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MEAN AVERAGE LMC Mean Gender Pay Gap is: 12.5%
MEDIAN AVERAGE LMC Median Gender Pay Gap is: 17.2%
|Lower Middle Quartile||27.3%||72.7%|
|Upper Middle Quartile||32.9%||67.1%|
Quartile data demonstrates one reason for an increasing GPG at LMC. Higher numbers of female staff in the lower quartile, and lower numbers of staff in the upper quartile, however small the differences, have a disproportionate effect on the GPG, in particular because we have twice as many female staff as male.
What else has contributed to the increases?
A change to the gender profile of the senior management team between March 2020 and March 2021.
Fluctuations in the number and gender of apprentice employees under age 18
Impact of the Shortage Skills Allowance (SSA) paid to teaching staff in certain shortage skills areas. Because shortage areas are almost all in Construction and Engineering, the majority (though not all) of those in receipt of the SSA are male, which impacts both the mean and median average in the GPG calculation.
Apart from the April 2019 and 2020 increases to the National Living Wage affecting a significant proportion of staff in the lower quartile and a global 1% increase in January 2020, there have been no significant changes to pay scales between the GPG report in 2019 and this report.
The number of individuals paid in the month of March, and therefore forming part of the relevant data set, has continued to drop year on year. Total numbers are now much closer to the minimum number of 250, above which GPG reporting is mandatory. [2017: 440; 2021: 306]
|Total leavers in period||66%||34%|
|Total joiners in period||62%||38%|
|Overall Staff Profile||68%||32%|
While some specific explanations have been identified for the LMC Gender Pay Gap and the increasing trend in the last year, there are also broader trends in play across the whole staff profile, which are common in the sector.
Comparison with data published by other NW colleges suggests that the gender of the College Principal / senior staff, and the extent to which there is a predominance of female staff in the lower/upper quartiles (including the fact that some lower paid and often predominantly female roles such as cleaning and catering are contracted out by some colleges and therefore not part of their pay gap calculation), each have a significant impact on these sensitive mean and median measures.
Since one of the main factors impacting the LMC gender pay gap appears to be the higher proportion of female staff in the lower quartiles, the ability to start to reverse the longer-term chronic depression of wages within the organisation would provide, among other benefits, the best potential opportunity available to us to start to reverse our gender pay gap.
Director HR Strategy & Support