Figures showing the gender pay gap at the University of Nottingham are published today in a new statutory report available on the HR website. The report records the gap in pay by gender and highlights what the institution is doing to reset the balance.

Vice-Chancellor Professor Shearer West said the report should be seen as fresh impetus for our University community to tackle equality and fairness across the board.

The report confirms that the University of Nottingham has a significant gender pay gap of 23.6% in favour of male employees, compared to the national average of 18.4% as measured by the Office for National Statistics.

This gender pay gap is largely attributable to our demographics – we employ a greater proportion of male staff in more senior roles, who will have accrued salaries over a longer length of service than more recently recruited female staff.

However, it is important to note the difference between the gender pay gap and the issue of equal pay. We are confident that men and women are paid equally for doing work of equal value at the University and regularly carry out equal pay reviews to ensure this, most recently in 2017.

The report also highlights that despite there being more female staff working for the University — 4,225 female staff to 3,650 male staff — male staff occupy a larger proportion of senior positions.

Vice-Chancellor Professor West said:

“The University of Nottingham is committed to treating all our people in a fair, inclusive and equal way, regardless of gender or any other protected characteristic. A diverse and inclusive workforce is not just good for women, it is good for everyone.

“Significant progress has been made in this area and we should be proud of that, but we all recognise there is more to do and I want us to make the most of this opportunity. Our ultimate aim must be to achieve equality across the University, for all staff at all levels. You have my commitment that the University will work hard to close this gap.”

The report warns that it will take time to show meaningful change but highlights measures taken in recent years such as equalising starting pay on promotion and addressing historic gender salary imbalances.

Other initiatives include encouraging female staff into more senior roles and supporting them to stay and develop their career at the University, continued work through the Athena Swan programme and encouraging more male staff into junior roles to address the gender imbalance which exists there.