We have published our latest gender pay gap figures for 2025 based on snapshot data from March 2025. This data was published via gov.uk in March 2026. The requirement to report on the gender pay gap was introduced by the Government in 2017, and this is the ninth year we are publishing our figures.

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

^{* 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.}

Find out more by viewing King’s College London’s gender pay gap reports (including 2025) on the official Gender Pay Gap Service.

Previous reports can be found here:  

The data we collect, calculate and publish enables us to track our practical progress across equality, diversity and inclusion. It is important to remember that a pay gap is not about equal pay.

For 2025, King’s overall gender pay gap has reduced to 12.0%, dropping 0.2% from the 2024 figure of 12.2%. The median pay gap has decreased by 0.5% to 8.9%.

Our Athena Swan Action Plan provides a clear structure for continued improvements. We are learning how to make further change from the research undertaken by the Global Institute for Women’s Leadership. 

We calculate and publish our ethnicity pay gap voluntarily to help us track our progress and areas for improvement. For 2024, this has increased by 1.7% to 18.5%. 

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.