Solving business problems with people analytics: University of Warwick

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my name is moana parikh
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and i'm the reward manager at the
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university of warwick
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the warwick community is made up of 26
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000 students and over 7 000 members of
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staff
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we in the reward team spend a great deal
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of our time
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analyzing the workforce data for many
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different purposes
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but by far one of the most important
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ones that we provide data for is the
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annual gender pay gap report which is a
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government requirement
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we also work with many different
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departments around the university
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to then see how that data can inform
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actions that need to be introduced in
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order
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to close the pay gaps
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[Music]
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we found that the differences between
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the pay of
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men and women at the same grade is
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small and in many cases insignificant
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so if it's not equal pay that is the
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issue
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what is the cause of our gender pay gap
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and when we examined our data
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in more detail it became clear quite
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quickly
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that the cause of warwick's pay gap can
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most certainly
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be attributed to the profile of our
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workforce
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we found that females staff of bame
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ethnicity
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and staff who have declared a disability
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tend to dominate the lower grades
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and have a lower representation in the
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senior grades
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if we want to address the gender pay gap
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and make a real change we need to
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address
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the uneven distribution of staff by
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gender
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across different grades and this also
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applied
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to ethnicity and disability
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so how are we driving change
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to progressively remove barriers
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particularly for those groups
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that are underrepresented at senior
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levels
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we've introduced and piloted leadership
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and development programs
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in departments focused at these
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particular groups
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and the evidence has shown these
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programs to be very successful
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leading to female staff being seconded
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and
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promoted into more senior roles and more
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of these programs
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will be rolled out in the year ahead
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one of the most notable positive changes
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was a revision to the academic
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promotions process
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in 2017 we saw
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a hundred percent success rate of women
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who applied for professorial promotion
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and this has continued through the years
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and more is being done
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to accelerate the progress in this area
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we're now focused on developing an
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institutional talent management strategy
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which will cover talent attraction
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recruitment
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development promotion progression and
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succession planning
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the pay action group has published a pay
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action plan
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and continues to work with all the
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departments across the university
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as well as the gender task force the
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race equality task force and the
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disability task force
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in order to close the gaps i am really
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excited to be working
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with a team who will be creating real
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change
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and will contribute to creating an
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environment
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where everyone can achieve their full
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potential
English (auto-generated)