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Home / News, events and more / Governance & legal / Annual Gender Pay Gap Report

Annual Gender Pay Gap Report

Snapshot date: 5th April 2024

  • Women’s mean hourly rate is 12.6% lower than men’s.
  • Women’s median hourly rate is 30.3% lower than men’s.

The proportion of women in each pay quartile is as follows:

  • Top quartile: 43.5%
  • Upper middle quartile: 45.6%
  • Lower middle quartile: 49.5%
  • Bottom quartile: 60.9%

The College did not make any bonus payments in the relevant period.

The most significant factor in the increased median gap is the rise in the total volume of staff, on the snapshot date, in the bottom quartile. This includes a high number of casual student roles supporting vacation conference bookings, where the gender ratio is heavily skewed. If these roles are excluded, the mean gap reduces to 8.65%, and the median gap to 20%.

At a quartile level, there is no median gap in the upper middle and lower quartiles. The median gap in the top and lower middle quartiles is 7% and 5% respectively.

The College is confident that there are no gender differences in the remuneration available for the same role.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2025

Snapshot date: 5th April 2023

  • Women’s mean hourly rate is 13.5% lower than men’s.
  • Women’s median hourly rate is 22% lower than men’s.

The proportion of women in each pay quartile is as follows:

  • Top quartile: 38.8%
  • Upper middle quartile: 52.6%
  • Lower middle quartile: 54.9%
  • Bottom quartile: 71.1%

The College made bonus payments to 63.3% of Male and 64.5% of Female staff in the relevant period. The mean and median gaps for bonus payments were both 0%.

A key factor for this year’s report has been the post-COVID recovery of the College’s conference business. This has involved a significant increase in temporary casual staffing levels in peak periods, including vacation work for students, which has a relatively heavy gender skew. Excluding these casual staff, the mean pay gap would be 8.7%, and the median gap would be 10.7%.

While it is clear that there is a gender imbalance in relation to the split of those undertaking higher or lower paid roles, the College is confident that there are no gender differences in the remuneration available for the same role.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2024

Snapshot date: 5th April 2022

  • Women’s mean hourly rate is 13.7% lower than men’s.
  • Women’s median hourly rate is 11% lower than men’s.

The proportion of women in each pay quartile is as follows:

  • Top quartile: 34%
  • Upper middle quartile: 49%
  • Lower middle quartile: 48%
  • Bottom quartile: 56%

No bonus was paid to any member of staff.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2023

Snapshot date: 5th April 2021

  • Women’s mean hourly rate is 3.8% lower than men’s.
  • Women’s median hourly rate is 9.8% higher than men’s.

The proportion of women in each pay quartile is as follows:

  • Top quartile: 48%
  • Upper middle quartile: 57%
  • Lower middle quartile: 41%
  • Bottom quartile: 52%

No bonus was paid to any member of staff.

The mean pay gap has decreased by around 60%. A key factor has been the altered gender balance within the lower two quartiles (taken together), which has reversed. The overall gender split across all employees is also now more evenly balanced at 51/49, men/women, compared to the previous 46/54 ratio.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2022

Snapshot date: 5th April 2020

  • Women’s mean hourly rate is 10.15% lower than men’s.
  • Women’s median hourly rate is 6.17% lower than men’s.

The proportion of women in each pay quartile is as follows:

  • Top quartile: 52%
  • Upper middle quartile: 55%
  • Lower middle quartile: 47%
  • Bottom quartile: 62%

No bonus was paid to any member of staff.

The proportion of women in higher paid roles continues to increase, and now represents a majority for the two highest quartiles. The bottom quartile remains consistent with previous years, and reflects a continuing gender skew within a (large volume) specific role type.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
October 2021

Snapshot date: 5th April 2019

The Government Equalities Office (GEO) and the Equality and Human Right Commission (EHRC) suspended the gender pay gap reporting regulations for 2020, due to the Covid-19 (Coronavirus) pandemic. The decision announced (24 March 2020) means that there will be no expectation for employers to report their gender pay gaps for the 2019/20 reporting year.

Snapshot date: 5th April 2018

• Women’s mean hourly rate is 11.1% lower than men’s.
• Women’s median hourly rate is 3.9% lower than men’s.

The proportion of women in each pay quartile is as follows:

• Top quartile: 47%
• Upper middle quartile: 47%
• Lower middle quartile: 38%
• Bottom quartile: 63%

No bonus was paid to any member of staff.

These figures are broadly in line with the previous year, although the proportion of women in higher paid roles has increased, as anticipated at our reporting date last year.

We continue to consider ways to address the gap that currently exists, including analysis of grading and relative job evaluation.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2019

Snapshot date: 5th April 2017

• Women’s mean hourly rate is 11.17% lower than men’s.
• Women’s median hourly rate is 3.78% lower than men’s.

The proportion of women in each pay quartile is as follows:

• Top quartile: 44%
• Upper middle quartile: 46%
• Lower middle quartile: 37%
• Bottom quartile: 62%

No bonus was paid to any member of staff.

Hertford is committed to promoting equality in all aspects of College life, including our workforce. We shall be considering in more detail how to establish policies and actions that reduce our pay gap. Some of the difference is accounted for in our academic staff, all of whom are paid the same rate for the job, but where we currently have an uneven gender split. At the lower end of the pay range there is a gender imbalance in some roles which we will seek to address. However, recent recruitment trends suggest that our gender balance in key areas has been improving since the data reference point used for this analysis, and we expect this to be reflected in future pay gap assessments.

I certify that the above data is accurate.

Jamie Clark (Bursar), Hertford College
March 2018

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