The University of Nottingham is committed to fairness, equality and inclusion. We are committed to treating all our people in a fair, inclusive and equal way, regardless of gender or any other protected characteristic.
The University has made significant and ongoing progress in improving its diversity and inclusivity, and we are proud of this. However, we recognise that there is more to do, and our actions and progress is covered in each of the reports below.
Pay gap reporting legislation
In 2017, the Government introduced legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. The University of Nottingham is covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017.
These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data by 30 March 2018, and then annually thereafter. You will find each annual report on this page, by 30 March on an annual basis.
We are publishing the University's Ethnicity Pay Gap Report for the first time. Although not mandatory, sharing the pay gap between white and BAME staff is a key step towards understanding the gap and developing actions to reduce it.
University of Nottingham annual pay gap reports
2021 University of Nottingham Gender Pay Gap Report
2021 University of Nottingham Ethnicity Pay Gap Report
2020 University of Nottingham Gender Pay Gap Report
2019 University of Nottingham Gender Pay Gap Report
Please note: Additional work undertaken to support calculations within the 2019 report enabled the University to revisit and amend the Gender Pay Gap calculations in the 2018 report, to also include casual worker data. We have chosen to republish the 2018 report with this additional data now included to provide a more consistent basis on which to measure future progress.
New checks identified a small number of pay elements (Clinical Excellence Award bonus payments) that had not been correctly identified and applied when calculating results within the 2018 report. These elements have now been included and as a result the 2017 mean bonus pay gap increased from 53% to 77.5%, and the median bonus gap from 29.7% to 38.5%.
The 2018 Gender Pay Gap report has been amended with the recalculated data.
2018 University of Nottingham Gender Pay Gap Report
What is the Gender Pay Gap?
A gender pay gap (GPG) shows the difference in the average pay between all men and women in a workforce. It is represented as a percentage, where a positive number is a pay gap in favour of men, and a negative number is a pay gap in favour of women.
A gender pay gap is not the same as an equal pay gap.
What is the difference between a Gender Pay Gap and Equal Pay Gap?
Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. For the University, equal value is defined and measured by each of our current staff levels (1-7). It is unlawful to pay people unequally because they are a man or a woman.
The gender pay gap shows the differences in the average pay between all men and women across the entire organisation, regardless of the level/grade at which they work.
We are confident that men and women are paid equally for doing work of equal value across the University. This ethos of equal pay is underpinned by a robust job evaluation system. We regularly carry out Equal Pay Reviews to ensure that men and women at the University are paid equally for work of equal value. The most recent review was carried out in 2017, with the next review scheduled to take place in 2020.
What data is published under the Gender Pay Gap Legislation?
- The Mean Hourly Pay Gap (%) of all Full Pay Relevant Employees
- The Median Hourly Pay Gap (%) of all Full Pay Relevant Employees
- The Mean Bonus Pay Gap (%) of all Full Pay Relevant Employees
- The Median Bonus Pay Gap (%) of all Full Pay Relevant Employees
- The proportion (%) of women and men who received Bonus Pay
- The proportion (%) of women and men on 4 equal population quartiles.