UCL publishes its gender and ethnicity pay gap report

Our mean gender pay gap at UCL is 17.5% according to data published today, this has fallen from 19.5% in 2013 and is close to the UK average of 18%. The reduction is largely due to the proactive measures UCL has taken to encourage more women to seek promotion and to apply for our senior roles; and to ensure pay decisions take account of the need to close the existing gap, but there is still a way to go. "Given our commitment to equality, diversity and inclusion, the presence of a gender pay gap remains a very disappointing reality and one that we want to remove as fairly as we can and as soon as we can," explained Fiona Ryland, UCL Executive Director of HR. UCL has an equal pay policy so there is no 'equal pay gap' as staff receive equal pay for work of equal value in every pay grade across the university. The 17.5% gap exists because more men than women occupy senior roles at UCL. There is a noticeable drop in the proportion of black and minority ethnic (BME) staff as we move up each level at UCL, resulting in a mean ethnicity pay gap of 13. We are aware that the reasons for each gap are likely to be different and are committed to addressing both issues.