Our Gender Pay Gap
The Ä¢¹½ÊÓƵ is committed to equality, diversity and inclusion. This report meets the requirements with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, The Ä¢¹½ÊÓƵ is required to evaluate its data over 6 specific calculations: by hourly rate of pay mean earnings; by hourly rate of pay median earnings; by mean gender bonus gap; by median gender bonus gap and by quartile pay bands (the proportion of men and women full-pay employees in quartile bands).Ìý The term mean refers to average earnings and median describes the middle value within a specific range.
Our Employees
The number of employees paid on our snapshot date (31 March 2025) was 296 (a 16.54% increase from last year’s data – 254) with a gender split 76% women and 26% men. Noted within table 1 -2 below is our statutory data:
| Year | Number of employees | Women | Men |
|---|---|---|---|
| 2025 | 296 | 75% (222) | 25% (74) |
| 2024 | 254 | 76% (193) | 26% (61) |
| Calculation | 31 Mar 2024 | 31 March 2025 |
|---|---|---|
| The mean gender pay gap | 14.45% | 7.85% |
| The median gender pay gap | 5.2% | -2.66% |
| The mean gender bonus gap | n/a | 61.16% |
| The median gender bonus gap | n/a | 61.16% |
| The proportion of male employees receiving a bonus | n/a | 1.01% |
| The proportion of female employees receiving a bonus | n/a | 0.29% |
| Band | Description | Men (2024) | Women (2024) | Men (2025) | Women (2025) |
|---|---|---|---|---|---|
| A | Includes all employees whose standard hourly rate places them at or below the lower quartile | 18.33% | 81.67% | 29.73% | 70.27% |
| B | Includes all employees whose standard hourly rate places them in the lower middle quartile | 26.67% | 73.33% | 21.62% | 78.38% |
| C | Includes all employees whose standard hourly rate places them in the upper middle quartile | 27.27% | 72.73% | 18.18% | 81.82% |
| D | Includes all employees whose standard hourly rate places them in the upper quartile | 29.85% | 70.15% | 28.77% | 71.23% |
Our Next Steps
Following our launch of the published Equality, Diversity and Inclusion Policy our aim is to become a model of inclusion, accessibility and openness within the higher education sector. Our EDI steering group is responsible for reviewing the data andÌý and overseeing related actions.
We believe that a culture of equality, diversity and inclusion also supports wellbeing, promotes a sense of belonging and enables staff and students to perform at their best. We continue to be committed to:
- Developing, embracing and maintaining a culture of equality, inclusion, diversity, and anti-racism;
- Shaping our knowledge, collections, teaching & learning, research and public engagement in ways that reflect our commitment to equality and diversity;
- Becoming an organisation whose community and audiences better reflect and benefit from the diversity of the world in which we live.
We are aware that the Gender Pay Gap regulation requirements to report on men and women employees only, do not recognise individuals whose gender may not sit within these categories.ÌýÌý We have considered voluntarily reporting on pay data across transgender and non-binary groups, however currently there is not enough data to accurately determine a pay gap or report on this sensitively and/or in line with GDPR. With this in mind, we are awaiting further updates and guidance from the government on how to include this information fairly.