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Pay Equality at King's

Gender and ethnicity pay gap

31 March 2020

King’s has a very diverse workforce and student body. 55% of our staff and 60% of our students are women. More than half of our undergraduate home students are Black, Asian and minority ethnic.

We outlined in Vision 2029, the importance that everyone, no matter what their background, has equal opportunities as part of the King’s community. A diverse, fair, and highly inclusive organisation is good for King’s, for our staff and for our wider community.

We are pleased to say that, for 2020, the overall gender pay gap has reduced further to 17.1%, dropping 0.7% from the 2019 figure of 17.8%. We are concerned, however, by the increase in ethnicity pay gap, which we have recorded as 20%, a rise from 13.2% in 2019. Although the government does not require us to report on our Ethnicity Pay Gap we believe it is important for us to consider it as an institution and to ensure transparency and openness. In August 2019 we were pleased to welcome over 400 cleaning and security staff, following the successful insourcing of those teams. Consequently we saw an increase within the King’s workforce of more junior staff who identify as Black, Asian or minority ethnic (BME), resulting in part of the ethnicity pay gap rise. However, we cannot be complacent in other parts of the university workforce either as we also recognise that the low number of BME senior staff and the low overall representation throughout the organisation as a whole of BME staff are also important to address.

Pay gaps are an indicator of the balance of representation of staff in roles at different levels across King’s. Addressing these structural issues are a core part of our overall EDI strategy and are significant factors in our Race Equality Action Plan having undertaken thorough analysis in recent times to understand both the sources of the gaps and how we can create the conditions to close them.

We recognise the continuing challenge of structural inequality that many groups face including women and BME employees. We outline our commitments both in our Athena Swan action plan and Race Equality Chartermark action plan.

Take a look at our Equality, Diversity & Inclusion webpages to find about what we’re doing to make King’s a more inclusive place to work. You can read more about pay gap reporting on the GOV.UK website.

Women’s mean hourly wage is lower than men’s by:*

2017201820192020
19.5 % 19 % 17.8 % 17.1 %
View Report View Report View Report View Report

* The mean hourly rate is the average hourly wage across the entire university so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.

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