Gender Pay Gap

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.
DBS has a mean of 5.3%. This means that, on average, the roles occupied by men are paid 5.3% more than the roles occupied by women. This reflects more female representation at lower quartile pay. We aim to address closing the gap through targeted recruitment initiatives. The median is 25.1%. This means that the midpoint of pay ranges for men working at DBS is 25.1% higher than the midpoint for women working at DBS. We have a positive gender pay gap in our academic teams (median -2.2%, mean -8.6%). Whilst in our non-academic teams, there is some variance (median 15.2%, mean 18.3%) which reflects special skills, levels of experience, and diversity of roles.
We have a positive gender pay gap in our part-time staff and a positive bonus gap towards women in both mean and median calculations.
Over the last 18 months, there has been a significant focus on Diversity, Equity and Inclusion in DBS and we have undertaken a number of initiatives which were recognised with our Bronze accreditation award through the Irish Centre for Diversity. We know, however, that there is still more to do, and the gender pay gap is an area we want to further progress in our efforts towards creating a more equitable environment for all our staff. 
For 2023 as part of our overall DEI strategy, we have a number of initiatives that will further support our staff. Our commitments for next year are as follows: 
We will 
(1) Ensure a comprehensive and reliant data collection in order to monitor DEI progress across our DBS principles and vision.
(2) Measure the impact and success of DEI-related policies and develop a set of KPIs as part of the DBS DEI strategy.
(3) Increase transparency around recruitment processes, ensuring the diversity of employees in the shortlist and hiring stages address gender representation at each quartile.
(4) Ensure that appropriate training and development programmes are developed and launched at targeted DEI initiatives.
(5) Strengthen female representation through active talent management and succession planning.
(6) Continue to engage with external stakeholders and staff on DEI initiatives to build best practices and strengthen the development of the DBS DEI strategy.
Click here to see our Gender Pay Gap report.