Gender Pay Gap

I'm pleased to share that for the third consecutive year, we are fulfilling our commitment to transparency by publishing our Gender Pay Gap report. This report, in compliance with the Gender Pay Gap Information Act passed in 2021, which requires companies with over 250 employees to publish this information, provides insight into our organisation's hourly gender pay gap across key metrics.

The 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

The 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 middle rate.

We are pleased to see an improvement in the mean gender pay gap calculation from last year. This improvement reflects our targeted recruitment efforts aimed at balancing gender distribution. Quartile 2 has shown a significant improvement of 7.6% increase in female representation, driven by a combination of promotions, focused recruitment campaigns and a thorough analysis of recruitment data over the past three years. We continue to see balanced representation in Quartile 4, while Quartile 1 shows a slight decrease in female dominance compared to last year.

Our median gender pay gap shows no material change from last year's results. There is a slight disimprovement due to a higher proportion of males participating in additional remunerated activities, such as dissertations, exam corrections and supervision activities.

We acknowledge the challenges posed by the median gender pay gap and remain committed to addressing the underlying factors. Specifically, we are analysing the allocation of additional remunerated activities and identifying strategies to ensure equitable access for both genders.

In our academic teams, we are pleased to report a positive mean gender pay gap of - 3.42%. Additionally, we continue to have a positive gender bonus gap in both mean and median calculations, with a mean bonus gap of -31.6% and a median bonus gap of - 2.59%.

Whilst we have made strides, we acknowledge the need for further progress. Talent acquisition, succession planning and management development remain key areas where we must set clearer targets to ensure balanced gender representation across all levels. As we continue to evolve, it’s crucial that we maintain a focus on gender balance, achieving a diverse range of specialised skills and experience across all roles.

As we move into 2025, we remain fully committed to being an inclusive Higher Education Institution, fostering a culture that respects, celebrates, and thrives on the diversity within our community.

See our Gender Pay Gap report 2025
See our Gender Pay Gap report 2024
See our Gender Pay Gap report 2023
See our Gender Pay Gap report 2022