The Gender Pay Gap

There are 1,106 men and 1,685 women included in the gender pay gap analysis: a total of 2,791 people. 

Table 1 shows the gender pay gap for 2023.

• The University’s gender pay gap slightly widened in both its mean and median percentages.
• Mean pay gap of 9.4%, an increase of 1 percentage point from 2022 (8.4% to 9.4%).
• Median of 15.3%, an increase of 4 percentage points since 2022 (11.1% to 15.3%).

Increases in the minimum wage have impacted on the gender pay gap because levels 1 and 2 are compressed into the same pay point, thereby pulling more women into the lower pay quartile (Table 5) compared to 2022.

Table 1: Gender Pay Gap Between Men and Women, 2021-2023

*The Student Employment Agency is included in these figures

When benchmarked, the University’s gender pay gap still compares favourably.

• The Higher Education sector average gender pay gap is 13.7%: the University’s gender pay gap is 4.3 percentage points less.
• The University has one of the lowest gender pay gaps in its competitor group and similarly within the University Alliance.
• The national average gender pay gap is 14.4%: the University’s gender pay gap is 5 percentage points below.

The gender pay gap in the higher education sector has been consistently reducing year on year, but this year, the broader national average gender pay gap has slightly increased, suggesting that the University is experiencing a national occurrence.

The Student Employee Agency (SEA) is included within the University figures, but it is worth noting that if SEA had reported their own gender pay gap figures, the University would have seen a reduction in the median by 2 percentage points (11.1% to 8.6%) and no shift in the mean (8.4% to 8.7%).  

Bonus Payments by Gender

Table 2 shows the proportion of bonus payments for 2023 by gender.

• The overall number of bonus payments made in 2023 is lower than in 2022 (88 to 74).
• Slightly more women received a bonus (49/2.8%) compared to men (25/2.2%).
• The number of men receiving a bonus in 2023 (25) is consistent with 2022 (25).

Table 2: Proportions of Men and Women in Receipt of a Bonus Payment, 2021-2023

2023

2022

2021

Table 3 shows the bonus pay gap by gender.

• Mean bonus pay gap of 10.9%, no notable difference from 2022.
• Median bonus pay gap of -15%, -15 percentage points different from 2022 (0.0% to -15%).
• The negative (minus) percentage suggests that the University does not have a gendered bonus pay gap. 

Table 3: Mean and Median Bonus Pay Gap Data by Gender, 2021-2023

Hourly Pay

Table 4 shows the average hourly pay for 2023 by gender.

• The average hourly pay has slightly increased for both men and women.
• The average hourly pay for women is £2.00 lower than for men.

Distribution of gender through the pay quartiles shows that women are disproportionately represented in junior and lower-paid roles (Quartile 1), which impacts on the average hourly rate for women.

The University recognises that people require time to develop their expertise. Career progression and opportunity are prioritised for women through the work of Athena Swan and the Race Equality Charter. 

Table 4: The Mean and Median Hourly Pay by Gender, 2022-2023

2023

2022

Pay Quartiles by Gender

Table 5 highlights the distribution of gender by pay quartiles. Quartile 1 represents the lowest paid roles and Quartile 4 reflects the highest paid.

• The number of women occupying Quartile 1 has increased by 3 percentage points (64.84% to 67.91%) since 2022.
• More women (51.22%) than men (48.78%) are represented in Quartile 4. This quartile has remained static for the last 3 years.
• The gender balance within Quartile 2 and Quartile 3 is mirrored and shows a slight increase of <1 percentage point of females in Quartile 3.

The University has a higher female headcount, which contributes to greater numbers of women distributed through the pay quartiles. Activity to recruit more men into junior roles continues through attendance at recruitment fairs to showcase the range of opportunities available. In addition, greater use of diverse imagery and promotion of the gender decoder in building job vacancies aim to improve the gender balance in Quartile 1 and challenge the myths of gender stereotypes associated with job roles.

Similarly, the University undertakes a range of activity that spotlights the female pipeline, such as Aurora and Athena Swan, both of which ensure opportunities for female progression remain an institutional priority.

Table 5: Gender Pay by Quartiles, 2021-2023

2023

2022

2021