1. insert client logo Equal Pay findings QMUL November 2011

2. 2 © 2010 Hay Group. All rights reserved Population trend analysis Individual incumbent analysis Evidence from stakeholders/ focus groups Review of policies Report and recommendations Review of current Policies, Process and practice Develop action planImplement Report, Findings and recommendations Implement actions and monitor and review outcomes Quantitative Analysis of practice Qualitative Analysis of policy and process Further review of underlying factors including individual case history Assessment of risk Develop action plan Our Approach to Equal Pay

3. 3 © 2011 Hay Group. All rights reserved Basis of analysis Trend analysis and no individual analysis or policy analysis Followed the EHRC guidelines in the process Significance set by 3% differences within populations Equal value based on grade/career family level in framework Each term should be considered separately as required if possible – not possible to do with the variable payments Analysed April 2010 data, FTE basic fixed salary plus total variable payments and fixed salary (basic + variable payments) on a trend basis Excludes the most senior managers and professors Covers part-time and full-time roles Included clinical staff but also looked at the analysis excluding them as well

4. 4 © 2011 Hay Group. All rights reserved Gender distribution Gender - No of incumbents by Grade 0 50 100 150 200 250 300 350 1234567 Grades No of incumbents Female Male

5. 5 © 2011 Hay Group. All rights reserved Average salary by gender Gender - Average basic salary by Grade - 10,000 20,000 30,000 40,000 50,000 60,000 70,000 1234567 Grade Average Base salary (£) F M

6. 6 © 2011 Hay Group. All rights reserved Findings cont. Average salary other points: Male employees paid slightly more than female employees as a pattern if include variable payments i.e. looking at total fixed GradeFemale (£)Male (£) % Difference Female vs.. Male 116,84117,230-2% 222,26023,409-5% 328,24028,689-2% 432,73633,069-1% 539,12139,432-1% 646,90147,1220% 761,11163,010-3% Access to variable payments very different by gender, ethnicity and part-time vs.. full- time status Proportionately more male employees have access to variable payments than female employees Male employees paid higher variable payments on average than female employees

7. 7 © 2011 Hay Group. All rights reserved Ethnicity distribution No real significant differences between ethnicities in average basic pay, possibly grades 1, 3 and 7 but difficulty of the unknown and variable payments again

8. 8 © 2011 Hay Group. All rights reserved Other findings Greater disparities between part time and full time in distribution and average salary Clinical roles tend to be most highly paid in grades and so skew differences Average basic salaries show significant differences at grades 1, 5, 6 and 7 with 5, 6 and 7 in favour of the part-time employees

9. 9 © 2011 Hay Group. All rights reserved Overall issues No real difference between average male and female salary. However: Uneven distribution of population by gender and ethnicity. Is this due to progression or recruitment issues? Variable payments make a significant difference to differentials so need to be researched and understood Both clinical and other roles sit outside the pay ranges, raising questions about the pay management Part-time employees seem to receive better treatment than full-time at particular levels Length of scales in framework are too long according to Age Discrimination legislation and best practice within Equal Pay

10. 10 © 2011 Hay Group. All rights reserved Recommendations Based on the analysis we would recommend: More analysis to understand the drivers behind the differences, particularly in the variable payments and part-time vs. full time analysis Amend the pay structure and management to see if some risks could be mitigated Examine the clinical group to see if there are any further risks within that population Understand if there are any barriers to prevent the distribution of gender and ethnicity becoming more equal in the population Decisions: communication and publication of messages based on the analysis