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Ethnicity pay gap report 2019 Introduction

This is the first report on the ethnicity pay gap at the University of St Andrews.

The ‘Ethnicity pay gap’ is a measure of the difference between the average hourly pay of staff identifying as Black, Asian and Minority Ethnic (BAME) and staff identifying as White across the whole organisation (the information presented in this report includes both UK and non-UK BAME staff). This report is not a measure of unequal pay, which is the difference in pay between groups doing the same job. Unequal pay is against the law, as set out in the Equality Act 2010.

There is no legal obligation for the University of St Andrews to publish information on the ethnicity pay gap. Publishing this report provides the opportunity for the University to map trends in its own ethnicity pay gaps and monitor interventions (actions taken to address gaps), to determine ways to close the identified gaps.

The information in this report provides the mean and median ethnicity pay gaps for the organisation. Figures have been calculated using the technical guidance set out by the UK Government Equalities Office for measuring the gender pay gap, and is consistent with their analytical approach, and the Office for National Statistics (ONS) guidance on measuring the ethnicity pay gap.

Measures

The mean hourly rate is calculated by adding all of the hourly rates together and dividing by the number of individuals in the data set. The ethnicity pay gap is the average difference between the mean hourly pay rate of BAME and White staff.

The median hourly rate is calculated by arranging the hourly rates of all individuals in the data set in numerical order to identify the middle (or median) hourly rate. 50% of individuals will earn more than this hourly rate and 50% will earn less. The median ethnicity pay gap is the difference between the mid-point hourly pay rate of BAME and White staff.