Gender Pay Gap

I'm pleased to share that for the second consecutive year, we are fulfilling our commitment to transparency by publishing our Gender Pay Gap report. This report, in compliance with the Gender Pay Gap Information Act passed in 2021, which requires companies with over 250 employees to publish this information, provides insight into our organisation's hourly gender pay gap across key metrics.

The gender pay gap is not the same as equal pay, which is the difference in pay between men and women who carry out the same or similar jobs. The Gender Pay Gap measures the difference between men's and women's average earnings across an organisation. It is common for a gender pay gap to exist because of different jobs which have different levels of pay, and the number of men and women in these jobs varies.
The gender pay gap is measured in two ways.
The mean difference
The mean gender pay gap is the difference between the average hourly earnings by gender.
The median difference
The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It takes all relevant income in the sample, lines them up in order from lowest to highest, and picks the middle rate.

Whilst we have made progress against our commitments outlined in last year's Gender Pay Gap report, we would have liked to have seen further improvements in our results along with other organisations that faced similar challenges.

Our results show we have recorded an increase of 2.4% in the mean gender pay gap. This is primarily attributed to recruiting more females than males in the lower quartile since our last report. Our median gender pay gap has also recorded an increase of 10.7%. This is mainly attributed to the increased variance in the gender pay gap within our non-academic teams, with more males recruited in quartiles 2 and 3 since 30 June 2022. This reflects the shifts in our organisational structure highlighting specialised skills, experience levels, and diversity across roles within the last 12 months. However, we are pleased to note our positive gender pay gap for both our academic teams and part-time staff. Additionally, our results also show a positive gender bonus gap (mean -36.6%, median -8.6%).

Whilst we continue to make further progress against our DEI commitments, we recognise the need for further efforts in recruitment and succession planning, ensuring we secure the most qualified individuals for available roles. To foster a more balanced gender representation, we intend to set hard recruitment targets across our quartiles. Our plan for 2024 involves increasing male hires in the lowest quartile within our non-academic teams and recruiting and/or promoting more females in the second quartile within our non-academic teams to narrow the existing gap.

At DBS, our commitment to fostering a fully inclusive Higher Education Institution remains resolute. We deeply value the contributions of each colleague in shaping an environment that not only embraces but celebrates the diversity within our community, standing as the cornerstone of our collective efforts.

Click here to see our Gender Pay Gap report.