The 2023 gender, ethnicity and disability pay gap reports are now available to view within the HR section of the university’s website.

This sees the seventh annual statutory reporting of the university’s gender pay gap. We are pleased to report that the mean and median pay gap between men and women has reduced by 1.1% and 0.3%, reducing both pay gaps to the lowest recorded since records began in 2017.  

The Median bonus pay gap between men and women has increased by 26.1% since the previous reporting period. In 2023, fewer low value bonuses were awarded to staff, however, the overall the distribution of bonus values for women were lower in comparison to men.  

As in previous years, the mean bonus gap is influenced by the Clinical Excellence Awards, which are awarded externally, and the university has no influence over how they are awarded. The majority of clinical academic staff employed at the university are men, which means these awards have a disproportionate impact on the overall bonus gap. 

The continued reduction in our mean and median pay gap highlights the university’s committed approach to reducing the gender pay gap between men and women. We will continue to work across functions to reduce further pay gaps, including the median bonus pay gap by reviewing the Nottingham Reward Scheme during the temporary pause of the scheme.   

The university has continued to report on ethnicity pay gap data since 2020, which is calculated in the exact same way as the gender pay gap. The median ethnicity pay gap has reduced by 0.4% due to an increase in racially minoritised employees in the upper pay and upper middle pay quartiles and the mean ethnicity pay gap has increased by 1.0%. 

In 2023, we also agreed to report on our disability pay gap data, results of which are now available to view alongside gender and ethnicity results. The mean and median disability pay gap is 7.9% and 6.9%.  

The university continues to capture ethnicity and disability data wherever possible, however, it is currently not a mandatory requirement for employees to provide this data. We will review this process as part of the implementation of UniCore and by increasing the number of employees that disclose their equality information we can improve our analysis and have an even better understanding of our pay gaps.   

Although not mandatory, analysing and reporting on the ethnicity and disability pay gap enables us to understand the gap and develop actions to help reduce it.  

The ongoing reduction in our gender pay gap highlights the amount of work which is going into improving gender equality, including sector-leading initiatives (such as STEMM Change and the Technician Commitment) which have recently been recognised through our achievement of the first ever institutional Athena Swan Gold award.  

Our Athena Swan team aligns closely with our Race Equality Charter team and groups representing other aspects of diversity, including our staff networks, to ensure that we are considering intersectionality in our efforts to reduce pay gaps and create new ways of working that are inclusive by design.  

We also expect to see further reductions in our pay gaps, as pay protection ends following the implementation of Level 7 banding for academic employees in 2022.