The metrics: March 2022

MDX All Staff Gender Pay Gap Reporting- March 2022

Middlesex University All Staff Gender Pay Gap Reporting – 31 March 2022

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2022, on a staff base of 2,498 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58.7% Female and 41.3% Male)

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

  Mean gender pay gap Median gender pay gap Total employees
Men

£23.80

£22.75

1,031
Women

£21.10

£20.93

1,467
Gap %

11.30%

8.00%

2,498 employees

 

Gender pay gap in the UK: Hourly rate 2022. Visual representation of the disparity in earnings between genders.

 

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men

29.50%

-11.10%

0.10%
Women    

0.10%

Graph showing gender gap in house prices, with a focus on bonus pay in 2022.

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1

220

35.30%

404

64.70%
Quarter 2

223

35.70%

401

64.30%
Quarter 3

266

42.60%

359

57.40%
Quarter 4

322

51.50%

303

48.50%
Graph showing number of people in different colors, representing Quartile pay band 2022.

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.