Gender
The university has a gender split of 44.8% male employees to 55.2% female employees.
Although there is still a higher percentage of female employees within quartiles 1-3, the percentage of female staff occupying some of the highest paid roles (quartile 4) has continued to increase (1.0% since 2023).
Changes applied to locally negotiated pay scales level 1 to 3 in August 2022 continue to have a positive impact on pay for employees in the lower quartiles contributing to the reduction in the gender pay gap.
Gender pay data:
| | Male | Female |
|---|
| Lower |
30.6% |
69.4% |
| Lower Middle |
41% |
59% |
| Upper Middle |
43% |
57% |
| Upper |
56.9% |
43.1% |
Ethnicity
In this reporting year, 20.2% of university employees were from a racially minoritised background. Although there is still a higher percentage of racially minoritised employees within quartiles 1-4, the percentage of racially minoritised staff occupying some of the highest paid roles (quartiles 3 and 4) have continued to increase from 19.1% to 20.1% and 14.2% to 14.3%.
Ethnicity pay data:
| | White | Racially Minoritised |
|---|
| Lower |
67.4% |
32.6% |
| Lower Middle |
74.6% |
25.4% |
| Upper Middle |
75.3% |
24.7% |
| Upper |
85.5% |
14.5% |
Disability
This is the second year that the university have reported on Disability pay gap data. The latest data shows that the university continue to employ a higher number of employees who have no known disabilities declared (89.2%) in comparison to those who are/have declared they are disabled (8.1%). The remaining 2.7% of employee data is unknown and has not been declared either way.
Disability pay data:
| | Not Disabled/ No declared Disbility | Disabled |
|---|
| Lower |
87.2% |
12.8% |
| Lower Middle |
89.5% |
10.5% |
| Upper Middle |
92.5% |
7.5% |
| Upper |
93.4% |
6.6% |
Last edited Mar 17, 2025