2025 Gender Pay Gap Report

Our commitment to reducing our Gender Pay Gap (GPG) is unwavering and reducing our pay gap remains an institutional priority.

We renewed our institutional Athena SWAN Bronze in March 2024 and, moving forwards, we are focussing our actions on improving gender equity across our campuses and enabling our staff and students to achieve their full potential.

In line with our statutory duties, and to measure our progress, we monitor our GPG annually and we are pleased to report that our mean GPG has continued to reduce, reaching 14.07%. We were also pleased to note that the number of women on grade 9 has remained above 50% and that the proportion of women at grade 11 exceeded 40%.

Our median GPG has returned to 18.62% (after a reduction last year) and it should be noted that minor changes in our staff population can cause the median pay gap to fluctuate by 2-3% in either direction.

We are extremely pleased to report that our mean bonus pay gap continued to see notable reductions reaching 4.67% and there continued to be no significant evidence that overall women are paid less for men for work of equal value with the majority of gaps by grade being within the +/-5% range.

Analysis of the pay gaps for ethnicity showed a 4.83% difference in favour of Black, Asian and Minority Ethnic staff compared to White staff as of 31 March 2024. The likely reason for this gap is because the majority of Black, Asian and Minority Ethnicity staff are employed in academic posts which, on average, are appointed to higher grades than professional services posts.

There was a pay gap of 3.06% in favour of those who declared a disability compared to colleagues who disclosed that they are not disabled, however the high non-disclosure rate for disability (56.24%) makes it challenging to draw meaningful conclusions from this data.

We are encouraged to see that our ‘Your Profile Counts’ campaign and other targeted efforts have improved our disclosure rates for Gender, Nationality, Sexual Orientation, Religion and Belief and, after the reporting period, ethnicity; however, disability disclosure still needs to improve. Improving disclosure rates for all protected characteristics remains a priority.

As part of our ongoing commitment to reduce our GPG, we will continue with a range of actions which will positively contribute to women’s experience at work and help to reduce our GPG.

For more details about our GPG and examples of how we are trying to reduce them please see our full Gender Pay Gap Report for 2025 (.pdf).