Mean and Median pay gap data
| | Gender | Ethnicity | Disability |
|---|
| Mean pay gap |
15.7% |
12.1% |
9.1% |
|---|
| Median pay gap |
13.3% |
8.2% |
8.2% |
|---|
Gender
Our mean gender pay gap between men and women has continued to decrease over time and is now the lowest recorded since records began. In 2017, the mean pay gap was recorded as 23.1% which has since reduced to 15.7% in 2025 (total reduction of 7.4%).
The latest data shows that the median gender pay gap has increased from 11.5% to 13.3%. This suggests that, while improvements at higher pay levels have helped narrow the mean gap, a greater proportion of women remain in lower‑paid roles, influencing the median position. Despite this recent increase, the median gender pay gap has still reduced overall since 2017 decreasing from 18.9% to 13.3% (total reduction of 5.6%).
Ethnicity
The mean ethnicity pay gap has reduced from 14.4% to 12.1%, and the median ethnicity pay gap has also decreased from 9.0% to 8.2%, indicating continued improvement over time. Racially minoritised staff remain overrepresented in the lower paid quartiles and underrepresented in the highest paid roles. Overall, representation of racially minoritised colleagues has also increased by 1.1% to 23.7% of the workforce, which is above the national average.
Disability
The University has recorded its lowest disability pay gaps to date, with the mean reducing from 11.0% to 9.1% and the median reducing from 9.2% to 8.2%. Disclosure rates and overall representation of disabled colleagues have also continued to increase over time, strengthening the reliability of the data and providing a more accurate picture of disability related pay gaps across the organisation.
Last edited Mar 17, 2026