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The University is launching new initiatives to help close the gender pay gap.

The University has published its Gender Pay Gap report. Pro-active work in recent years has contributed to a reduction in the pay gap year-on-year, but it is not closing as fast as we would like. The Vice-Chancellor has joined with other senior leaders to call for faster progress, including addressing the under-representation of women at senior levels. Professor Toope said: “we need to promote access throughout the University, and at all levels – encouraging more women into professorships and positions of senior leadership and finding and promoting talent in other traditionally under-represented groups.”

The University’s gender pay gap for 2017 is 19.6%. This is mainly due to unequal representation of men and women at different points on the pay scale: there are more men than women in senior positions in the University and this causes the average hourly pay of men to be higher than the average hourly pay of women.

A new website,, sets out the University’s commitment to progressing work on gender equality, and details the steps being taken to tackle the gender pay gap. These include actions around University-wide strategy, gender representation, recruitment, reward and work-life balance.

The University has been conducting and publishing its own Equal Pay Reviews since 2008, and has been using that data to drive forward work on gender equality. The data shows a steady decrease in the gender pay gap over that period, from 24.0% in 2008.

The new Gender Pay Gap report has been published as part of new, compulsory reporting standards for all large employers. It uses a different methodology to the University’s internal Equal Pay Reviews and so the figures produced in the two reports cannot be directly compared. The University will continue to undertake in-depth analysis over and above what is required under the new regulations.

To read the Gender Pay Gap report, click here. For more information, visit


22 March 2018