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Equal Pay Statement - Report On Progress

NORTH   GLASGOW  COLLEGE

EQUAL  PAY  STATEMENT - REPORT ON PROGRESS

Equal Pay Statement 1 September 2010

EQUAL PAY STATEMENT

Introduction

North Glasgow College is committed to the principle of equality and believes as part of that principle that male and female staff should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value (other than where the difference in pay is genuinely due to a material factor which is not the difference of sex).

The right to equal pay between men and women is a fundamental principle of European and domestic legislation.

In order to achieve equal pay, the College operates a pay system which is transparent, based on objective criteria and free from gender bias.  It is recognised that pay includes pension, discretionary bonuses or allowances, sick pay as well as other additional benefits.

This statement outlines the actions that North Glasgow College has taken to progress equal pay and the arrangements in place to review pay on a regular basis.

Scope

The Principle of equal pay applies to all staff employed by the Board of Management of North Glasgow College regardless of full-time or part time status, fixed term or permanent status or length of service.  It does not address wider equality issues, which are contained in the College’s single Equality Scheme.

Responsibilities

The Board of Management, including the Principal/Chief Executive is responsible for ensuring that all staff are treated equitably.

Pay and terms and conditions of service for all employees covered by a collective agreement are negotiated between the College and the relevant Trade Unions.

The Director of Human Resources is responsible for ensuring that the College’s employment policies and practices comply with equal pay legislation.


Progressing Equal Pay

The College have identified three main factors which may contribute towards the gender pay gap:  Occupational segregation; caring responsibilities and pay & grading structures.  The College had made progress across each of these as detailed below:

Occupational segregation

• All College employees participate in an annual Staff Development/CPD Career Review
• All College employees have access to staff development
• The College reports on staff equality to inform action planning at an organisational and operational level
• All College Policies and Procedures have been subject to Equality Impact Assessment

Caring Responsibilities

• The College has a Flexible Working Policy & Procedure which all employees can access to make a request for flexible working
• The College has a Child/Dependant Illness Policy & Procedure that all employees can access

Pay and Grading Structures

• The College has reduced the incremental scale for Lecturers from 12 points to 4
• The College has reviewed the salary placing regulations to ensure compliance with relevant legislation
• The College has increased the annual leave entitlement for support staff employees

Review of Equal Pay

The College recognises the need to continue to review the gender pay gap on a regular basis.   The College will continue to identify any unfair, unjust or unlawful practices that impact on pay and take appropriate remedial action.  All Policies and Procedures will continue to be subject to Equality Impact Assessment.

The College will continue to consult with the relevant Trade Unions on actions required to progress equal pay.