Gender and ethnicity pay gap
31 March 2019
King’s has a very diverse workforce and student body. Our staff is almost 50/50 male and female and our students are more than 60% female. Our undergraduate home students are more than 50% BME.
In Vision 2029, we said wanted to ensure 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 2019, the overall gender pay gap has reduced further to 17.8%, dropping 1.2% from the 2018 figure of 19%. Nonetheless, 17.8% is still a significant figure, and the ethnicity pay gap of 13.2% – which although not required by the government, is important for us to consider as an institution – remains largely unchanged.
Pay gaps are an indicator of the balance of representation of staff in roles at different levels across King’s. It is important we seek to understand both the sources of the gaps and how we can create the conditions to close them. The direction of travel is certainly positive, which is an endorsement of the steps we have been taking, but we cannot afford to be complacent.
Take a look at our 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.
Edward Byrne, President & Principal AC | Chair of the Equality, Diversity and Inclusion Committee
Evelyn Welch, Provost & SVP (Arts & Sciences) | Deputy Chair of the Equality, Diversity and Inclusion Committee