Our Gender Pay Gap 2017 Report (pdf) sets out and explains our ‘gender pay gap’ data from the period 1 April 2016 to 31 March 2017, and how we are working to eliminate the gap.
‘Gender pay gap’ refers to the average salary of all women employed by an organisation, compared to the average salary of all men employed by that organisation, in this case, the University of Leeds.
Gender pay gaps are different from equal pay gaps, although this distinction is often confused.
Equal pay data tells us whether there are differences in pay between men and women doing comparable work and those disparities typically indicate where action is required around pay practices. Gender pay gaps are more closely associated with a need to address an unequal distribution of men and women across the levels of an organisation.
At the University of Leeds, we take our gender pay gap seriously and are working hard to eliminate it.
Our overall data shows:
- an average (mean) gender pay gap of 22.5%
- an average (mean) bonus pay gap of 8.9% (for bonuses awarded by the University)
- an average (mean) bonus pay gap of 81.9% (when NHS Clinical Excellence Awards are included – see report).
Further data and information is available in the Gender Pay Gap 2017 Report (PDF).