For Staff

We have published our Gender Pay Gap report for the period 1 April 2017 to 31 March 2018.

In it we welcome encouraging signs of progress since last year and summarise the ongoing plans across the University to further reduce our gender pay and bonus gaps.

Gender pay gap data sets out the average pay of all women employed by the University, compared to the average pay of all men. This is different to equal pay data, which tells us whether there are differences in pay between men and women doing comparable work.

Overall, the gender pay gap at the University has reduced to 20.1% (mean average) compared to 22.5% last year. More detail is explained in the report. 

Francesca Fowler, Director of HR, says, “I am very pleased to see that the latest figures show our gender pay gap moving in the right direction overall. We have a detailed action plan in place, which I will continue to oversee. The plan focuses our institutional attention and effort on targeting the complex and numerous underlying causes of the gap.”

She continues, “While we believe our actions are starting to have a positive impact, the gender pay gap remains both a challenging and a crucial issue to address and we remain focused on the task. I thank all those across our community who are bringing action plans to life and making this a shared priority at Leeds.”

To access the Gender Pay Gap 2018 report and further information about equality at Leeds, visit equality.leeds.ac.uk

Are you aware of your impact on equality? 

All colleagues should have completed the Introduction to Equality and Inclusion module. It covers the type of behaviours that are expected of all members of our University community; information about equality law; and ways in which we support and promote equality and inclusion at Leeds. It also explains the potential impact of unconscious bias and ways that we can mitigate against it.