Our Commitment: Respect for All
The College has a responsibility to provide all sections of the community that it serves with equality of access and opportunity and will ensure that all, be they staff, students, members of the public or visitors, are treated with dignity and respect regardless of age, disability, race, sex, religion or belief, gender reassignment or social background.
The College identifies and seeks to eliminate all procedures, practices and attitudes which lead to unfair treatment of individuals or groups by direct, indirect or combined discrimination, harassment or victimisation on the grounds of age, disability, race, sex, religion or belief, gender reassignment or social background.
Every member of the College staff has a responsibility and duty to implement the requirements of the Equality Act 2010 and attendent Single Equality Scheme. All College students sign a learning agreement which acknowledges they understand the student regulations which clearly states that they must treat all College staff and other students with dignity and respect age, disability, race, sex, religion or belief, gender reassignment or social background and that direct, indirect or combined discrimination, harassment or victimisation will not be tolerated and is a disciplinary offence.
“All members of the College community work together to provide a safe, productive learning and working environment sensitive to the needs of all students which encourages achievement.”
Gender Pay - Background
The Equality Act 2010 (specific Duties and Public Authorities) Regulations 2017 were published in January 2017. The requirements apply to all public authorities in England who have 250 or more employees.
The key obligations introduced by the Regulations are as follows:
- · Employers must publish the mean and median hourly pay gap between men and women
- · Employers must publish the number of men and women in each quartile pay band
- There is also a requirement to publish bonuses but that is not relevant to the College as we do not pay bonuses.
- Public Authorities have to publish the results on their website and on the government website by 31 March 2020.
The Colleges results are attached and show a 21.3% gap for the mean (2018: 18.93%) and 38% gap for the median (2018: 38.01%).
The College employs all of its own Catering and Cleaning staff, all of whom are on living wage and are female and there are significantly more female administrators then male. The median hourly rate for women is, therefore, £10.57 but for males is £17.05 and this has not changed since 2018. Excluding the cleaning and catering staff only brings the median difference down to 39% but does reduce the mean difference to 14% so the numbers of female administrators are definitely having an effect on the median.
A comparison was also made on lecturing staff (copy attached) and this time there are significantly more male lecturers than female (63:39) but the mean difference is 0.1% and the median 0%.
The impact of having more female staff on living wage and administrators grade (circa £9 per hour) also shows on the pay quartiles with the ratio male: female showing more females in the first two quartiles and more males in the final two.
The key issue for the College is not so much equal pay as all types of staff (administrators; technicians; lecturers) are on the same pay scales which is evidenced by the negligible difference when we compare lecturers. The real issue is the gender bias when it comes to the types of roles filled by males and females and this has been the case since the first submission in 201
Karen Dales, Hartlepool College of Further Education
Stockton Street, Hartlepool TS24 7NT
Tel: 01429 295000 Email: Karen.Dales@hartlepoolfe.ac.uk