Equal Pay Review

The University is committed to the principle of equal pay for work of equal value and recognises that we should operate a pay and grading system based on objective criteria that minimises, wherever possible, opportunities for discrimination, both direct and indirect, as a consequence of pay practice or structure.

As part of its specific duty under the Equality Act 2010 the University undertakes bi-annual equal pay reviews to demonstrate its compliance with equal pay for equal work and to identify whether there are any gender inequalities arising from the operation of UEA’s pay practices and structures.  The University has published the bi-annual reports undertaken since 2007.

UEA Equal Pay Review Report 2017

UEA Equal Pay Review Report 2015

UEA Equal Pay Review Report 2013

UEA Equal Pay Review Report 2011

UEA Equal Pay Review Report 2009

UEA Equal Pay Review Report 2007

The University’s Equal Pay Reviews analyse pay differences within grades on three protected characteristics: gender, disability and ethnicity.  In 2019 the University plans to expand its Review to cover age and in the longer term more of the protected characteristics.

The University reports on a bi-annual basis to the University’s Equality & Diversity Committee, which comprises senior representatives from the Executive Team,  Faculties, Professional Services, Human Resources Division and representatives from the Campus Trade Unions and Student Union.

Equal Pay and mandatory Gender Pay Gap reporting both deal with differences in pay between men and women in the workplace, but are different.  The Equality Act 2010 gives men and women the right to equal pay for equal work where men and women are undertaking ‘like work’, ‘work rated as equivalent’ (as determined by a job evaluation process), or, ‘work that is proved to be of equal value’.   The mandatory Gender Pay Gap reporting measures the difference between men’s and women’s average earnings across an organisation in order to calculate the mean and median pay gap and does not measure differences in pay for ‘like work’.