Gender Pay Gap
Our most recent gender pay gap data shows a reduction in our gender pay gap (the diﬀerence between the average earnings of men and women across our whole workforce) but also highlights a lack of gender balance across all grades. We know that to be a world-class university we must be a truly inclusive university, and we are committed to taking actions to further reduce the pay gap and gender imbalance.
Over the past 15 years we have been working hard to monitor and reduce our gender pay gap and have seen consistent reductions over this time. In 2017 we set up a working group with trade union colleagues to jointly and proactively work to understand the causes of our gender pay gap, and agree actions to decrease it. We are currently in the process of agreeing a new action plan to reduce our gender pay gap at a greater pace, and will be able to share this with you soon.
Note: Gender pay gap is different from equal pay, which compares the pay of males and females doing the same jobs, similar jobs or work of equal value within an organisation. At the University, roles of equal value are paid on the same grade within the University’s grading structure. The University's equal pay data can be found in the 2019 gender pay gap report. We carry out an equal pay review on a three-yearly cycle and our next equal pay review will be based on data as at 31 March 2021.