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Gender pay gap reporting in UCD

Page updated 12 July 2022

The Gender Pay Gap Information Act 2021 came into effect in July 2021. The key requirements of the legislation are:

  • Provision of data
  • Reasons for any gaps identified in pay between men and women
  • Actions that will be taken by organisations to address the gaps

It is important to note that a gender pay gap is not necessarily an indication of pay discrimination but could relate to the unequal representation of women across the organisation. Regulations were published in mid-May 2022 to provide information in relation to the calculations and further requirements of the legislation.

The Gender Pay Gap Information Act 2021 envisages the publication of data and plans are in place to develop an online reporting system for the 2023 reporting cycle. It is anticipated that the system will allow members of the public to search for and view individual employers’ returns, as well as returns for employers in given sectors and regions. Employees can bring claims against their employers to the Workplace Relations Commission (WRC) in respect of non-compliance with the Act. While the Act does not provide for sanctions in the form of compensation for the employee or for a fine to be imposed on the employer, the Director General of the Workplace Relations Commission can make an order requiring the employer to take a specified course of action to comply with the Act. All decisions will be published and will include the names of the employer and employee.

Detailed Requirements

The information that employers will be required to publish includes:

  • the mean and median gap in hourly pay between men and women
  • the mean and median gap in bonus pay between men and women
  • the mean and median gap in hourly pay of part-time male and female employees
  • the mean and median gap in hourly pay of temporary male and female workers
  • the percentage of men and of women who received bonus pay and benefits-in-kind
  • the proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.

Employers are also required to publish a statement setting out, in the employers’ opinion, the reasons for the gender pay gap in their company and what measures are being taken or proposed to be taken by the employer to eliminate or reduce that pay gap.

Timelines

Employers will be required to produce their gender pay gap information within 6 months of their ‘snapshot date’. The snapshot date must be a date in June. Therefore, an employer who chooses 1 June as their snapshot date has a reporting deadline of 1 December. The deadline for publication of the employer’s gender pay gap information is 6 months after their chosen snapshot date.

For more information please click here 

What is UCD doing?

UCD has been preparing for the requirements in the legislation over the past year in the following ways:

  • Engaging at a sectoral level through the various groups - IUA HRDs, VPs for EDI group, IUA Data Group, Athena SWAN Practitioner Network – this is essential as there will be nuances in the third level sector that need to be agreed at sectoral level in order to enable comparisons to be made
  • A national webinar on the Gender Pay Gap was held in March 2022 in collaboration with the IHREC
  • Engaging internally and bringing key stakeholders together – a Gender Pay Gap Working Group was established consisting of representatives from EDI, HRIS and Institutional Research
  • A review of methodologies where GPG reports have been published – Ireland and UK – was carried out
  • A practice run will be done in advance of June to ensure that the data is accurate and to address any challenges in terms of the data
  • The collation of data has commenced in preparation for the legislation – UCD published some data as part of its Athena SWAN application in 2020
  • An internal and external communications strategy will be looked at – it important there is context provided in relation to the data and the actions identified to address the gaps as part of Gender Pay Gap Report
  • As part of UCD’s Gender Equality Action Plan 2020 – 2024, a range of measures have been taken to address gender equality which will have an impact on the gender pay gap. (See Interim Gender Equality Action plan 2020 – 2024 Report).

Next Steps

A snapshot date in June will be identified on which the calculations will be based. Once the calculations are completed, an analysis of gaps will be undertaken and the actions to address gaps identified. These actions will be cross referenced with the Gender Equality Action Plan. A report will be submitted to the UMT and the Governing Authority for the December meeting in advance of publishing.  

UCD's commitment to Gender Equality

UCD is committed to closing its gender pay gap. Promoting gender equality is a key strategic priority for the University as demonstrated by a number of initiatives:

Athena SWAN:

Athena Swan is a gender advancement accreditation scheme which supports good employment practices in higher education. It offers a valuable framework for introducing cultural changes that create a better working environment for both men and women.

The University has an institutional Athena SWAN Bronze Award, which was renewed in 2020 .The renewal process demonstrated the University’s commitment to gender equality and involved consultations to agree an our action plan for the period 2020-24. Many of the actions are aimed at supporting the career development of women, tackling the gender pay gap and increasing the number of women in senior roles.

The UCD Gender Equality Action Plan 2020-2024 was prepared by the Gender Equality Action Group and its Working Groups, in a process that involved external benchmarking, an EDI employee survey, focus groups and consultation across the university.  It includes actions relating to recruitment, promotions, leadership, work practices, organisation and culture.  The implementation of the Plan is already underway, and includes mechanisms to track progress on each of the actions.  It will be updated to include the actions that arise from the review currently underway of the university’s policy and procedures on Dignity and Respect.

In addition, 21 school awards are held across the institution. Each award has an associated action plan with specific measures to promote gender equality.

Annual Equality Reports:

There is a huge among of equality, diversity and Inclusion work undertaken at the University which covers all the protected groups and actively engages in issues of intersectionality between gender and other protected groups.

The EDI unit publishes a comprehensive annual Equality Report setting out key equality data and summarising our main equality-related activity during the preceding  year.  You can access these reports here

Dignity and Respect:

University College Dublin is committed to the promotion of an environment for work and study which upholds the dignity and respect of all members of the UCD community and which supports your right to study and/or work in an environment which is free of any form of bullying, harassment or sexual misconduct (including sexual harassment and sexual violence).  ‌

There are a number of supports in place if you are experiencing bullying, harassment or sexual misconduct and you are strongly encouraged to come forward to seek confidential support and guidance on the range of informal options and formal options for resolving issues as appropriate. Reports of bullying, harassment or sexual misconduct can also be made anonymously through UCD’s Report and Support tool. For more information click here

FAQS:

On 13 July 2021, the Gender Pay Gap Information Act 2021 (the Act) was signed into law.

The regulations will require organisations with over 250 employees to report on their gender pay gap in 2022.

The gender pay gap is a measure of the difference between men’s and women’s average earnings across the University.

The figures to be reported are as follows:

  • the mean and median gap in hourly pay between men and women
  • the mean and median gap in bonus pay between men and women
  • the mean and median gap in hourly pay of part-time male and female employees
  • the mean and median gap in hourly pay of temporary male and female workers
  • the percentage of men and of women who received bonus pay and benefits-in-kind
  • the proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.

Organisations are asked to select a ‘snapshot’ date in the month of June. Their reporting will be based on the employees they have on this date.

Organisations then have six months to prepare their calculations before reporting six months later, during December.

  • The "Mean" hourly rate is calculated by adding all of the hourly rates together and dividing by the number of individuals in the data set.
  • The median hourly rate is calculated by arranging the hourly rates of all individuals in the data set in numerical order to identify the middle (or median) hourly rate. 50% of individuals will earn more than this hourly rate and 50% will earn less.

The gender pay gap is a measure of the difference between men’s and women’s mean and median earnings across the University and is represented as a percentage.

The data will be published on the University’s EDI website and be publically available. 

UCD must also publish a report setting out—

(i) UCD's opinion, the reasons for such differences in that employer’s case, and

(ii) the measures (if any) being taken, or proposed to be taken, by UCD to eliminate or reduce such differences in that employer’s case.

Contact UCD Equality Diversity and Inclusion

University College Dublin, Belfield, Dublin 4, Ireland.
T: +353 1 716 4933 | E: edi@ucd.ie