Gender Pay Gap Reporting

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

As an employer, we are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees data.

We are required to publish the results on our own website and a government website. This is based on data collected during the 2020-2021 tax year and uses the snapshot date of 31 March 2021. We can use these results to assess:

  • how effectively talent is being maximised and rewarded
  • the balance of male and female employees at different levels
  • the levels of gender equality in our workplace.

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 of 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.      

USP College Results - 31 March 2021

Category Result Notes
Mean gender pay gap 22.9%  
Median gender pay gap 29.9%  
Mean bonus gender pay gap 85.6%  
Median bonus gender pay gap 40.0%  
Proportion of males receiving a bonus payment 3.25%  
Proportion of females receiving a bonus payment 0.62%  
     
Proportion of male employees in lower quartile 9.9%  
Proportion of female employees in lower quartile 90.1%  
     
Proportion of male employees in lower middle quartile 25.2%  
Proportion of female employees in lower middle quartile 74.8%  
     
Proportion of male employees in the upper middle quartile 27.9%  
Proportion of female employees in the upper middle quartile 72.1%  
     
Proportion of male employees in upper quartile 47.7%  
Proportion of female employees in upper quartile 52.3%