Gender Pay Gap
Gender Pay Gap Report 2018/2019
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. The position of a particular role on the pay scales varies according to the level of responsibility for that 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 that 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 1:3.78 to 1:3.50 ratio of women to men in Associate Professor roles at Magdalen.
The College participates in a workplace nursery scheme operated via salary sacrifice, whereby the employee’s salary is reduced to pay for the nursery place. In April 2018 there were only female employees in the scheme, sacrificing an average 8.5% of their salary. 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 all 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. In addition, the College will work to introduce more support for those with caring responsibilities (which still tends to fall with female employees) for both childcare and eldercare. The College is currently implementing a carers’ leave policy and additional annual leave (unpaid) policy. The College will continue to support flexible working practices for employees where job roles allow.
The College will continue to 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 will seek to ensure that at least one woman is shortlisted for interview for each senior post, and if this is not possible a justification for this will be submitted to Human Resources.
The College did not pay any bonuses in the reporting year 2017-2018.
The College’s Gender Pay Gap for the reporting year 2017-2018 is:
|Quartile||No of Men||No of Women||No in Band||% Men||% Women|