Understanding the Gender Pay Gap

The gender pay gap is the percentage difference of average pay between men and women. This is different to equal pay, which compares the pay of men and women doing the same job.

The gap is calculated in two ways; the mean average is the total of all salaries divided by the number of colleagues; the median average is the middle salary, when ordering them from lowest to highest.

In 2017, a new gender pay gap reporting legislation was introduced to organisations in England. This legislation requires organisations to report on their gender pay gap, in a specific way and to publish their results on the gov.uk website.

Although we aren’t required to report in-line with this legislation, we have chosen to as we want to be transparent and make our results easier to understand and share.

We’ve actually been reporting on our gender pay gap long before 2017, as this was already required under Welsh legislation, but the way in which we report has now evolved.

Our mean average pay gap is 12.9% and our median average is 5.7%.

The main reason for our gap is due to the balance of male and female colleagues working at different levels; more male colleagues than females work in senior roles; more female colleagues than males work at lower graded roles. This chart below shows the proportion of men and women in each quartile of our university pay structure in more detail:

Other universities may also report on their bonus pay gender gap, but we don’t currently have an organisation-wide bonus scheme. However, the exception to this is our clinical staff, whose salaries are determined by the NHS and are beyond our control. Any payments awarded to individuals in this group have been captured in the overall gender pay calculations and will therefore have impacted on our pay gap.

Our gender pay gap is decreasing, and has been for some time, but we need to keep working hard to reduce it further.

We aim to build gender equality monitoring into everything we do. We continuously look for ways of making a positive change and strive to learn from each and every opportunity that we identify. Just some of our areas of focus include: 

Supporting our Female Academics

We strive to do everything we can to enable all academic colleagues to work to their full potential. As part of this, we continually review contributing factors, to ensure that our female academics, in particular, feel confident to apply for academic promotion.

We do still have an underrepresentation of females at professor level in particular, which negatively impacts our gender pay gap, but we are working to improve this and have seen some positive improvements.

Our percentage of female Professors has risen from 13% in 2014 to 26% in 2024. This compares to the UK sector benchmark of female professors at 30% (Advance HE Statistical Report 2023).

Development & Personal Progression

Our sector leading Professional Development Review (PDR) system enables staff to formally have a meaningful conversation regarding their personal development. PDR’s are in addition to our other development initiatives, such as our mentoring program, and for the last 10 years completion rates for PDRs have been over 97%.

Since 2012 the number of females working at grade 9 and above, in Professional Services, has more than doubled and represented 60% of this group in 2024.

We also invest in career development and training programs, to specifically assist in closing the gender pay gap. For example, we proudly offer the Aurora Leadership program to our female colleagues. Aurora provides an opportunity for women to influence their institutions and to develop leadership skills, which in turn supports them to progress to higher graded roles. During the reporting period 4 female colleagues took part in this programme.

During the reporting period, the University invested in supporting ethnic minority colleagues in the Diversifying Leadership Training. 4 females colleagues took part in this programme, which will assist in the development and progression of ethnic minority females within the University.

Continued and sustained effort has been made to increase the representation of women in senior roles which has resulted in a gender balanced and representative University Senior Leadership Team.

Athena Swan

 Swansea University holds an Athena Swan Silver Institutional Award. The accreditation recognises advancements of gender equality in terms of representation, progression and success for all.

In addition to our silver institutional award we also hold three Silver departmental awards (Engineering, Psychology and Health and Social Care, and Medicine) and seven Bronze departmental awards (Biosciences, Arts and Humanities, Computational Foundry, Geography, Law, Management and Physics).

Our Athena Swan action plans reinforce our commitment to equality in pay, including improving our gender pay gap.

Mentoring, Networking & Events

Alongside our formal development programmes and schemes, the University places great importance on building women's confidence in the workplace. Whether that be through facilitating networking opportunities; providing mentorship; or encouraging staff-led support groups, we encourage everyone to get involved.

Our Academic Mentors continue to provide valuable support to fellow colleagues, and we’ve seen voluntary participation increase from 21 female and 18 male mentors in 2017/18 to a total of 101 female and 96 male mentors in 2022/23*

During the reporting period of 2023/24 a number of exciting virtual and face to face events took place across the University. Of particular note, was a programme of events to mark International Women’s Day in March 2024, which included talks and panel discussion, workshops, and online celebrations of the achievements of women within our university community and beyond.

Work-life balance

We want all colleagues to have the right work-life balance. We invest in our benefits and wellbeing package, which includes our flexible working and family-friendly leave arrangements.

We continue to use our Agile working policy which has been beneficial to female colleagues in particular, by increasing flexibility to manage work and personal commitments especially during national school closures. We have embedded our agile policy and within the organisation, highlighting our commitment to ensuring colleagues have access to tools and resources to support their work-life balance. In doing this, we hope to remove any barriers that might otherwise prevent people from reaching their full potential, regardless of their gender and life commitments.

Real Living Wage

We are an accredited Real Living Wage employer and implemented the Government’s Real Living Wage salary rate benefiting significant number of our lowest paid employees. This increase benefitted 61% of our female colleagues compared to 39% of male colleagues all of which has contributed to closing the gender pay gap.

Recruitment and Reward

We have taken steps to embed positive action when recruiting and remunerating senior academic and senior professional services colleagues. Enhancements were made using sector (UCEA) benchmarking guidance to award salary levels in line with industry specific benchmarks. This process has already positively impacted on our gender pay gap and will continue to do so for years to come.

Since the reporting period of 2023/24:

We produced our Strategic Equality Plan (SEP) Outcomes for the period 2024-2028 with a commitment to decreasing our gender pay gap firmly embedded in our plans. In addition, our SEP includes commitments to further increase the representation of females in senior roles (below SLT level), to include Professors and Associate Professors.

The University appointed its first Deputy PVC for Equality Diversity, Inclusion and Belonging, (EBIB) Professor Camilla Knight who helped shape EDI governance and made a significant contribution to our University’s strategic academic leadership and has been an influential part of the wider leadership team.

After Swansea University successfully submitted its Silver Athena Swan renewal application and work now continues on our action plan to enable us to continue to make progress in this area.

Our School and Faculty EDI Leads and Committees are now well established and EDI work, which encompasses Athena Swan action plans, is being progressed with clear links and two-way reporting to University Senior Leadership via a clear EDI governance structure. This further reinforces our commitment to providing colleagues with a supportive environment that’s free from discrimination and enables all staff to fulfil their personal potential.

We are encouraged by the continued progress made to reduce our gender pay gap but acknowledge we still have a way to go to achieve gender pay parity. We will continue to be proactive and innovative in pursuing various activities to reduce the gender pay gap further which will include fostering an inclusive environment in which females will not only be encouraged to join our University but empowered to progress and develop.

* The academic promotion round was paused during 2023/24 whilst our Academic Career Pathways criteria and application forms were reviewed. As such, the mentor information has not changed since 2022/23.