This chart shows the gender split when we order hourly rate of pay from highest to lowest and group into four equal quartiles.

The proportion of women in the upper quartile has remained virtually unchanged since last year (31.9% from 31.8% a year ago); however, there is now a very slightly higher proportion of women employed across the College (46% of the staff population compared to 45.3% a year ago).

There is only a minor downward shift in the proportion of women in the upper-middle quartile (from 48.7% a year ago to 48.1% in 2022). This is reflected in the increase in the median pay gap (the median figure starts in the upper middle quartile). For academic staff, while there remains a pay gap overall, within all grades (with the exception of Lecturer), some gaps are negative in favour of women (Senior Lecturers, Readers and Professors). This is consistent with the findings last year. For professional, technical and operational grades, the proportion of women in levels 6 and 7 have increased slightly since last year and we have also seen this trend across the middle grades too (levels 4 and 3b). These factors have contributed to a reduction in the mean gender pay gap.

2022 Ethnicity quartiles

Ethnicity pay gap quartiles

  • Upper quartile: 464 BME (18.5%), 325 unknown/prefer not to say (13.0%), 1718 white (68.5%)
  • Upper middle quartile: 705 BME (28.1%), 299 unknown/prefer not to say (11.9%), 1502 white (59.9%)
  • Lower middle quartile: 781 BME (31.2%), 296 unknown/prefer not to say (11.8%), 1429white (57%)
  • Lower quartile: 837 BME (33.4%), 444 unknown/prefer not to say (17.7%), 1225 white (48.9%)


2022 gender pay gap quartiles

Gender pay gap quartiles

  • Upper quartile: 800 women (31.9%), 1,707 men (68.1%)
  • Upper middle quartile: 1,206 women (48.1%), 1,300 men (51.9%)
  • Lower middle quartile: 1,263 women (50.4%), 1,243 men (49.6%)
  • Lower quartile: 1,343 women (53.6%), 1,163 men (46.4%)