The University recognises that identities are multifaceted, that inequalities are not restricted to separate characteristics and that some people experience multiple pay gaps. Narrowing pay gaps with the ambition of elimination is not quick or easy and requires meaningful, consistent and sustained changes in practice and cultural norms.
In 2022 the University identified three priorities to support the reduction of the pay gap. These were to increase:
1. the number of women in senior grades
2. the representation of colleagues from different ethnic groups across all grades and occupations, particularly Professional Support roles
3. the number of employees who record whether they have a disability
The 2025 pay gap data confirms that all three priorities remain appropriate and demonstrates progress in all three priority areas compared to 2024, with the proportion of women in the upper pay quartile increasing by 0.4 percentage points (pp), the increase in the representation of different ethnic groups by 0.8 pp since 2024 and the number of employees recording whether they have a disability increasing by 3 pp, with ‘not knowns’ down to 3.2%.
Several specific actions identified in the 2025 report that will be a focus for 2026:
1. Continue to increase disclosure rates so our pay gap data becomes more accurate and reliable.
2. Actively broaden the diversity of the University Executive.
3. Continue to support under represented groups to progress into higher paid roles.
4. Develop a practical toolkit to help managers understand the pay gap and how their decisions can influence it.
5. Continue analysing the data and use modelling to understand how changes in workforce composition would affect the pay gap, guiding future recruitment and resourcing decisions.
Details of the progress of all actions we have undertaken to advance EDI, many of which have a direct impact on reducing our pay gaps, are outlined in our EDI report.
