Bonus payments information
| | Male | Female | White | Racially Minoritised | Disabled | Not Disabled/ no disability declared |
|---|
| % of staff receiving a bonus |
24.4% |
27.6% |
29.7% |
15.7% |
25.9% |
31.2% |
|---|
|
Difference
|
-3.3%
|
14%
|
5.3%
|
Bonus payments details
| | Mean bonus | Median bonus |
|---|
| Gender |
69% |
37.5% |
|---|
| Ethnicity |
-45% |
42.9% |
|---|
| Disability |
35.3% |
25% |
|---|
Gender
The median bonus pay gap between men and women has decreased by 8.6% since the previous reporting period. In 2024, a higher number of bonuses were awarded to staff, however, the overall the distribution of bonus values for women were lower in comparison to men. Furthermore, the bonus pay gap continues to be influenced by Clinical Impact Awards (CIA) which are higher in value and awarded to Clinical Academic staff consisting of a higher proportion of male employees compared to the demographics of the workforce.
The mean bonus pay gap between men and women has marginally increased since 2023 (65.4%) and is now recorded as 69%. In 2017, the mean bonus pay gap recorded was 77.5% which now equates to a total decrease over time of 8.5%.
Ethnicity
The mean bonus pay gap between white and racially minoritised employees has increased over time and remains in the favour of racially minoritised employees. In 2020, the mean bonus pay gap recorded was -111.80% which has since reduced to -45.0% in 2024 (+66.8% difference).
This data shows that out of all employees who received a bonus payment, the amount of bonus pay received (on average) has continued to be higher for employees who are racially minoritised in comparison to white employees.
Disability
In 2024 the university began reporting on Disability Pay Gap data for the first time. Since the previous reporting period, the mean bonus pay gap has increased by 12.6% and the median bonus pay gap has increased by 36.3%. However, both figures remain the lowest figures recorded in comparison to all other bonus pay gaps.
Last edited Mar 17, 2025