Gender pay gap
Our report for the snapshot date of 31 March 2025, published on 31 March 2026.
At 31 March 2025
- Mean gender pay gap
- 12.6%
- Median gender pay gap
- 9.8%
- Mean bonus gap
- 38.2%
- Median bonus gap
- 21.0%
- Women receiving a bonus
- 2.9%
- Men receiving a bonus
- 4.1%
Pay quarters
| Quarter | Women | Men |
|---|---|---|
| Lower quarter | 61.2% | 38.8% |
| Lower middle quarter | 57.4% | 42.6% |
| Upper middle quarter | 50.3% | 49.7% |
| Upper quarter | 41.0% | 59.0% |
Since 2017
| Snapshot | Mean | Median |
|---|---|---|
| 31 March 2017 | 19.4% | 15.1% |
| 31 March 2018 | 18.7% | 14.6% |
| 31 March 2019 | 17.9% | 14.0% |
| 31 March 2020 | 16.8% | 13.2% |
| 31 March 2021 | 16.1% | 12.9% |
| 31 March 2022 | 15.2% | 12.4% |
| 31 March 2023 | 14.6% | 11.9% |
| 31 March 2024 | 13.9% | 11.2% |
| 31 March 2025 | 12.6% | 9.8% |
What the figures mean
The gap is not a measure of unequal pay for the same work, which the University audits separately every two years. It reflects who does which jobs: women hold most of the posts in the lowest-paid quarter, many of them part time, and fewer than half of the posts in the highest. The proportion of professors who are women rose from 31% to 34% in the year. The bonus gap is driven by market supplements, paid to a small number of staff in subjects where salaries elsewhere are high, most of whom are men.
What we are doing
- Reviewing how market supplements are awarded, with a report to the Remuneration Committee in 2026–27.
- Setting targets for the proportion of women among professors in each faculty.
- Advertising all posts at grade 6 and above as open to part-time and job-share applicants.
We confirm that the figures in this report are accurate. Professor Alison Treadwell, Rector.
Our report for the snapshot date of 31 March 2026 will be published by .
Page last reviewed: · Page owner: Human Resources