Gender & Ethnicity Pay Gap Reporting

Our University is a diverse community, and a huge variety of people contribute to its success. We value our staff and are committed to ensuring equal pay for all our employees and addressing workplace barriers to equality, diversity and inclusion.

Publishing and monitoring gender and ethnicity pay gaps helps us to better understand the causes of any gaps and to develop, and monitor, solutions that are targeted, innovative, and effective.

Gender and ethnicity pay gap reports

Annual Reports on gender and ethnicity pay gaps were published on 25 March 2021.

We remain determined to address the reasons for any pay gaps related to gender and ethnicity at our University.

The mean gender pay gap in men's favour of 18.3% has reduced for the third year in a row and is 0.3% lower compared to 2019. The median pay gap of 13.7% has remained unchanged compared to 2019.

Our ethnicity pay gaps have reduced to 2.9% median and 7.2% mean in favour of staff who disclose as White, compared to 5.7% median and 8.6% mean in 2019, based on a disclosure rate of 92% of staff who have shared their ethnicity with the University.

Intersectional analysis of gender and ethnicity pay gaps is also undertaken and included in our Ethnicity Pay Gap Report. 

Representation and distribution of women and colleagues from Black, Asian and Minority Ethnic groups across our grading structure are factors that influence the pay gaps. The targeted actions included in the reports will help drive accountability for improving representation and support our wider activity to build a more inclusive and diverse workforce.

Equal pay audits

We conduct equal pay reviews to identify any areas of pay inequality that may require further exploration, and to measure the success of our ongoing activity to diversify our staff population in relation to gender and ethnicity.

We recognise that eradication of pay gaps will be a result of the success of our strategies related to embedding equity, improving representation, and building an inclusive culture.

Further information

I am proud to be publishing our Gender Pay Gap Report and Ethnicity Pay Gap Report 2021. These reports are vital tools in helping to eradicate inequality. I am confident that Bristol’s range of targeted actions will continue to reduce the gender pay gap including the Women’s Mentoring Network to support Academic and Professional Services communities, and the Academic Promotions Framework to reward and recognise the full range of contributions and achievements, forming part of the wider work underway to tackle the gender pay gap for all of our staff. I’m particularly pleased that this year we are publishing our second Ethnicity Pay Gap Report and exploring intersectional pay gaps between gender and ethnicity. This is an important development that will help us to measure the progress of action to improve the representation, progression and success of Black, Asian and minority ethnic colleagues at all levels of our institution.

Professor Judith Squires, Deputy Vice Chancellor and Provost at the University of Bristol
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