Bonus payments information
| | Male | Female | White | Racially Minoritised | Disabled | Not Disabled/ no disability declared |
|---|
| % of staff receiving a bonus |
2.1% |
1.2% |
1.7% |
1.3% |
1.2% |
1.8% |
|---|
|
Difference
|
0.9%
|
0.4%
|
0.7%
|
Bonus pay gap data
| | Mean bonus | Median bonus |
|---|
| Gender |
87.8% |
90.2% |
|---|
| Ethnicity |
-27.1% |
-4,424% |
|---|
| Disability |
20.2% |
0% |
|---|
Gender
The median and mean bonus pay gaps between men and women have increased compared with the previous reporting period. This change reflects the significantly lower number of bonus payments made to both men and women during the 12‑month census period, which means small shifts have a greater impact on the overall figures.
The bonus pay gap also continues to be shaped by the distribution of Clinical Impact Awards (CIA). These awards are higher in value and are linked to specific clinical academic roles, which currently include a higher proportion of male staff. As a result, the bonus pay gap is influenced more by workforce composition within these specialist roles than by differences in access to bonus opportunities.
Ethnicity
The mean bonus pay gap between white and racially minoritised employees has increased over time and continues to favour racially minoritised colleagues. When reporting began in 2020, the mean bonus pay gap was –111.80% which has since reduced to –27.1% in 2025 (an overall change of +84.7%). This indicates that out of those who received a bonus payment, racially minoritised employees have consistently received a higher average bonus amount than white employees.
The median ethnicity bonus pay gap is -4,424%, showing a large negative figure this year, indicating that Racially Minoritised colleagues received higher bonus payments than White colleagues. This large shift is not the result of a substantive change in bonus practices, but is instead driven by the way the median is calculated combined with the low number of bonus payments made this year. For example, when relatively few bonuses are issued, even small changes in who receives them can cause the median value to move significantly. This year’s distribution of long service awards and continuing CIA (Clinical Impact Award) payments, alongside the pause of the NRS (Nottingham Reward Scheme), has therefore had a disproportionate impact on the median figure.
Disability
In 2024, the University voluntarily began reporting on Disability Pay Gaps. Since the previous reporting period, both the median and mean bonus pay gaps have decreased, reaching some of the lowest figures recorded across all bonus pay gap measures. Notably, the median disability bonus pay gap is now 0.0%, indicating no difference in the median bonus amount received between disabled and non‑disabled colleagues.
Last edited Mar 17, 2026