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Equal Pay

Equal Pay Statement

This statement covers all staff employed by the USP College and articulates the commitment of the college to ensure that staff receive equal pay for work of equal value.

The college supports and promotes equality of opportunity for all staff and believes as part of this ethos that staff should receive equal pay for the same or broadly similar work, regardless their ‘protected characteristic’ under the Equality Act (2010) and personal circumstances; political affiliation; or union activity.

In order to achieve equal pay for staff doing equal work, the college will operate a pay system, which is transparent, based on objective criteria and free from unlawful bias. 

Palmer's Campus Results - March 2017

Category

Result
Mean gender pay gap 12.8%
Median gender pay gap 23.8%
Mean bonus gender pay gap n/a
Median bonus gender pay gap n/a
Proportion of male and females receiving a bonus payment 0%
   
Proportion of male employes in lower quartile 29.4%
Proportion of female employees in lower quartile 70.6%
   
Proportion of male employees in lower middle quartile 27.5%
Porportion of female employees in lower middle quartile  72.5%
   
Proportion of male employees in upper middle quartile 35.3%
Proportion of female employees in upper middle quartile 64.7%
   
Proportion of male employees in upper quartile 45.1%
Proportion of female employees in upper quartile  54.9%

 

Seevic Campus Results - March 2017 

Category Results
Mean gender pay gap 18.4%
Median gender pay gap 25.0%
Mean bonus gender pay gap n/a
Median bonus gender pay gap n/a
Proportion of male and females receiving a bonus payment 0%
   
Proportion of male employees in lower quartile 22.7%
Proportion of female employees in lower quartile 77.3%
   
Proportion of male employees in lower middle quartile 12.4%
Proportion of female employees in lower middle quartile 87.6%
   
Proportion of male employees in upper middle quartile 28.4%
Proportion of female employees in upper middle quartile 71.6%
   
Proportion of male employees in upper quartile 40.4%
Proportion of female employees in upper quartile 59.6%