Gender Pay Gap
In 2019, the mean gender hourly pay gap for the University was 10.6% and the median was 4.7%. These figures compare favourably with the Higher Education sector mean among post-92 Universities of 11.2% and median of 11.1%. The University has seen a positive impact from the interventions introduced to close the gender pay gap. The median hourly pay gap shows a significant reduction, from 10.8% in 2018 to 4.6% in 2019. The mean hourly pay gap, which is sensitive to changes at the extreme ends of the pay scale, has risen slightly, by 0.2% compared to 2018, because of a change in the head of institution. Were the head of institution to be excluded, the mean gender pay gap would also have fallen.
The mean pay gap has reduced very significantly amongst Professional Services staff, more than halving the gap from 15.2% in 2018 to 7.4% in 2019. The mean pay gap amongst Academic staff was already low, but has also halved from 1.9% to 0.8%.
As a University with a commitment to equality, diversity and inclusion, this favourable position is not a reason for complacency but rather an opportunity for us to examine and understand the data and reasons for the gap. We are confident that males and females are paid equally for doing equal jobs across the university. There are a number of reasons for the gap, from the gender distribution of senior roles, to time in service where incremental points affect pay and through the University Gender Pay Gap Action Plan we continuously seek to improve the pay gap between our female and male employees.
Please see our full Gender Pay Gap Reports for more information.