Gender Pay Gap
Magdalen College Oxford is required as an employer to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Magdalen College supports the fair treatment, reward, and recognition of all staff irrespective of gender.
The College follows the University of Oxford Salary Scales for Academic and Administrative staff. Where a particular role is placed on the pay scales varies according to the level of responsibility for a role. This is decided before recruitment to the role begins. Each grade has a set pay range with spine points between grades. Academic and Administrative staff receive automatic increments through the pay range for their grade. Support staff are not paid on the University scale: instead, their roles are grouped into job families, and anyone performing the same role will receive the same pay regardless of gender.
The College’s most senior roles currently have male incumbents. In addition the College has relatively low employee turnover in its senior positions. While longevity of service has benefits, it can be a barrier to changing the gender balance in particular areas.
Teaching and research staff take considerable time developing the experience needed for career progression. This means it is difficult for early career academics to reach more senior positions. In addition when recruiting to academic roles the vacancies are typically in highly specialised areas, which reduces the number of suitable candidates for a vacancy.
Stipendiary Fellows of the College receive a Housing Allowance which has been included when calculating the Gender Pay Gap. Associate Professors who are on joint appointments where Magdalen is the minor employer also receive the full Housing Allowance. This has significantly increased the hourly rate for these employees. Currently there is a 1:5 ratio of women to men in Associate Professor roles at Magdalen.
The College participates in a work place nursery scheme operated via salary sacrifice, whereby the employee’s salary is reduced to pay for the nursery place. Currently there are only female employees in this scheme. This has had an effect on the pay gap.
Eradicating the Gender Pay Gap
The College has in place a generous Maternity policy, details of which are advertised in the further particulars for academic vacancies with the aim of attracting more applications from female candidates. In addition, the College’s shared parental leave pay policy mirrors the Maternity pay policy, to encourage men to take on more responsibility for caring for children.
The College is seeking to establish a dedicated College nursery as well as transitional housing for families to attract more applications from female candidates.
The College will review its recruitment processes, focus on how to attract more women into the roles within the College where there is currently a preponderance of men, and ensure that all interviewers have received guidance about unconscious bias.
The College did not pay any bonuses in the reporting year 2016-2017.
The College’s Gender Pay Gap for the reporting year 2016-2017 is:
|Quartile||No of Men||No of Women||No in Band||% Men||% Women|