Cranfield University reports for the fourth year on our Gender Pay Gap1.
The data has been extracted from our HR & Payroll database and covers the relevant pay period within which our snapshot date of 31 March 2020 falls. Our bonus and recognition pay data is based on payments made within the preceding twelve months ending on the snapshot date (1 April 2019 to 31 March 2020).
The mean pay gap at Cranfield University is 22.6%, reducing from 23.4% in 2019.
The median pay gap at Cranfield University is 19.54%, reducing from 22.2% since 2019.
It is encouraging to see a year-on-year reduction to the pay gap, however we cannot be complacent and to sustain this progression, we need to continue with our positive action interventions. Achieving reaccreditation of our Institutional Athena SWAN Bronze in 2020 for a further five years, was a milestone in this journey and this, together with a number of action plans in line with the more general equality, diversity and inclusion agenda, provide the cornerstone for addressing our Gender Pay Gap. Given the retrospective nature of the data reporting periods and the fact that that many of our plans are medium to longer term, it will take time to see the positive impact of these interventions, in terms of the pay gap.
We are resolute in taking this agenda forward and feel that we have made some very positive steps which have provided a sound platform to build on for future years. We are committed to addressing the gender imbalance in our workforce and building an inclusive environment for individuals to succeed.
Sir Peter Gregson, Vice-Chancellor
Helen Perkins, Director of Human Resources
1 Prepared in accordance with our duty under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 and the associated ACAS guidance “Managing Gender Pay Reporting”..