Our Gender Pay Gap Report 2019 (PDF) sets out and explains our ‘gender pay gap’ data from the period 1 April 2018 to 31 March 2019, and how we are working to reduce 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 reduce it.
Our overall data show:
- an average (mean) gender pay gap of 18.9%
- an average (mean) bonus pay gap of 12.2% (for bonuses awarded by the University)
- an average (mean) bonus pay gap of 82.1% (when NHS Clinical Excellence Awards are included – see report).
Further data and information is available in the Gender Pay Gap Report 2019 (PDF)