Gender Pay Gap
gender pay gap is not the same as equal pay, which is the difference in
pay between men and women who carry out the same or similar jobs. The
Gender Pay Gap measures the difference between men's and women's average
earnings across an organisation. It is common for a gender pay gap to
exist because of different jobs which have different levels of pay, and
the number of men and women in these jobs varies.
The gender pay gap is measured in two ways.
The mean difference
The mean gender pay gap is the difference between the average hourly earnings by gender.
The median difference
median pay gap is the difference between the midpoints in the ranges of
hourly earnings of men and women. It takes all relevant income in the
sample, lines them up in order from lowest to highest, and picks the
DBS has a mean of 5.3%. This means that, on
average, the roles occupied by men are paid 5.3% more than the roles
occupied by women. This reflects more female representation at lower
quartile pay. We aim to address closing the gap through targeted
recruitment initiatives. The median is 25.1%. This means that the
midpoint of pay ranges for men working at DBS is 25.1% higher than the
midpoint for women working at DBS. We have a positive gender pay gap in
our academic teams (median -2.2%, mean -8.6%). Whilst in our
non-academic teams, there is some variance (median 15.2%, mean 18.3%)
which reflects special skills, levels of experience, and diversity of
We have a positive gender pay gap in our part-time staff and a
positive bonus gap towards women in both mean and median calculations.
the last 18 months, there has been a significant focus on Diversity,
Equity and Inclusion in DBS and we have undertaken a number of
initiatives which were recognised with our Bronze accreditation award
through the Irish Centre for Diversity. We know, however, that there is
still more to do, and the gender pay gap is an area we want to further
progress in our efforts towards creating a more equitable environment
for all our staff.
For 2023 as part of our overall
DEI strategy, we have a number of initiatives that will further support
our staff. Our commitments for next year are as follows:
(1) Ensure a comprehensive and reliant data collection in order to monitor DEI progress across our DBS principles and vision.
(2) Measure the impact and success of DEI-related policies and develop a set of KPIs as part of the DBS DEI strategy.
Increase transparency around recruitment processes, ensuring the
diversity of employees in the shortlist and hiring stages address gender
representation at each quartile.
(4) Ensure that appropriate training and development programmes are developed and launched at targeted DEI initiatives.
(5) Strengthen female representation through active talent management and succession planning.
Continue to engage with external stakeholders and staff on DEI
initiatives to build best practices and strengthen the development of
the DBS DEI strategy.
Click here to see our Gender Pay Gap report.