Gender Equality Scheme - Swansea University

The re is a need for greater consistency between starting salaries awarded to those promoted to
the grade and with those appointed to the grade.
• Length of service
This is a defensible reason for pay gaps.
• Red-Circling
Although red-circling is a reasonable defence for differences in pay only if is for a fixed period of
time and is regularly reviewed.
• Additional payments
These additional payments include honoraria payments for additional senior appointments, shift
allowances for manual grade posts which are filled by more men than women.
• Occupational/Gender Segregation
Women continue to be concentrated in lower valued and part time roles.
• Additional Senior Management Appointments
Women are poorly represented in these roles. The selection process would be further
strengthened, and the reliability and validity of the process improved, if a more robust process
was introduced that clearly demonstrated what the criteria for selection were and all employees
had an opportunity to develop their skills in order to be eligible to apply for these appointments.
This report only looks at same/like work. Further investigation needs to be carried out when the
job analysis scheme is implemented, to establish whether there are any significant pay gaps
hidden in between grades, and roles that are rated as equivalent.
Recommendations
• Introduce Starting Salary Guidance. Such guidance will help to improve the
consistency of this element of the recruitment and selection process across the
University.
• Write an Equal Pay Policy. Which will demonstrate our commitment to addressing equal
pay issues and to closing the gaps that exist.
• Training when starting salary guidance and Equal Pay Policy introduced, in order to
raise awareness of the key equal pay issues and to ensure a consistency of approach.
• Carry out regular Equal Pay Audits, the first will be following the implementation of
HERA and introduction of new Single pay spine. This will help us to continue to
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