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Gender Pay Gap

Gender Pay Gap Report

A key element of King’s heritage is as a pioneer of higher education for women.  This commitment continues with our approach to diversity and inclusion.   At a strategic level King’s launched its Global Institute for Women’s Leadership earlier this year.  Although the launch postdates the census date for this report, it is a clear demonstration of our commitment to equality of opportunity within and beyond King’s.

The Gender Pay Gap is an equality measure which shows the difference in average earnings between women and men, irrespective of roles and seniority.  This is expressed as a percentage of male pay.  Put simply, the Gender Pay Gap shows us the representation of women relative to men across the spectrum of the workforce.

King’s mean gender pay gap is 19.0% and the median is 14.1%.  Both of these numbers show a slight improvement from last year where the corresponding figures were 19.5% and 14.3%.


Although our Gender Pay Gap remains much higher than we would wish, we are moving in the right direction and we will seek to continue to build on the thinking and behaviours behind the fall.

King’s Diversity & Inclusion function has an updated action plan for 2018. Focused on gender equality for both staff and students it has a broader remit than gender pay, but necessarily focuses on aspects of that challenge.

Among other objectives and actions it will:

  • ensure that senior leaders are informed and able to act on King’s gender pay gap;
  • empower Athena SWAN assessment teams to share practice and cooperate, improving, and acting upon insights gleaned.

Through this we aspire to build the environment and confidence for all staff to take advantage of the opportunities available and to be the very best they can be.

We will continue to focus on tackling bias and other barriers to ensure that we maximise the potential of all our employees, especially those women who may feel discouraged from seeking opportunities. We will also continue to investigate and understand structural reasons for our Gender Pay Gap.  We are committed to addressing the gap in positive and sustainable ways by ‘doing the right thing’ and not merely by managing the numbers.

Our analysis of the causes of our gender pay gap shows that we have an opportunity to make an impact by increasing the representation of women in senior academic and professional services roles.

Our intention is to develop behaviours to address the root causes of the gender pay disparity to achieve sustainable, deep-rooted improvements.

We will continue to focus on the four key areas outlined last year:


We will make senior leaders aware of the role they have to play in developing and retaining female talent and make them accountable for doing so


We will continue to scrutinise the processes and outcomes which impact positively and negatively on our gender pay gap.  Our focus will be on internal promotion (including the readiness of female talent) and external recruitment.

We will continue to improve our management information so we can assess the impact of our promotion and recruitment decisions.

Organisational Culture

We will build on the current focus on female participation and move to identify and challenge any embedded cultural behaviours which might have an adverse impact on our commitment to diversity.

Positive Action for Women

We will continue to explore and evaluate the provision of coaching to improve the opportunity for women to progress in their academic careers. We will also look to develop ourselves and improve our understanding of how gaps are created through improved understanding of intersectionality.

For any inquiries regarding the report, please contact

Gender Pay Gap FAQs

What is the Gender Pay Gap? 

The ‘Gender Pay Gap’ is an equality measure which shows the difference in average earnings between women and men, irrespective of roles and seniority.

Gender pay measures the differences in mean and median hourly pay, the mean and median bonus payment, the proportion males and females receiving bonus payments, and the percentages of men and women distributed across pay quartiles in the institution.

The differences in pay and bonus are expressed as a percentage of male pay/bonus. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value. As such no inference can or should be made be made about equal pay using gender pay gap information.

Why is King's reporting? 

King’s College London is a public organisation with 250 or more employees as of 31 March 2017 thus required to publish specific gender pay information:

  • mean gender pay gap in hourly pay
  • median gender pay gap in hourly pay
  • mean bonus gender pay gap
  • median bonus gender pay gap
  • proportion of males and females receiving a bonus payment
  • proportion of males and females in each pay quartile.
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