

The equal pay audit focussed upon pay inequities arising from gender and confirmed Cardiff University has few significant gender pay gaps. Where pay gaps do exist they arise from the clustering of males or females at the top of pay grades rather than any systematic gender pay discrimination. The audit does show that the gender distribution of staff across the grades varies greatly.

Cardiff University pay scales are generally discrete with a limited number of incremental points which complies with recommended good practice in relation to both gender and age discrimination. This contributes to Cardiff University’s absence of significant gender grade pay gaps.

The equal pay audit report is attached.

The University remains committed to gender equality and to addressing the balance between males and females within all aspects of University life. The University has recently launched a number of initiatives to support women in the workplace including the ‘Women’s Mentoring Scheme’ and a number of sessions have already been held to support women to develop their careers within the University. Work will be ongoing in this area.