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Equality, Diversity and Inclusion

Pay Gap Reports and Equal Pay Reviews

Pay gap reports 

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.

The University median gender pay gap for 2024 is 12.5%, with a mean gender pay gap of 14.4%. 

Ethnicity pay gap

The University published a high-level ethnicity pay gap report in March 2024.

Disability pay gap

The University published a high-level disability pay gap report in March 2024.

Intersectional (gender/ethnicity) pay gap

The University published a high-level intersectional pay gap report for the first time in March 2024.

Equal pay reviews

The University conducts regular equal pay reviews, and formal reviews are published here: