Gender Pay Gap Report

University College Birmingham is committed to Equality, Diversity and Inclusion and has well developed policies which support this commitment. Staff regularly receive training so that they understand their legal obligations and this is embedded in their day-to-day work.

As part of these legal obligations, we are publishing this data in response to our responsibilities under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which require us to report on a number of metrics as of 31st March in a given year. The gender pay gap is the difference between the average pay (expressed as both the mean and median) of men and women expressed as a percentage and should not be confused with equal pay.

The data used was provided by Birmingham City Council, Payroll Department using a reporting tool developed by their own system providers, SAP, and is based on ACAS guidance in association with the Government Equalities Office.

2023 Metrics

Mean gender pay gap – 5.4% (6.1%) in favour of men. 
Median gender pay gap – 5.5% (2.9%) in favour of men.
Mean gender bonus pay gap – No bonuses awarded (-96.6%)
Median gender bonus pay gap – No bonuses awarded (-261.6%)

Proportion of males and females in each quartile band (quartile 1 being the lowest paid staff and quartile 4 being the highest paid).

According to the ONS, the UK gender pay gap (2023) had reduced to a provisional figure of 14.3%, (from a reported 15.1% in 2021 and 14.4% in 2022). Despite the fact we have seen an increase in the median gender pay gap to 5.5%, UCB’s results still compare favourably against the UK gender pay gap as well as more specifically against the Higher Education sector as a whole (14.8% mean, 12.3% median UCEA 2024).

2022 Metrics

Mean gender pay gap – 6.1% (9.0%) in favour of men. 
Median gender pay gap – 2.9% (7.9%) in favour of men.
Mean gender bonus pay gap is -96.6% (-433.3%) in favour of women.
Median gender bonus pay gap is -261.6% (-566.7%) in favour of women.

Proportion of males and females in each quartile band (quartile 1 being the lowest paid staff and quartile 4 being the highest paid).

According to the ONS, the UK gender pay gap (2022) had reduced to a provisional figure of 14.9%, (from a reported 17.4% in 2019 and 15.1% in 2021). Our results compare favourably in this regard as well as more specifically against the higher sector as a whole (14% mean, 15.8% median UCEA 2021, most recent reported data).

2021 Metrics

Mean gender pay gap – 9.0% (10.4%) in favour of men
Median gender pay gap – 7.9% (6.4%) in favour of men
Mean gender bonus pay gap is -433.3% (-17.2%) in favour of women
Median gender bonus pay gap is -566.7% (0%) in favour of women

Proportion of males and females in each quartile band (quartile 1 being the lowest paid staff and quartile 4 being the highest paid).

Prior to publication, these figures have been reported to our Executive Management Team and the Financial & General Purposes Committee and Equal Opportunities Committee.   

The overall profile of our staff population on 31st March 2021 was 35.6% men and 64.4% women.

2020 Metrics

Mean gender pay gap – 10.4% (11.8%) in favour of men
Median gender pay gap – 6.4% (4.8%) in favour of men
Mean gender bonus pay gap is -17.2% (0%) in favour of women
Median gender bonus pay gap is 0% (0%)

Proportion of males and females in each quartile band (quartile 1 being the lowest paid staff and quartile 4 being the highest paid).

Prior to publication these figures have been reported to our Executive Management Team and will be considered by our Financial & General Purposes Committee and Equal Opportunities Committee.   

The overall profile of our staff population on 31st march 2020 was 37.4% men and 62.6% women.

2019 Metrics

Mean gender pay gap – 11.8% (10.1%) in favour of men
Median gender pay gap – 4.8% (1.0%) in favour of men
Mean gender bonus pay gap is 0% (8.1%) in favour of men
Median gender bonus pay gap is 0% (0%)

The proportions of male and female employees in each quartile pay band.

Proportion of males and females in each quartile band (quartile 1 being the lowest-paid staff and quartile 4 being the highest paid).

Prior to publication these figures have been reported to our Executive Management Team and will be considered by our Financial & General Purposes Committee and Equal Opportunities Committee.   

The overall profile of our staff population on 31st march 2019 was 39.1% men and 60.9% women.

2018 Metrics

Mean gender pay gap - 10.1% in favour of men
Median gender pay gap – 1.0 % in favour of men
The mean gender bonus pay gap – 8.1% in favour of men
The median gender bonus pay gap is 0%

The proportions of male and female employees in each quartile pay band.

(This is the percentage of men and women there were in each quartile of our payroll on 31st March 2018 with quartile 1 being the lowest-paid staff and quartile 4 being the highest paid). 

The overall profile of our staff population on 31st March 2018 was 38.3% men and 61.7% women.

Prior to publication these figures have been reported to our Executive Management Team and will be considered by our Financial & General Purposes Committee and Equal Opportunities Committee. 

2017 Metrics

Mean gender pay gap - Women’s pay is 13.4% lower
Median gender pay gap - Women’s pay is 2.9% lower
The mean gender bonus pay gap is 9.7%
The median gender bonus pay gap is 0%

The proportions of male and female employees in each quartile pay band.

(This is the percentage of men and women there were in each quartile of our payroll on 31st March 2017 with quartile 1 being the lowest-paid staff and quartile 4 being the highest paid).

The overall profile of our staff population on 31st March 2017 was 37.7% men and 62.3% women.