Equality, Diversity and Inclusion

Gender Pay Gap

The University median gender pay gap for 2022 is 12.0%, with a mean gender pay gap of 17.9%.

Pay Gaps

A pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, one group of staff earn and what, on average, another earn across an organisation. The University publishes pay gap data for gender, ethnicity and disability. More information on how pay gaps are calculated, what causes them and what we are doing to address then is provided in this overview document.

Overview of pay gap reporting [PDF 112KB]

Gender pay gap

The gender pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, men earn and what, on average, women earn within an organisation. Under UK legislation introduced in 2017, employers with more than 250 staff must publish their gender pay gap on an annual basis. As a public-sector organisation, we have to report our data by 30 March each year.  

A gender pay gap is different from an equal pay gap. Equal pay is the right for men and women to be paid the same for the same/equivalent work or work of equal value. The University conducts regular independent equal pay reviews and has policies and procedures to mitigate against equal pay issues.

Gender pay gap reports

Reducing the gender pay gap

The University has set a target to halve the mean gender pay gap we report in 2025 from the baselinemean gender pay gap from our first report (20.8%). Our target is 10.4%. The mean gender pay gap published in March 2022 was 17.9%.

We encourage gender equality across the University and our Gender Equality Action Plan outlines our commitments to improving gender equality.