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MEAN AVERAGE LMC Mean Gender Pay Gap is: 11.6%
MEDIAN AVERAGE LMC Median Gender Pay Gap is: 15.2%
|Lower Middle Quartile||34%||66%|
|Upper Middle Quartile||32%||68%|
Quartile data is part of the reporting requirement; it also demonstrates one reason for an increasing GPG at LMC. Rising numbers of female staff in the lower quartile, and lower numbers of female 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.
Analysis of the Mean GPG (after a spike in 2021, this has dropped again, although not to the 2020 level)
Analysis of the 3-year Median GPG trend
While some specific explanations have been identified for the LMC Gender Pay Gap, there are broader trends in play across the whole staff profile, which are common to our sector.
Comparison with data published by other NW colleges suggests that the gender of the College Principal / senior staff, alongside 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), can have an impact on these extremely sensitive mean and median measures.
We have long held and reported that 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 (a trend likely to continue), it is the case that the start of a reversal of the gender pay gap is likely to coincide with the ability to start to reverse the longer-term chronic depression of wages within the organisation.