We calculate and publish our ethnicity pay gap voluntarily to help us track our progress and areas for improvement. For 2022, this has reduced to 17.8%, dropping 1.3% from the 2021 figure of 19.1%.
Like the gender pay gap, the ethnicity pay gap reflects occupational segregation, with (following the insourcing of our security and cleaning services) the highest proportion of our Black and Minority Ethnic staff being in our lowest pay bands.
Our Race Equality Charter Action Plan provides the framework that we are using to address the urgent need for faster, tangible improvements.
Achieving balanced representation for different groups of people in roles at all levels across our university is our aspiration. It is a core part of ensuring that everyone, no matter what their background, has an equal opportunity of success as part of the King’s community.
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 in the GOV.UK website.