Ethnicity Pay Gap

The Ethnicity pay gap is a measure of the difference between the average hourly earnings of Black, Asian and minority ethnic staff and white staff.

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Goldsmiths recognises and is committed to challenging the structural barriers experienced by people of colour. To enable us to create equity within the College we are voluntarily reporting our ethnicity pay gap and will take steps to address it.

Unlike gender pay gap reporting, ethnicity pay gap reporting is not required by law but there are growing calls to make it a statutory requirement. This includes a report from the House of Commons Women and Equalities Committee, which said such reporting should become mandatory and that publishing this data was a “first step” in addressing such disparities. 

Data as of 31 March 2021

Pay profile by quartile

Staff are ordered from highest to lowest based on the hourly pay rate used for the pay gap calculations. This data is then divided equally into four to create the pay quartiles.

QuartileAsianBlackMixed ethnic backgroundOther ethnic backgroundWhite
1 (highest) 7.5% 4.3% 4.3% 1.4% 82.5%
2 5.8% 6.5% 7.1% 6.7% 73.9%
3 7.3% 8.2% 7.1% 6.0% 71.3%
4 (lowest) 7.3% 28.5% 6.0% 7.1% 51.1%
Total 7.0% 11.9% 6.1% 5.3% 69.6%

The ethnicity pay gap

We calculate our ethnicity pay gap using the same methodology set out in the Government regulations for calculating our gender pay gap.

  • Mean ethnicity pay gap was 15.2%. This means the average hourly salary of Black, Asian and minority ethnic members of staff was 15.2% lower than the average for white members of staff
  • Median ethnicity pay gap was 16.4%. This means the average hourly salary in the middle of our Black, Asian and minority ethnic staff population was 16.4% lower than the equivalent white staff salary

The ethnicity pay gap for each group in comparison to white staff is below:

EthnicityMeanMedian
Asian 3.1% 5.8%
Black 26.6% 32.3%
Mixed ethnic background 7.2% 3.7%
Other ethnic background 14.7% 13.6%

The cause of our Ethnicity pay gap

The proportion of Black, Asian and minority ethnic staff is lowest in the top 25 per cent of the upper quartile and highest in the bottom 25 per cent of the lower quartile. This is the cause of our ethnicity pay gap.

The disproportionate amount of Black staff in Q4 can largely be attributed to the insourcing of cleaning (majority on Grade 1) and security staff (majority on Grade 2). The insourcing re-drew the quartile boundaries for the entire College, and most cleaning and security staff are people of colour.

Removing cleaning and security staff from this data illustrates the impact of these roles on the gap. The overall EPG reduces from 15.2% mean to 6.2% and from 16.4% median to 7.3%. This does not answer the broader question about the EPG at Goldsmiths, but it is important to highlight how these roles affect the results.

What are we doing to create sustainable equitable change

The Race Justice Strategic Framework (RJSF) currently being developed by the Race Justice Strategy board, and led by the Race Justice Project Officer, sets out the college’s approach to addressing the systemic barriers that impact on staff of colour. This will be underpinned by a comprehensive action plan with clear targets led by departments across Goldsmiths. Underpinning this, the roll out of Anti-Racism training will commence once a supplier has been identified (by Summer 2021).

The information below sets the steps that are currently being taken to address the Ethnicity Pay Gap at Goldsmiths:

Recruitment and selection review

A new recruitment and selection procedure was introduced in Autumn 2021 along with additional guidance on equitable interviewing and positive action. All Chairs of recruitment panels are required to undertake training in recruitment and selection, this has a strong emphasis on anti-racist practice and positive action.

As part of the Race Justice Strategic Framework and REC we will set specific measures and targets for recruiting and promoting staff to senior roles within Goldsmiths, in order to address the under-representation of staff of colour in these roles. All managers involved in recruitment as part of the Goldsmiths Recovery Programme are required to undertake this training along with Implicit Bias training, in order to prevent discrimination and promote equality throughout this process.

Career progression for Goldsmiths staff

In 2021 the College launched ‘Leading Together’ – a leadership development programme aiming to address the barriers faced by staff of colour in progressing into senior management roles. The evaluation revealed that more work needs to be done with leaders and managers to ensure they are pro-actively supporting staff of colour. The programme has been evaluated based on participant feedback and consultation with staff. The evaluation will be shared with Goldsmiths Race Equality Group and other key stakeholders to inform a future career progression programme (linked to the Race Justice Strategic Framework) this summer.

A targeted career development programme will also be developed to support staff in quartile 4, in particular, Cleaning and Estates staff.

In Autumn 2021 the Academic Promotions procedures were amended to include greater acknowledgement of the work undertaken by staff in relation to EDI, with the aim of ensuring the work undertaken (often by staff of colour and other minoritised groups) in relation to EDI is better recognised as part of career progression.

Guidance for line managers on conducting PDR in an inclusive way has been published on Goldmine and integrated into staff training. The guidance aims to encourage line managers to pro-actively support the career progression of staff of colour and other staff who face barriers to career progression. The PDR process will also be reviewed to ensure it is delivered in a way that pro-actively supports the career progression of staff of colour at Goldsmiths.