Gender
As of 31 March 2025, the University’s workforce comprised 44.6% men and 55.4% women. While women continue to be more represented in quartiles 1–3, the latest quartile data shows further progress in the upper pay bands. For example, female representation has increased from 55.4% to 56.3% in quartile 3 and from 40.7% to 42.1% in quartile 4.
Gender pay data:
| | Male | Female |
|---|
| Lower |
35.4% |
64.6% |
| Lower Middle |
41.3% |
58.7% |
| Upper Middle |
43.7% |
56.3% |
| Upper |
57.9% |
42.1% |
Ethnicity
In the latest reporting year, 23.7% of the university workforce identified as racially minoritised which has increased by 3.5% compared with the previous year. White employees continue to make up a higher proportion of staff across all four pay quartiles, however, representation of racially minoritised colleagues in the upper quartiles has continued to improve. For example, in quartile 3, representation has increased from 20.1% to 22.2%, and in quartile 4 from 14.3% to 15.7%.
Ethnicity pay data:
| | White | Racially Minoritised |
|---|
| Lower |
69.1% |
30.9% |
| Lower Middle |
73.9% |
26.1% |
| Upper Middle |
77.8% |
22.2% |
| Upper |
84.3% |
15.7% |
Disability
This is the third year that the University has reported on Disability pay gap data. The latest data shows an increased representation of employees with declared disabilities across all pay bands, with the most notable increases in the lower-mid quartile (increasing from 7.9% to 12.1%) and above median quartile (from 5.8% to 9.2%). Representation has also improved in the upper quartile from 7.0% to 8.1%.
Disability pay data:
| | Not Disabled/ No declared Disbility | Disabled |
|---|
| Lower |
85.7% |
14.3% |
| Lower Middle |
87.9% |
12.1% |
| Upper Middle |
90.8% |
9.2% |
| Upper |
91.9% |
8.1% |
Last edited Mar 17, 2026