Male workers at Warwick are paid more than women on average, despite female employees outnumbering male employees at the University.
Following research into the pay of University staff, the Boar can reveal that the average female employee earns less than the average male.
Of the 4955 people employed by the University, there are over 500 more female workers than male, yet male academics outnumber their female counterparts 1100 to 629.
Of those earning in excess of £60,000 at Warwick, men outnumber women by a ratio of approximately four to one.
382 men employed by the University earn over £60,000, while only 103 women fit into the same pay bracket.
Following a recent report from Warwick University’s Institute for Employment Research (IER), which outlined the still existing pay gap between male and female graduates nationally, the Boar began investigating into the relative pay of male and female employees at the University.
After a Freedom of Information (FOI) request to the University, reporters from the Boar found that while 55 percent of the staff (academic and non-academic) at the University are female, women make up approximately 80 percent of those earning less than £15,000.
This is in comparison to over 80 percent of the highest earners at the University (those earning in excess of £80,000) being male, despite men only making up 45 percent of the entire workforce.
In fact, in every pay bracket below £45,000 there is a higher proportion of female workers, whereas in every pay bracket above £45,000 there is a higher proportion of male workers.
In response to these findings, a University spokesperson commented: “The University operates a single job evaluation scheme which reviews roles, not individuals and is therefore not impacted by any gender bias.
“The evaluation process dictates the grade of the role and the University has a national pay scale for levels 1a to 8 (£14,202 to £53,233).”
Against any perceived inequality, the University said they were committed to both equality and diversity and consequently conducts regular reviews of both the workforce profile and pay.
The Students’ Union’s welfare officer, Ben Sundell, believes that the distribution of pay at Warwick reflects a larger problem: “Unfortunately the gaps in pay and in position here at the University reflect a far wider systemic problem worldwide.
“The Students Union always wants to do all we can to try and help level the playing field here at Warwick, but particularly in light of the failure of the Womens Representation motion at the All Student Meeting.
“We recognise that going into the year ahead we need to make sure we are doing more to help more women run and be represented in our own organisation, and are looking at how we can work better with societies like Warwick Anti Sexism Society to help provide more grassroots support,” he commented.
In reassurances about the pay distribution at Warwick, the spokesperson added: “A number of initiatives are on-going to ensure equality of opportunity for all, regardless of any of the protected characteristics.
“The University has also placed considerable emphasis on implementing Athena SWAN principles which aim to advance the representation of women throughout all the STEMM (Science, Technology, Engineering, Maths and Medicine) departments.
“The University has an Equality and Diversity Committee (which includes representatives from the Student’s Union) which reports directly to the Senate and the Council and an established network of Equality and Diversity contacts who meet termly to raise and discuss equality issues.
“The University has received several awards in recognition of its progress with Athena SWAN. The University regularly benchmarks with external comparators, such as the Russell Group, to ensure that our procedures, pay and benefits are in line with the wider sector.”
In the report by IER, researchers for the Higher Education Careers Services Unit (Hecsu) analysed how much students who applied to higher education in 2006, earned last year.
According to the report female graduates earn thousands of pounds less than their male counterparts.
The pay gap persists even between men and women from the same types of university who studied the same subjects, the study suggested.
At the time of the report Jane Artess of Hecsu described the findings with regards to the pay distribution as “strikingly uneven”.
“Equal opportunity to access jobs and pay has been enshrined in legislation for 40 years, yet Futuretrack found that being female can make a difference to a graduate’s earning power”, said Ms Artess.
The Futuretrack project is carried out for Hecsu by Warwick University’s Institute for Employment Research.
*All figures regarding to pay at the University of Warwick are accurate as of 1 October 2012.