We are committed to closing the gender pay gap and we continue to build a more diverse and representative organisation, where everyone feels they belong.
The principle of equality supports the Cambridge mission: we gain different perspectives, which helps us in turn make better decisions. It helps us to improve our impact by attracting and retaining the best talent, better reflecting our customers and the societies we serve.
Having a fair, transparent and equal pay system for everyone who works here is not a ‘nice to have’ or an add-on – it underpins our values and ultimately supports us in achieving our mission.
Gender pay report 2022
In 2021–2022, the median gender pay gap between male and female colleagues at Cambridge University Press & Assessment in the UK was 8.26 percent. This means that, as of 31 March 2022, the median hourly rate for male colleagues was 8.26 percent higher than for female colleagues, which is 1.36 percent lower than the figure for 2021, had we reported as an integrated organisation.
Please note that for reporting purposes, ‘male/men’ and ‘female/women’ reflects the UK tax office (HMRC) identification of our people. Our gender pay gap data is reported formally within the University of Cambridge gender pay gap report.
Tackling the pay gap: our priorities
We remain ambitious in creating real change for the future. Whilst it is encouraging to have seen improvements in our gender pay gap, we know there is more we need to do to improve the representation of women and men at all levels of our organisation.
- Diverse recruitment: we will focus on diverse recruitment and provide inclusive training for hiring managers to ensure that diversity is considered throughout the recruitment process. We will also use national and international job boards to attract diverse applicants. We will measure applicant diversity at all stages of recruitment, to help us benchmark progress and understand if we have increased the number of women in our upper middle and upper-level roles, and the number of men in our lower and lower middle-level roles.
- Flexible working: we continue to be committed to offering flexible working from day one in any colleague’s contract of employment. We will continue to make this clear in our recruitment adverts, with all vacancies advertised as open to flexible and hybrid working. This will be monitored to benchmark progress.
- Global reporting: for the first time this year, we have also analysed gender pay gap data for our offices in the US, the Philippines and India. We will use this data in the year ahead to build robust action plans to tackle any inequality in pay for those regions. We will expand our gender pay gap reporting in our regional offices, and we will work closely with colleagues in those countries to explore when and how we can report in their country to have the greatest impact.
- Pay transparency: the work to ‘level’ all job roles across the organisation will continue in the year ahead and all roles will be advertised with their pay range, both internally and externally, to help encourage openness and fairness for all. Banding and levelling information will also be published in the year ahead for our larger global offices.
Our commitment to diversity and inclusivity
We want to build a better gender balance across all job levels - ultimately, closing the gender pay gap will be the result of an integrated programme which embraces all areas of our global business. We are committed to a fair, equal and transparent culture where everyone can pursue their potential and where the diversity of our workforce contributes to our success.
We are proud signatories to the United Nations (UN) Global Compact and seek to align our work in support of the UN Sustainable Development Goals (SDGs). Our work to close the gender pay gap helps us to meet our responsibilities in the areas of human rights. It also supports the delivery of SDG 5, gender equality. Gender equality is not only a fundamental human right, but an essential factor in building a sustainable world.
Cambridge University Press & Assessment was formed on 1 August 2021, bringing together two organisations: Cambridge University Press and Cambridge Assessment.
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