Equal Pay Statement. the same or similar work; for work rated as equivalent under a job evaluation study; or work of equal value.

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1 Equal Pay Statement West Highland College UHI s commitment to equal pay West Highland College UHI is an equal opportunities employer and is committed to the fundamental principle that the pay and conditions of employment of all of our staff are nondiscriminatory and free from bias. As part of that principle, we believe that staff of different age, race, disability, sexual orientation, gender, gender re-assignment, marital or civil partnership status, religion or belief and nonbelief and regardless of whether pregnant or on maternity leave, will receive equal treatment. As part of its commitment the College ensures that all employees receive equal pay for: the same or similar work; for work rated as equivalent under a job evaluation study; or work of equal value. Definition of Equal Pay For the purposes of this policy and in accordance with relevant legislation, pay is defined as: Objectives All forms of contractual remuneration (such as salary, overtime, holiday pay), and noncash contractual benefits (such as mobile phone or use of college car). The College s objectives relating to equal pay are to eliminate any unfair, unjust or unlawful practices that impact on pay and to take appropriate action to address any unwarranted discrepancies in pay that are discovered. In order to put this commitment in to practice the College will: ensure that it provides equal pay for equal work (including basic pay and other contractual benefits); consistently monitor and review existing and future practices; discuss the equal pay policy with staff through the Staff Information and Consultation Group; undertake regular equal pay reviews or audits for all employees and repeat them at regular intervals and use the details to address any instances of discrimination in pay; assess findings of the equal pay review (through the Equality and Well-being steering group) and recommend action where necessary; communicate the results of any pay audit to staff through the Staff Information and Consultation Group; provide training and guidance for those involved in determining pay; deal with any disputes in relation to equal pay as a priority. Resolving Disputes The College s grievance procedures, which have informal as well as formal routes are available should a member of staff have a complaint in relation to their pay. If a member of staff has a concern regarding equal pay it is recommended that they discuss the matter with their line manager and the HR team in the first instance. The College will respond to any concerns or grievances on equal pay as a matter of priority. Charity number: SC Page 1 of 5 WHC-Equal-Pay-Statement-ED-Policy.docx Version:

2 Gender Pay Gap Information M F Pay Gap Mean % Median % In order to measure the pay gap we took all staff and calculated the hourly rate of pay and split by gender. We calculated both the mean and median. As a benchmark, the Scottish pay gap is 15% and the pay gap in the UK is 17%. A Highlands and Islands Enterprise report Occupational Segregation in the Highlands and Islands reported that There is clear evidence of a gender pay gap in the Highlands and Islands with earnings higher amongst men than women. The gap is wider than the average for Scotland (15%) in all local authority areas within the region ranging from 18% in Highland to 23% in Moray. This report also includes other data which is pertinent to the analysis of the local workforce composition. We believe that the pay gap is due to the concentration of female staff in the lower grades. Of those earning under 9 per hour 26 are female and 7 are male. This is the main element of the pay gap difference. In future we will be taking positive action by encouraging male applicants to apply for these posts. Secondly, our highest paid staff (over 18 per hour) 9 are male and 6 are female. This is partly due to the engagement of IT consulting staff in curriculum who are male (3 people) and a male financial consultant being employed. We expect this gap will reduce naturally next year with some expected changes but will however continue to monitor the gap and consider whether any other positive action as appropriate. Occupational Segregation Occupational segregation refers to the differences in the distribution of women and men, disabled and non-disabled people and people from different minority racial groups across different occupational categories and job types. Labour market statistics show that, for example, women and men work in different jobs, predominate in particular sectors and, indeed, are channelled into different jobs as a cause and consequence of a combination of factors, such as stereotyping, discrimination, individual and social and educational expectation, a lack of flexible working, and caring responsibilities. Occupational segregation can be horizontal, where those with certain protected characteristics are clustered into specific job types, or vertical, where they are clustered into specific positions within organisations and may be largely absent from senior management and executive positions West Highland College UHI is a company limited by guarantee (SC153921) with charitable status (SC024193)

3 The following diagram illustrates the difference between Equal Pay and the Gender Pay Gap. It also shows the WHC pay gap in comparison with regional, Scottish and National averages. Pay Arrangements at West Highland College (UHI) The College pay arrangements fall in to two main groups, support staff and teaching staff. Each support staff role is taken through a Job Evaluation process and allocated a Fixed Point (FP) on a salary scale. Teaching staff are allocated a Teaching rate (T1 to T5) depending on the level of teaching qualification that an individual holds. The College operates the same process for salary placement for all staff regardless of their gender and terms and conditions of service are the same regardless of employment status. It should be noted that West Highland College UHI is a Living Wage employer. The qualifications required for the T Rates are as follows: T1 - Tutor teaching non-certificated/leisure programmes T2 - Qualified vocational assessor or trainer West Highland College UHI is a company limited by guarantee (SC153921) with charitable status (SC024193)

4 T3 - Lecturer teaching (must have achieved Teaching in Colleges Today and/or HN assessor award or for ESPL must have Celta or Tefal T4 Lecturer teaching must have achieved PDA ITFE or TFE T5 Lecturer teaching Achieved full teaching qualification/tqfe or equivalent Occupational Segregation Data % of Academic Staff on T-Rates by Gender T1 T2 T3 T4 T5 Academic staff Female Academic staff Male The majority of lecturing staff are on T3 (26% male and 20% female), however there are more female staff on T5 (21% female and 10% male). Support Staff - Grades by Gender 27% 18% 14% 3% 9% 4% 7% 6% 0% 2% 4% 7% SPOT SALARY 1 TO 7 8 TO TO TO TO 33 Female Male This chart shows that the majority of our support staff composition is female and that we have a concentration of women in grades 1 to 7. We have a slightly higher percentage of men in grades 26 to 33. We have some staff on a spot salary whose salary is not aligned to the Fixed Point grades. This analysis provides as explanation for the current pay gap. We will continue to monitor and review our practices and take action as required to reduce the current pay gap West Highland College UHI is a company limited by guarantee (SC153921) with charitable status (SC024193)

5 West Highland College UHI is a company limited by guarantee (SC153921) with charitable status (SC024193)