Our work on equal pay is based on the principle that employees should receive equal pay for like work. While we examine equal pay as part of our legal requirements our commitment to understanding and addressing inequality is fundamental to our culture of inclusion for all.
The Equality Act 2010 placed a duty for public authorities to undertake and publish an equal pay statement every four years since 2013. We undertake annual equal pay audits and our current equal pay statement covers 2017-21
We have recently refreshed our equality pay gap information for gender, disability and ethnicity. You will notice some differences with these new figures next to those included in the equal pay statement. This is because we realigned our formula with how other organisations calculate the pay gap. While the figures are slightly different our actions remain relevant and the right way to go about addressing the gender pay gap in particular. Our equal pay statement should be read alongside the refreshed pay gap figures contained in these webpages.
We are developing our processes for refreshing our equal pay statement ready for April 2021and look forward to sharing more with you in due course.
Gender pay gap reporting
There are some differences in equal pay reporting across the UK. As an HEI based in Scotland, we follow requirements for Scottish public authorities. We are aligning our census date (the date we run our equal pay information) with the rest of the UK for gender pay gap reporting, and we are supplementing our equal pay statement 2017-21 with an annual update of our gender pay gap, based on data run on 31 March in any given year.