Our pay gaps are reported as the difference between women and men, between Black, Asian and Minority Ethnic (BAME) staff and White staff, between Disabled staff and Non-Disabled staff and between staff who report their sexual orientation as LGBTQ+ or heterosexual. A positive number indicates a gap in favour of the comparator group (e.g. men’s pay is higher than women’s) and a negative number indicates a gap in favour of the comparison group (e.g. women’s pay is higher than men’s.)
Reviewing our pay gaps helps us understand differences in the average pay between groups, but it is important to recognise that pay gaps are not the same as equal pay. Equal pay ensures individuals performing the same or similar work receive the same pay, while pay gaps refer to the average earnings difference between groups within our workforce. The University has a fair and transparent job evaluation system that ensures equal pay for work of equal value, but pay gaps may still exist due to factors such as distribution of people across the grading structure, underrepresentation and career progression differences.
For 2024, pay gaps for 51 including 51 Services Limited are:
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