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This is different from Equal Pay which refers to people receiving the same pay for the same work.) /Pg 7 0 R /K [15] >> endobj 55 0 obj << /Type /StructElem /S /P /E (Because the Mean and Median pay is used, Pay Gaps reflect the degree to which different groups are distributed across Pay Scales. ) /Pg 7 0 R /K [16] >> endobj 56 0 obj << /Type /StructElem /S /P /E (For example, at the 91ý, whereas Male and Female colleagues are fairly evenly distributed at through Academic Grades \(50% Female\); Professional Services Grades which are typically lower, see an overrepresentation of Female colleagues \(63% Female\). This means that although the Mean Gender Pay Gap for Professional Services alone is 4.9%, and for Academic staff 11.6%, the institution as a whole has a Mean Gender Pay Gap of 15.2%.) /Pg 7 0 R /K [17] >> endobj 57 0 obj << /Type /StructElem /S /H5 /T (What is a Pay Gap?) /E (What is a Pay Gap?) /Pg 7 0 R /K [19] >> endobj 58 0 obj << /Type /StructElem /S /P /E (Work being undertaken on Pay Gaps and Equality includes, but is not limited to:) /Pg 7 0 R /K [6] >> endobj 59 0 obj << /Type /StructElem /S /P /P 260 0 R /E (Continuing to support institution and department-level actions to deliver progress on Faculty, PS and Institutional People KPIs - Gender Pay Gap, Athena SWAN Awards, Race Equality Charter Status and Representation in the Professoriate. ) /Pg 7 0 R /K [7] >> endobj 60 0 obj << /Type /StructElem /S /P /P 261 0 R /E (Implementation and delivery of our Athena SWAN, Race Equality Charter and Disability Confident action plans, as well as an institutional gender equality action plan.) /Pg 7 0 R /K [8] >> endobj 61 0 obj << /Type /StructElem /S /P /P 262 0 R /E (Improving data quality and disclosure rates around Ethnicity and Disability, particularly in preparation for anticipated statutory requirements.) /Pg 7 0 R /K [9] >> endobj 62 0 obj << /Type /StructElem /S /P /P 263 0 R /E (Improving Inclusive Recruitment practice, including improved guidance to recruiting managers and more precise data and EDI monitoring of Recruitment processes, which will feed into our Pay Gaps planning.) /Pg 7 0 R /K [10] >> endobj 63 0 obj << /Type /StructElem /S /P /P 264 0 R /E (Likewise more reporting on staff turnover, in specific reference to Pay Gaps and staff characteristics will further inform strategy and underpin our understanding of trajectory of Pay Gaps and staff population.) /Pg 7 0 R /K [11] >> endobj 64 0 obj << /Type /StructElem /S /P /P 265 0 R /E (Continue our success in increasing the representation of women in the professoriate.) /Pg 7 0 R /K [12] >> endobj 65 0 obj << /Type /StructElem /S /P /P 266 0 R /E (Examine our data on progression and movement of staff through Pay Grades to identify any barriers or actions.) /Pg 7 0 R /K [13] >> endobj 66 0 obj << /Type /StructElem /S /P /P 267 0 R /E (Continuing our involvement in the development programmes that support progression for women, racially minoritised colleagues and disabled colleagues, including programmes centring intersectional identities e.g. ELEVATE.) /Pg 7 0 R /K [14] >> endobj 67 0 obj << /Type /StructElem /S /H5 /T (What are we doing about them?) /E (What are we doing about them?) /Pg 7 0 R /K [18] >> endobj 68 0 obj << /Type /StructElem /S /H2 /T (Not all Higher Education Institutions \(HEls\) include ad-hoc or claims workers in their statutory reporting figures, however, we provide data including and excluding this population to illustrate the impact it has on our pay gap and identify areas for action ) /E (Not all Higher Education Institutions \(HEls\) include ad-hoc or claims workers in their statutory reporting figures, however, we provide data including and excluding this population to illustrate the impact it has on our pay gap and identify areas for action ) /Pg 7 0 R /K [21] >> endobj 69 0 obj << /Type /StructElem /S /H1 /T (GAPS & QUARTILES) /E (GAPS & QUARTILES) /Pg 8 0 R /K [1] >> endobj 70 0 obj << /Type /StructElem /S /H4 /T (Pay Gaps are the measure of difference between average pay; Pay Quartiles group staff according to their pay, and show the distribution within each group.) /E (Pay Gaps are the measure of difference between average pay; Pay Quartiles group staff according to their pay, and show the distribution within each group.) /Pg 8 0 R /K [14] >> endobj 71 0 obj << /Type /StructElem /S /H4 /T (The Gender Pay Gap inclusive and exclusive of temporary workers was:) /E (The Gender Pay Gap inclusive and exclusive of temporary workers was:) /Pg 8 0 R /K [13] >> endobj 72 0 obj << /Type /StructElem /S /H2 /T (15.2%) /E (15.2%) /Pg 8 0 R /K [3] >> endobj 73 0 obj << /Type /StructElem /S /H3 /T (Mean Gender Pay Gap) /E (Mean Gender Pay Gap) /Pg 8 0 R /K [2] >> endobj 74 0 obj << /Type /StructElem /S /P /E (Our mean gender pay gap has decreased by 0.1% compared to March 2023.) /Pg 8 0 R /K [4] >> endobj 75 0 obj << /Type /StructElem /S /P /E (The mean pay gap is 13.9% when excluding temporary workers.) /Pg 8 0 R /K [5] >> endobj 76 0 obj << /Type /StructElem /S /H3 /T (13.9%) /E (13.9%) /Pg 8 0 R /K [51] >> endobj 77 0 obj << /Type /StructElem /S /H2 /T (18.6%) /E (18.6%) /Pg 8 0 R /K [7] >> endobj 78 0 obj << /Type /StructElem /S /H3 /T (Median Gender Pay Gap) /E (Median Gender Pay Gap) /Pg 8 0 R /K [6] >> endobj 79 0 obj << /Type /StructElem /S /P /E (Our median gender pay gap has decreased by 0.5% compared to March 2023.) /Pg 8 0 R /K [8] >> endobj 80 0 obj << /Type /StructElem /S /P /E (The median pay gap is 7.1% when excluding temporary workers.) /Pg 8 0 R /K [9] >> endobj 81 0 obj << /Type /StructElem /S /H3 /T (7.1%) /E (7.1%) /Pg 8 0 R /K [52] >> endobj 82 0 obj << /Type /StructElem /S /H2 /T (57.9%) /E (57.9%) /Pg 8 0 R /K [11] >> endobj 83 0 obj << /Type /StructElem /S /H3 /T (of our total workforce is female) /E (of our total workforce is female) /Pg 8 0 R /K [10] >> endobj 84 0 obj << /Type /StructElem /S /P /E (This has decreased by 0.3% compared to March 2023) /Pg 8 0 R /K [12] >> endobj 85 0 obj << /Type /StructElem /S /H5 /T (Lower Quartile % Female) /E (Lower Quartile % Female) /Pg 8 0 R /K [39] >> endobj 86 0 obj << /Type /StructElem /S /Figure /P 42 0 R /Pg 8 0 R /K [57] >> endobj 87 0 obj << /Type /StructElem /S /H5 /T (Lower Middle Quartile % Female) /E (Lower Middle Quartile % Female) /Pg 8 0 R /K [40] >> endobj 88 0 obj << /Type /StructElem /S /Figure /P 42 0 R /Pg 8 0 R /K [58] >> endobj 89 0 obj << /Type /StructElem /S /H5 /T (Upper Middle Quartile % Female) /E (Upper Middle Quartile % Female) /Pg 8 0 R /K [41] >> endobj 90 0 obj << /Type /StructElem /S /Figure /P 42 0 R /Pg 8 0 R /K [59] >> endobj 91 0 obj << /Type /StructElem /S /H5 /T (Upper Quartile % Female) /E (Upper Quartile % Female) /Pg 8 0 R /K [42] >> endobj 92 0 obj << /Type /StructElem /S /Figure /P 42 0 R /Pg 8 0 R /K [60] >> endobj 93 0 obj << /Type /StructElem /S /H4 /T (The Ethnicity Pay Gap inclusive and exclusive of temporary workers was:) /E (The Ethnicity Pay Gap inclusive and exclusive of temporary workers was:) /Pg 8 0 R /K [26] >> endobj 94 0 obj << /Type /StructElem /S /H2 /T ( 5.0%) /E ( 5.0%) /Pg 8 0 R /K [16] >> endobj 95 0 obj << /Type /StructElem /S /H3 /T (Mean Ethnicity Pay Gap) /E (Mean Ethnicity Pay Gap) /Pg 8 0 R /K [15] >> endobj 96 0 obj << /Type /StructElem /S /P /E (Our mean ethnicity pay gap has decreased by 0.9% compared to March 2023.) /Pg 8 0 R /K [17] >> endobj 97 0 obj << /Type /StructElem /S /P /E (The mean pay gap is 0.4% when excluding temporary workers.) /Pg 8 0 R /K [18] >> endobj 98 0 obj << /Type /StructElem /S /H3 /T (0.4%) /E (0.4%) /Pg 8 0 R /K [53] >> endobj 99 0 obj << /Type /StructElem /S /H3 /T (-3.0%) /E (-3.0%) /Pg 8 0 R /K [20] >> endobj 100 0 obj << /Type /StructElem /S /H4 /T (Median Ethnicity Pay Gap) /E (Median Ethnicity Pay Gap) /Pg 8 0 R /K [19] >> endobj 101 0 obj << /Type /StructElem /S /P /E (Our median ethnicity pay gap has decreased by 1.8% compared to March 2023.) /Pg 8 0 R /K [21] >> endobj 102 0 obj << /Type /StructElem /S /P /E (The median pay gap is -3.4% when excluding temporary workers.) /Pg 8 0 R /K [22] >> endobj 103 0 obj << /Type /StructElem /S /H3 /T (-3.4%) /E (-3.4%) /Pg 8 0 R /K [54] >> endobj 104 0 obj << /Type /StructElem /S /H3 /T (13.7%) /E (13.7%) /Pg 8 0 R /K [24] >> endobj 105 0 obj << /Type /StructElem /S /H4 /T (of our total workforce is Black, Asian or Minority Ethnic) /E (of our total workforce is Black, Asian or Minority Ethnic) /Pg 8 0 R /K [23] >> endobj 106 0 obj << /Type /StructElem /S /P /E (This has increased by 1.0% compared to March 2023) /Pg 8 0 R /K [25] >> endobj 107 0 obj << /Type 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was:) /Pg 8 0 R /K [38] >> endobj 116 0 obj << /Type /StructElem /S /H2 /T (10.9%) /E (10.9%) /Pg 8 0 R /K [28] >> endobj 117 0 obj << /Type /StructElem /S /H3 /T (Mean Disability Pay Gap) /E (Mean Disability Pay Gap) /Pg 8 0 R /K [27] >> endobj 118 0 obj << /Type /StructElem /S /P /E (Our mean disability pay gap has increased by 0.6% compared to March 2023.) /Pg 8 0 R /K [29] >> endobj 119 0 obj << /Type /StructElem /S /P /E (The mean pay gap is 10.2% when excluding temporary workers.) /Pg 8 0 R /K [30] >> endobj 120 0 obj << /Type /StructElem /S /H3 /T (10.2%) /E (10.2%) /Pg 8 0 R /K [55] >> endobj 121 0 obj << /Type /StructElem /S /H2 /T (18.6%) /E (18.6%) /Pg 8 0 R /K [32] >> endobj 122 0 obj << /Type /StructElem /S /H3 /T (Median Disability Pay Gap) /E (Median Disability Pay Gap) /Pg 8 0 R /K [31] >> endobj 123 0 obj << /Type /StructElem /S /P /E (Our median disability pay gap has increased by 2.8% compared to March 2023.) /Pg 8 0 R /K [33] >> endobj 124 0 obj << /Type /StructElem 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[9] >> endobj 153 0 obj << /Type /StructElem /S /H4 /T (The Median Disability Pay Gap at the University is also an outlier, and is 7.7% higher than the Mean Disability Pay Gap.) /E (The Median Disability Pay Gap at the University is also an outlier, and is 7.7% higher than the Mean Disability Pay Gap.) /Pg 9 0 R /K [14] >> endobj 154 0 obj << /Type /StructElem /S /H4 /T (When considering Pay Quartiles this can be explained by the low number of colleagues declaring a disability in the highest \(upper\) Pay Quartile.) /E (When considering Pay Quartiles this can be explained by the low number of colleagues declaring a disability in the highest \(upper\) Pay Quartile.) /Pg 9 0 R /K [15] >> endobj 155 0 obj << /Type /StructElem /S /H4 /T 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<4120636C6F7365206578616D696E6174696F6E206F662074686520557070657220506179205175617274696C652073686F777320746861742069742068617320746865206869676865737420636F6E63656E74726174696F6E206F662073746166662077686F2068617665206E6F74206465636C617265642077686574686572207468657920646F2C206F7220646F206E6F742C206861766520616E79206469736162696C6974696573202831372E3925292C20616E6420616C6D6F73742068616C66202834362E392529206F6620616C6C2073746166662077686F20686176656E90742070726F7669646564207468656972206469736162696C69747920696E666F726D6174696F6E2061726520696E2074686973205175617274696C652E20546865792077696C6C206E6F7420636F6E7472696275746520746F2074686520506179204761702063616C63756C6174696F6E2E> /Pg 9 0 R /K [16] >> endobj 156 0 obj << /Type /StructElem /S /H4 /T (The University will work to identify any barriers to staff declaring their disabilities and seek to improve the disclosure rate, particularly amongst senior staff. This will improve the accuracy of the Median Disability Pay Gap.) /E (The University will work to identify any barriers to staff declaring their disabilities and seek to improve the disclosure rate, particularly amongst senior staff. This will improve the accuracy of the Median Disability Pay Gap.) /Pg 9 0 R /K [17] >> endobj 157 0 obj << /Type /StructElem /S /Figure /P 43 0 R /Pg 9 0 R /K [34] >> endobj 158 0 obj << /Type /StructElem /S /H6 /T (% of staff in Upper Quartile where disability is unknown.) /E (% of staff in Upper Quartile where disability is unknown.) /Pg 9 0 R /K [18] >> endobj 159 0 obj << /Type /StructElem /S /Figure /P 43 0 R /Pg 9 0 R /K [35] >> endobj 160 0 obj << /Type /StructElem /S /H6 /T (% of staff who have provided no disability information who are in the Upper Quartile.) /E (% of staff who have provided no disability information who are in the Upper Quartile.) /Pg 9 0 R /K [19] >> endobj 161 0 obj << /Type /StructElem /S /H4 /T <54686520556E69766572736974799073204574686E696369747920506179204761702068617320686973746F726963616C6C79206265656E206C6F776572207468616E207468652047656E64657220616E64204469736162696C6974792050617920476170732E205468697320697320696E20706172742064756520746F20746865206D616A6F72697479202837392E372529206F662042414D4520636F6C6C656167756573206265696E6720696E2061636164656D696320726F6C65732061742047726164652045206F72206869676865722E> /E <54686520556E69766572736974799073204574686E696369747920506179204761702068617320686973746F726963616C6C79206265656E206C6F776572207468616E207468652047656E64657220616E64204469736162696C6974792050617920476170732E205468697320697320696E20706172742064756520746F20746865206D616A6F72697479202837392E372529206F662042414D4520636F6C6C656167756573206265696E6720696E2061636164656D696320726F6C65732061742047726164652045206F72206869676865722E> /Pg 9 0 R /K [20] >> endobj 162 0 obj << /Type /StructElem /S /H4 /T (There are similar challenges to Disability around the coverage of data, with several Grades seeing more colleagues who have not shared their Ethnicity with the institution than those who have, particularly in Professorial and Clinical Grades.) /E (There are similar challenges to Disability around the coverage of data, with several Grades seeing more colleagues who have not shared their Ethnicity with the institution than those who have, particularly in Professorial and Clinical Grades.) /Pg 9 0 R /K [21] >> endobj 163 0 obj << /Type /StructElem /S /H4 /T (As with declaring disabilities, we are also working to encourage staff to share their ethnicity information with the University so we have a more accurate picture of our staff profile with which to inform strategy and EDI activities. This will also allow us to calculate a more accurate Pay Gap, and will contribute to our Pay Gap becoming more stable as it draws upon data for a larger number of colleagues, and facilitate breakdowns by different ethnicities.) /E (As with declaring disabilities, we are also working to encourage staff to share their ethnicity information with the University so we have a more accurate picture of our staff profile with which to inform strategy and EDI activities. This will also allow us to calculate a more accurate Pay Gap, and will contribute to our Pay Gap becoming more stable as it draws upon data for a larger number of colleagues, and facilitate breakdowns by different ethnicities.) /Pg 9 0 R /K [22] >> endobj 164 0 obj << /Type /StructElem /S /Figure /P 43 0 R /Pg 9 0 R /K [36] >> endobj 165 0 obj << /Type /StructElem /S /P /E (5.9%) /Pg 9 0 R /K [31] >> endobj 166 0 obj << /Type /StructElem /S /P /E (BAME) /Pg 9 0 R /K [25] >> endobj 167 0 obj << /Type /StructElem /S /P /E (Unknown) /Pg 9 0 R /K [26] >> endobj 168 0 obj << /Type /StructElem /S /P /E (17.1%) /Pg 9 0 R /K [32] >> endobj 169 0 obj << /Type /StructElem /S /P /E (Clinical Grades) /Pg 9 0 R /K [23] >> endobj 170 0 obj << /Type /StructElem /S /Figure /P 43 0 R /Pg 9 0 R /K [37] >> endobj 171 0 obj << /Type /StructElem /S /P /E (8.6%) /Pg 9 0 R /K [29] >> endobj 172 0 obj << /Type /StructElem /S /P /E (BAME) /Pg 9 0 R /K [27] >> endobj 173 0 obj << /Type /StructElem /S /P /E (Unknown) /Pg 9 0 R /K [28] >> endobj 174 0 obj << /Type /StructElem /S /P /E (10.5%) /Pg 9 0 R /K [30] >> endobj 175 0 obj << /Type /StructElem /S /P /E (Prof Bands 2 & 3) /Pg 9 0 R /K [24] >> endobj 176 0 obj << /Type /StructElem /S /H1 /T (GAPS BY ROLE TYPE) /E (GAPS BY ROLE TYPE) /Pg 10 0 R /K [4] >> endobj 177 0 obj << /Type /StructElem /S /H3 /T (When calculated for job families, we can observe different Gaps in different areas of the organisation.) /E (When calculated for job families, we can observe different Gaps in different areas of the organisation.) /Pg 10 0 R /K [5] >> endobj 178 0 obj << /Type /StructElem /S /H3 /T (Job Family refers to a grouping of roles within the University. These are determined in line with with statutory returns Higher Education providers make to the Higher Education Statistics Agency \(HESA\). Academic roles include teaching and research positions, and Professional Services refers to non-teaching and research roles.) /E (Job Family refers to a grouping of roles within the University. These are determined in line with with statutory returns Higher Education providers make to the Higher Education Statistics Agency \(HESA\). Academic roles include teaching and research positions, and Professional Services refers to non-teaching and research roles.) /Pg 10 0 R /K [0] >> endobj 179 0 obj << /Type /StructElem /S /H3 /T (As Pay Gaps are calculated from the average pay within a group, they change depending on who is included in the calculations. This is why we observe different Pay Gaps when we examine pay within faculties or job families from when we look at it institution-wide. ) /E (As Pay Gaps are calculated from the average pay within a group, they change depending on who is included in the calculations. This is why we observe different Pay Gaps when we examine pay within faculties or job families from when we look at it institution-wide. ) /Pg 10 0 R /K [1] >> endobj 180 0 obj << /Type /StructElem /S /H3 /T (For example, calculating the institutional Pay Gap takes data from between around 7,700 and 10,000 colleagues \(depending on how many temporary staff are included\). Calculating it for Professional Services uses data for around 3,000 colleagues and Faculties are sized between 900 and 1,600 colleagues. The average Pay in each can therefore be very different.) /E (For example, calculating the institutional Pay Gap takes data from between around 7,700 and 10,000 colleagues \(depending on how many temporary staff are included\). Calculating it for Professional Services uses data for around 3,000 colleagues and Faculties are sized between 900 and 1,600 colleagues. The average Pay in each can therefore be very different.) /Pg 10 0 R /K [2] >> endobj 181 0 obj << /Type /StructElem /S /H2 /T (For Academic roles) /E (For Academic roles) /Pg 10 0 R /K [25] >> endobj 182 0 obj << /Type /StructElem /S /H3 /T (The Gender Pay Gap was:) /E (The Gender Pay Gap was:) /Pg 10 0 R /K [18] >> endobj 183 0 obj << /Type /StructElem /S /H2 /T (Mean: 11.6%,) /E (Mean: 11.6%,) /Pg 10 0 R /K [16] >> endobj 184 0 obj << /Type /StructElem /S /H2 /T (Median: 8.1%) /E (Median: 8.1%) /Pg 10 0 R /K [17] >> endobj 185 0 obj << /Type /StructElem /S /H3 /T (When excluding temporary workers, the mean is 10.2%, and the median 7.8%.) /E (When excluding temporary workers, the mean is 10.2%, and the median 7.8%.) /Pg 10 0 R /K [29] >> endobj 186 0 obj << /Type /StructElem /S /H3 /T (The Ethnicity Pay Gap was:) /E (The Ethnicity Pay Gap was:) /Pg 10 0 R /K [21] >> endobj 187 0 obj << /Type /StructElem /S /H2 /T (Mean: 13.8%) /E (Mean: 13.8%) /Pg 10 0 R /K [19] >> endobj 188 0 obj << /Type /StructElem /S /H2 /T (Median: 13.7%) /E (Median: 13.7%) /Pg 10 0 R /K [20] >> endobj 189 0 obj << /Type /StructElem /S /H3 /T (When excluding temporary workers, the mean is 14.2%, and the median 15.7%.) /E (When excluding temporary workers, the mean is 14.2%, and the median 15.7%.) /Pg 10 0 R /K [30] >> endobj 190 0 obj << /Type /StructElem /S /H3 /T (The Disability Pay Gap was:) /E (The Disability Pay Gap was:) /Pg 10 0 R /K [24] >> endobj 191 0 obj << /Type /StructElem /S /H2 /T (Mean: 8.5%) /E (Mean: 8.5%) /Pg 10 0 R /K [22] >> endobj 192 0 obj << /Type /StructElem /S /H2 /T (Median: 8.5%) /E (Median: 8.5%) /Pg 10 0 R /K [23] >> endobj 193 0 obj << /Type /StructElem /S /H3 /T (When excluding temporary workers, the mean is 8.1%, and the median 10.8%.) /E (When excluding temporary workers, the mean is 8.1%, and the median 10.8%.) /Pg 10 0 R /K [31] >> endobj 194 0 obj << /Type /StructElem /S /H2 /T (For roles in Professional Services) /E (For roles in Professional Services) /Pg 10 0 R /K [15] >> endobj 195 0 obj << /Type /StructElem /S /H3 /T (The Gender Pay Gap was:) /E (The Gender Pay Gap was:) /Pg 10 0 R /K [8] >> endobj 196 0 obj << /Type /StructElem /S /H2 /T (Mean: 4.9%) /E (Mean: 4.9%) /Pg 10 0 R /K [6] >> endobj 197 0 obj << /Type /StructElem /S /H2 /T (Median: 2.0%) /E (Median: 2.0%) /Pg 10 0 R /K [7] >> endobj 198 0 obj << /Type /StructElem /S /H3 /T (When excluding teporary workers, the mean is 4.8%, and the median 2.0%.) /E (When excluding teporary workers, the mean is 4.8%, and the median 2.0%.) /Pg 10 0 R /K [32] >> endobj 199 0 obj << /Type /StructElem /S /H3 /T (The Ethnicity Pay Gap was:) /E (The Ethnicity Pay Gap was:) /Pg 10 0 R /K [11] >> endobj 200 0 obj << /Type /StructElem /S /H2 /T (Mean: 5.9%) /E (Mean: 5.9%) /Pg 10 0 R /K [9] >> endobj 201 0 obj << /Type /StructElem /S /H2 /T (Median: 11.0%) /E (Median: 11.0%) /Pg 10 0 R /K [10] >> endobj 202 0 obj << /Type /StructElem /S /H3 /T (When excluding temporary workers, the mean is 6.1%, and the median 11.0%.) /E (When excluding temporary workers, the mean is 6.1%, and the median 11.0%.) /Pg 10 0 R /K [33] >> endobj 203 0 obj << /Type /StructElem /S /H3 /T (The Disability Pay Gap was:) /E (The Disability Pay Gap was:) /Pg 10 0 R /K [14] >> endobj 204 0 obj << /Type /StructElem /S /H2 /T (Mean: 4.4%) /E (Mean: 4.4%) /Pg 10 0 R /K [12] >> endobj 205 0 obj << /Type /StructElem /S /H2 /T (Median: 2.2%) /E (Median: 2.2%) /Pg 10 0 R /K [13] >> endobj 206 0 obj << /Type /StructElem /S /H3 /T (When excluding temporary workers, the mean is 4.4%, and the median 2.2%.) /E (When excluding temporary workers, the mean is 4.4%, and the median 2.2%.) /Pg 10 0 R /K [34] >> endobj 207 0 obj << /Type /StructElem /S /H4 /T (For more information on Action Plans, Governance Structures, and the work being undertaken on pay Gaps, please visit:) /E (For more information on Action Plans, Governance Structures, and the work being undertaken on pay Gaps, please visit:) /Pg 10 0 R /K [26] >> 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