Gender Pay Gap data (snapshot date of 31st March 2023)
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, employers with 250 or more employees must publish gender pay gap information every year. Royal Northern College of Music gender pay gap data for 2023-24 reporting year – GOV.UK – GOV.UK (gender-pay-gap.service.gov.uk)
Gender Pay Gap calculations are based on RNCM payroll data from a specific date each year, known as the ‘snapshot date’. Data is published every year within 12 months of the snapshot date. The gender pay gap measures the difference between average (median) hourly earnings of men and women, usually shown by the percentage men earn more than women.
Introduction and background
The averages used in this report are mean and median. A mean average is calculated by totalling all the values in a dataset; this total is then divided by the number of values that make up the dataset. The median of a group of numbers is the number in the middle, when the numbers are in order of magnitude. ONS on behalf of UK Government measures and publishes gender pay gap data using median hourly pay.
Mean gender pay gap
The difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
Median gender pay gap
The difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
Mean bonus gap
The difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees.
Median bonus pay gap
The difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees.
Bonus proportions
The proportions of male and female relevant employees who were paid bonus pay during the relevant period.
Quartile pay bands
The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.
RNCM workforce
The workforce at the ‘snapshot date’ of 31 March 2023 was 476 full-pay relevant employees, which is made up by 260 (55%) men and 216 (45%) women.
Gender Pay Gap data – snapshot date 31st March 2023
Workforce
| 2023 | 2022 | |||
| Male Employees | 260 | 55% | 254 | 53% |
| Female Employees | 216 | 45% | 225 | 47% |
| Total Employees | 476 | 479 | ||
Median hourly rate
| 2023 | 2022 | |
| Male Median Hourly Rate | £37.41 | £35.35 |
| Female Median Hourly Rate | £37.41 | £35.35 |
| Women’s earnings are 0.0% lower | ||
Mean hourly rate
| 2023 | 2022 | |
| Male Mean Hourly Rate | £36.03 | £34.51 |
| Female Mean Hourly Rate | £33.57 | £31.57 |
| Women are paid 6.85% less than men. This means that for every £1 a man earns a woman earns 93p | ||
Mean and Median Gender Pay Gap in bonus payments
| Men | Women | Women’s bonuses are | |
| Mean amount of bonus | £0 | £0 | 0% lower |
| Median amount of bonus | £0 | £0 | 0% lower |
Employee Quartiles
| Quartile | Women | Diff from 2022 | Men |
| Upper (Q4) (75-100%) | 41.18% | +4.21% | 58.82% |
| Upper middle (Q3) (50-75%) | 47.9% | +4.6% | 52.1% |
| Lower middle (Q2) (25-50%) | 41.18% | +0.01% | 58.82% |
| Lower (Q1) (0-25%) | 51.26% | -2.91% | 48.74% |
| Professional
Services |
Academic | |||
| 2023 | 2022 | 2023 | 2022 | |
| Male Employees | 79 | 74 | 181 | 180 |
| Female Employees | 85 | 88 | 131 | 137 |
| Total Employees | 164 | 162 | 312 | 317 |
| Male Mean Hourly Rate | £19.55 | £17.72 | £43.20 | £40.77 |
| Female Mean Hourly Rate | £18.88 | £17.25 | £43.10 | £41.41 |
| Mean Gender Pay Gap | 3.43% | 2.64% | 0.23% | 1.53% |
| Male Median Hourly Rate | £16.30 | £15.30 | £43.34 | £43.46 |
| Female Median Hourly Rate | £16.30 | £15.30 | £42.57 | £39.77 |
| Median Gender Pay Gap | 0.00% | 0.00% | £1.78% | 8.49% |
Analysis
- The RNCM’s median (0%) gender pay gap has remained the same from the previous twelve-month period. ONS reports that the median pay for all UK employees was 14.3% less for women than for men in April 2023 (14.4% in 2022).
- The RNCM’s mean (6.8%) gender pay gap has continued its downward trend (8.5% in 2022).
- In the UK, the gender pay gap has been declining slowly over time; over the last decade it has fallen by approximately a quarter among full time employees, and in April 2023 it stands at 7.7% (‘Gender Pay Gap in the UK – ONS Statistics 2023).
- 55% of the RNCM workforce is male, a small increase from the previous 12-month period.
- The proportion of women in the both the Upper and Upper Middle Quartiles has increased by 4.2% and 4.6% respectively from 2022.
Conclusions
The RNCM’s gender pay gap data at 0% when compared to the national average, is the result of the long-term effort that the College has invested to ensure fair pay for all staff, including:
- Promoting and supporting flexible working policies for all employees, irrespective of gender, including job share, part time working and term time working. This also includes the introduction post-pandemic of the College’s ‘Blended Working Framework’ which is focused on giving our staff the flexibility to choose, where practicable, where they do their work, whether that’s in the office or working remotely.
- Having an objective job evaluation scheme for all employees to ensure pay fairness.
- Formal policy and process for any changes in pay, including accelerated increments, market supplements and starting pay upon appointment.
- Ensures transparent promotion, pay and reward processes providing equality data to Belonging, Equity, Diversity & Inclusion (BEDI) Forum.
- Enhanced Shared Parental Pay to mirror contractual Maternity Pay.
- A commitment to meet the Real Living Wage for all staff since 2022.
The RNCM will:
- Continue to raise awareness of promotion processes across College.
- Continue to promote the benefits of flexible working practices to all staff.
- Promote the benefits of working for the RNCM both internally and externally, such as apprenticeship opportunities, flexible working, diversity commitments etc.
- Increase awareness about apprenticeship opportunities to encourage more employees to consider improving their skills and experience, providing them with a greater opportunity to progress their career.
- Continue to deliver recruitment and selection training to recruitment panels which highlights the issue of unconscious bias during recruitment and interview processes.
- Continue to ensure that recruiting managers use structured interviews linked to person specification.
- Prepare, analyse, and understand additional pay data on (1) pay levels (quartiles), (2) promotions, (3) recruitment at junior level, (4) resignations, (5) Part-time employees etc.
