Gender pay gap narrows to 2.85%
We can today (Thursday 28 July 2022) announce that our gender pay gap has been reduced for the third successive year – with the median pay gap in 2022 being just 2.85%, with women now earning more on average than men for the first time.
In 2019, the average gender pay gap at the College – the difference in pay between male and female members of staff – was 17%, with men earning more than women.
In 2020, the average gender pay gap was 13.97%, with men earning more than women. And in 2021, the average gender pay gap was down to 6.22%.
The average median gender pay gap across the UK, last year, was 15.4%, with men earning more on average than women.
The mean gender pay gap at the College has also declined, this year, to 4.41%, with men being paid more than women. Last year, the gap was 4.86%. In 2020, it was 16.35%, and in 2019 it was 19%.
The existence of a gender pay gap at an organisation does not mean that the employer pays people of one gender more for the exact same work than people of another gender. That would be illegal.
Instead, the gender pay gap shows what the average female member of staff at an organisation is paid, compared to the average male member of staff.
The total number of substantive employees and workers in post with the RCPsych on the date of the snapshot research for the gender pay audit – 5 April 2022 – was 372.
At the time of the report, 70% of our staff were female and 29% were male, and one per cent preferred not to say their gender, are gender fluid or self-describe.
Our gender pay report also shows that this year:
- 72% of people in our upper pay quartile are women – which is the same as last year
- 77% of people in our upper-middle pay quartile are women – up from 74% last year
- 66% of people in our lower-middle pay quartile are women – down from 78% last year
- 67% of people in our lower pay quartile are women – up from 56% of people last year.
Meanwhile, the RCPsych has also done a piece of research, in parallel with this year’s gender pay report, which shows that over the last year 72% of people promoted (23 individuals) among our employee team were women, while 28% of people being promoted (9 individuals) were men.
RCPsych Chief Executive Paul Rees MBE said:
“While some organisations have been reluctant to carry out gender pay reports in recent years, we believe that conducting gender pay audits is absolutely essential given our values-based approach.
“It is excellent that we continue to make such incredible progress in reducing our gender pay gap.
“We will never get complacent, and will always look to see if there are more ways we can ensure a workplace that is fair to all.
“We will do everything we can to make sure we have the most female-friendly workplace possible – and we will create the most positive workplace for people who are gender fluid or non-binary.”
Since 2020, the RCPsych has been working to an 18-point Gender Equality Action Plan.
Through the RCPsych Gender Equality Action Plan, the College is committed to:
- adhering to equal opportunities best practice in recruitment – based on a competency-based approach (for all staff) and a values-based approach (for pay band 4 employee roles and above) – ensuring that all appointments and internal promotions are made solely on the basis of merit
- following an open and transparent approach regarding pay, with clear staff pay bands, a job evaluation process, regular benchmarking with similar employers, and pay awards that are made following a clear and transparent process
- enhancing support delivered around career development, with the aim of assisting all employees to achieve their potential – regardless of gender, ethnicity and other demographic variables
- offering a competitive total employee benefits package, including a comprehensive flexi-scheme, and flexible working opportunities available to all employees
- ensuring a competitive rate of maternity pay
- extending maternity pay to cover adoptive parents
- providing mandatory training in equality and diversity, including in unconscious bias, for all staff
- ensuring the College has a designated SMT Equality, Diversity and Inclusion Lead
- supporting the work of the internal employee-facing Sexuality, Gender Equality and Inclusion Forum
- ensuring equality and diversity is a regular item on SMT and Heads Group meeting agendas
- monitoring the perception of staff – through our staff surveys – of our effectiveness as a good employer, when it comes to promoting equality, diversity, and inclusion in the workplace
- continuing to show a sense of urgency on the issue of equality and diversity (for instance, by carrying out a gender pay audit and reviewing the gender equality plan, annually) and by guaranteeing that we will not become complacent
- continually reviewing our performance, so as to ensure we are a truly inclusive employer with equal opportunities for all
- analysing the reasons why we have a gender pay gap at the College, on an annual basis
- taking a zero-tolerance approach towards bullying
- aspiring to ensure that all recruitment panels are diverse, with no single gender panels where possible
- monitoring promotions made within the College on an annual basis, to assess the level of equality of opportunity
- underpinning the College’s commitment to equality of opportunity, through up-to-date HR policies that align with equal opportunities best practice.
Back to our July 2022 eNewsletter.