Gender Pay Gap Report

Organisations are required to select a snapshot date in the month of June. The snapshot date selected by MIC is 30 June. The annual MIC gender pay gap report is based on the staff employed by MIC on 30 June of that year, using data from the previous 12 months.

The gender pay gap measures the difference in hourly pay between all women in an organisation and all men in an organisation. This difference must be reported as a mean percentage and as a median percentage for all employees, for part time employees only and for temporary employees only. The gender pay gap is not a measurement or indicator of equal pay.

Organisations are also required to report on the mean and median difference in bonus pay of male and female employees, the percentage of male and female employees who received a bonus payment, the percentage of male and female employees who received benefit in kind and the proportion of male and female employees within quartile pay bands.

The Gender Pay Data Explained

The gender pay gap measures the difference in hourly pay between all women in an organisation and all men in an organisation. This difference must be reported as a mean percentage and as a median percentage for all staff, for temporary staff only and for part time staff only.

The mean, or average, hourly rate of pay for all male employees for the reporting period was 11.62% higher than the mean hourly pay rate for all female employees.

The mean hourly rate of pay for part time male employees was 64.95% lower than the mean hourly rate of pay for part time female employees.

The mean hourly rate of pay for temporary male employees was 24.49% lower than the mean hourly rate of pay for temporary female employees.

The median pay gap is the difference between the median hourly pay of women and the median hourly pay of men. The median hourly pay is identified by ranking all female employees and all male employees from the highest paid to the lowest paid and selecting the hourly pay of the male at the midpoint of the male ranking and the female at the midpoint of the female ranking.

The median hourly rate of pay for all male employees was 23.6% higher than the median hourly rate of pay for all female employees.

The median hourly rate of pay for part time male employees was 49.3% lower than the mean hourly rate of pay for part time female employees.

The median hourly rate of pay for temporary male employees was 14.7% lower than the median hourly rate of pay for temporary female employees.

Bonus payments are not made to staff in MIC and this is reflected in the data.

Benefit in kind payments were not made to staff in MIC in 2024 and this is reflected in the data.

The pay quartiles are calculated by ranking all employees by hourly rate of pay from lowest to highest and then splitting the employees into four even groups. Looking at the proportion of men and women in each quartile gives an indication of the gender representation at different levels of the organisation.

Why Does MIC Have A Gender Pay Gap?

At 30 June 2024, 70% of MIC employees were female and 30% were male.

The gender pay gap is driven by the much larger number of female employees than male employees in lower paid professional services grades and entry level academic grades. The quartile remuneration data is helpful in illustrating this. 69% of employees in the lower quartile, 85% of employees in the lower middle quartile and 65% of employees in the upper middle quartiles are female.

The gender pay gap is also impacted by the greater number of male employees than female employees at the highest grades, though this latter group represents quite a small number of employees.

How the Gender Pay Gap is Being Addressed

The 2024 gender pay gap data shows some welcome improvements from the gender pay gap at MIC from 2023.  While the overall gender pay gap has increased slightly from 11.09% to 11.62%, the proportion of females in the upper remuneration quartile band has increased from 54% to 60%. 

MIC is a member of the Athena Swan charter which is an internationally recognised quality framework and accreditation scheme that promotes gender equality in higher education.  The College is the holder of an Athena Swan Bronze Institution award and its Arts Faculty is the holder of an Athena Swan Bronze Departmental award in recognition of its commitment to advancing equality and opportunity for all in higher education.

As part of its Athena Swan commitment, the College has adopted and is implementing a gender action plan and a gender equality plan.  This plan includes a range of actions intended to support the career progression of female colleagues to senior roles.  The underrepresentation of males across a range of grades and disciplines is also recognised and the College has partnered with a number of other Higher Education Institutions to identify the causes of male underrepresentation and devise strategies to address these.

As a specific measure, the commencement of an academic promotions scheme in 2022 affords academic staff opportunities for progression, including grade and salary progression.  The majority of the promotions to date have been secured by female staff and this has and is expected to continue to impact positively on the gender pay gap.

The Gender Pay Data Explained

The gender pay gap measures the difference in hourly pay between all women in an organisation and all men in an organisation. This difference must be reported as a mean percentage and as a median percentage for all staff, for temporary staff only and for part time staff only.

The mean, or average, hourly rate of pay for all male employees for the reporting period was 11.09% higher than the mean hourly pay rate for all female employees.

The mean hourly rate of pay for part time male employees was 79.31% lower than the mean hourly rate of pay for part time female employees.

The mean hourly rate of pay for temporary male employees was 17.82% lower than the mean hourly rate of pay for temporary female employees.

The median pay gap is the difference between the median hourly pay of women and the median hourly pay of men. The median hourly pay is identified by ranking all female employees and all male employees from the highest paid to the lowest paid and selecting the hourly pay of the male at the midpoint of the male ranking and the female at the midpoint of the female ranking.

The median hourly rate of pay for all male employees was 25.81% higher than the median hourly rate of pay for all female employees.

The median hourly rate of pay for part time male employees was 68.14% lower than the mean hourly rate of pay for part time female employees.

The median hourly rate of pay for temporary male employees was 16.05% lower than the median hourly rate of pay for temporary female employees.

Bonus payments are not made to staff in MIC and this is reflected in the data.

Benefit in kind payments at MIC are, typically, payments of professional registration or membership fees, i.e. the cost of membership of a professional body by the College on behalf of an employee. 4% of all male employees and 2% of all female employees of MIC received benefit in kind in the reporting period.

The pay quartiles are calculated by ranking all employees by hourly rate of pay from lowest to highest and then splitting the employees into four even groups. Looking at the proportion of men and women in each quartile gives an indication of the gender representation at different levels of the organisation.

Why does MIC have a Gender Pay Gap?

At 30th June 2023, 70% of MIC employees were female and 30% were male.

The gender pay gap is driven by the much larger number of female employees than male employees in lower paid professional services grades and entry level academic grades. The quartile remuneration data is helpful in illustrating this. 69% of employees in the lower quartile, 88% of employees in the lower middle quartile and 72% of employees in the upper middle quartiles are female.

The gender pay gap is also impacted by the greater number of male employees than female employees at the highest grades, though this latter group represents quite a small number of employees.

How the Gender Pay Gap is being addressed

The 2023 gender pay gap data shows a welcome improvement in the gender pay gap at MIC from 2022. Of note, the overall gender pay gap has reduced from 14.36% to 11.09%. This change is reflective of the ongoing commitment of MIC to advancing gender equality.

MIC is a member of the Athena Swan charter which is an internationally recognised quality framework and accreditation scheme that promotes gender equality in higher education. The College is the holder of an Athena Swan Bronze Institution award and its Arts Faculty is the holder of an Athena Swan Bronze Departmental award in recognition of its commitment to advancing equality and opportunity for all in higher education.

As part of its Athena Swan commitment, the College has adopted and is implementing a gender action plan. This plan includes a range of actions intended to support the career progression of female colleagues to senior roles. The underrepresentation of males across a range of grades and disciplines is also recognised and the College has partnered with a number of other Higher Education Institutions to identify the causes of male underrepresentation and devise strategies to address these.

As a specific measure, the commencement of an academic promotions scheme in 2022 affords academic staff opportunities for progression, including grade and salary progression. The majority of the promotions to date have been secured by female staff and this has and is expected to continue to impact positively on the gender pay gap. It should be noted that the outcome of the most recent promotions round, to one of the highest grades available to academic staff, is not reflected in the data as the process was concluded after the snapshot date of 30th June.

The MIC Gender Action Plan can be found here.

The Gender Pay Data Explained

The gender pay gap measures the difference in hourly pay between all women in an organisation and all men in an organisation. This difference must be reported as a mean percentage and as a median percentage for all staff, for temporary staff only and for part time staff only.

The mean, or average, hourly rate of pay for all male employees for the reporting period was 14.36% higher than the mean hourly pay rate for all female employees.

The mean hourly rate of pay for part time male employees was 93.72% lower than the mean hourly rate of pay for part time female employees.

The mean hourly rate of pay for temporary male employees was 16.22% lower than the mean hourly rate of pay for temporary female employees.

The median pay gap is the difference between the median hourly pay of women and the median hourly pay of men. The median hourly pay is identified by ranking all female employees and all male employees from the highest paid to the lowest paid and selecting the hourly pay of the male at the midpoint of the male ranking and the female at the midpoint of the female ranking.

The median hourly rate of pay for all male employees was 28.43% higher than the median hourly rate of pay for all female employees.

The median hourly rate of pay for part time male employees was 78.22% lower than the median hourly rate of pay for part time female employees.

The median hourly rate of pay for temporary male employees was 30.72% lower than the median hourly rate of pay for temporary female employees.

Bonus payments are not made to staff in MIC and this is reflected in the data.

Benefit in kind payments at MIC are, typically, payments of professional registration or membership fees, i.e. the cost of membership of a professional body by the College on behalf of an employee. 7% of all male employees and 7% of all female employees of MIC received benefit in kind in the reporting period.

The pay quartiles are calculated by ranking all employees by hourly rate of pay from lowest to highest and then splitting the employees into four even groups. Looking at the proportion of men and women in each quartile gives and indication of the gender representation at different levels of the organisation.

Why does MIC have a Gender Pay Gap?

At 30 June 2022, 71% of MIC employees were female and 29% were male.

The gender pay gap is driven by the much larger number of female employees than male employees in lower paid professional services grades and entry level academic grades. The quartile remuneration data is helpful in illustrating this. 73% of employees in the lower quartile, 86% of employees in the lower middle quartile and 71% of employees in the upper middle quartiles are female. 

The gender pay gap is also impacted by the greater number of male employees than female employees at the highest grades, though this latter group represents quite a small number of employees.

How the Gender Pay Gap is being addressed

MIC has committed to advancing gender equality and is a member of the Athena Swan charter which is an internationally recognised quality framework and accreditation scheme that promotes gender equality in higher education. The College is the holder of an Athena Swan Bronze Institution award and its Arts Faculty is the holder of an Athena Swan Bronze Departmental award in recognition of its commitment to advancing equality and opportunity for all in higher education.

As part of its Athena Swan commitment, the College has adopted and is implementing a gender action plan. This plan includes a range of actions intended to support the career progression of female colleagues to senior roles. The underrepresentation of males across a range of grades and disciplines is also recognised and the College has partnered with a number of other Higher Education Institutions to identify the causes of male underrepresentation and devise strategies to address these.

The MIC Gender Action Plan can be found here.