Gender pay data:
Lower 32.9% 67.1%
Lower Middle 41.2% 58.8%
Upper Middle 46.7% 53.3%
Upper 60.4% 39.6%



The university has a gender split of 45% male employees and 55% female employees.

There is a higher proportion of female staff within the lower quartiles, and a higher proportion of male staff within the upper quartile. This is the primary reason for the current gender pay gap at the University of Nottingham.

The proportion of female staff in the upper quartiles has decreased (-1.6%) when compared with the 2020 results. This is likely the result of measures the university implemented as part of the institutional response to Covid-19.

In this reporting year we saw more women take voluntary redundancy and severance options compared to men, with more women leaving the university than were recruited. 

Ethnicity pay data:
Lower 79.9% 20.1%
Lower Middle 82.3% 17.7%
Upper Middle 80.3% 19.7%
Upper 87.2% 12.8%



In this reporting year 17.6% of University staff were of a Black, Asian or Minority Ethnic (BAME) background. This is a decrease from 19% in 2020.

The quartiles illustrate the root cause of the ethnicity pay gap within the university. There is a higher proportion of BAME staff within the lower quartile, and a higher proportion of white staff within the upper quartile. We have seen a reduction in BAME staff across the lower quartiles and there has been a slight increase in BAME staff within the upper quartile compared to 2020 which has positively impacted the figures for this reporting period.