×
The University of 天发娱乐棋牌_天发娱乐APP-官网|下载 is committed to providing equal pay for work of equal value for all our employees, founded on a reward system which is free from bias and consistently applied.
We publish pay gap data annually and conduct regular equal pay reviews to monitor our equal pay compliance, and to identify and address unjustified inequalities in pay. We use these equal pay reviews, alongside equality charter self-assessments and other sources of insight, to help understand and address wider gender, ethnicity, disability and sexual orientation pay gaps.
Equal pay and pay gap reporting are different:
- Equal pay reporting is concerned with identifying and eliminating unjustified inequalities between the pay of groups of employees?performing work of equal value .
- Pay gap reporting measures differences between the average pay of all staff (employees and workers)?who share?a particular characteristic, irrespective of their job role or seniority .
Equal pay reviews
You can view our equal pay reviews below:
- 2022 Equal Pay Review
- 2019 Equal Pay Review
- 2018 Equal Pay Review
- 2017 Equal Pay Review
- 2015 Equal Pay Report
Hourly pay gaps
| ? | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
|---|---|---|---|---|---|
| Mean | 17.9% | 19.9% | 21.5% | 19.1% | 18.3% |
| Median | 18.6% | 13.7% | 16.2% | 15.8% | 16.2% |
| ? | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
|---|---|---|---|---|---|
| Mean | 13.4% | 8.3% | 7.9% | 5.9% | 4.8% |
| Median | 11.1% | 4.5% | 7.1% | 2.8% | 2.9% |
You can view our full history of gender and ethnicity pay gap data .
You can view our statutory gender pay gap reports on the GOV.UK portal .
Last update:?31 March 2025 [AM]