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St George’s is serious about equality, particularly where it makes a big difference to peoples’ lives. What people are paid should be fair and transparent and we want to ensure that our pay and reward systems do not indirectly impact negatively on any staff member. We recognise that we do have pay gaps at the university and are working to eradicate this.

Gender pay report

We carry out regular equal pay and gender pay audits. Equal pay audits focus on equal pay for work of equal value and gender pay audits that show the difference in the average pay between all men and women in our workforce.

In March 2018, all employers that employed 250 people or more had a statutory obligation to report certain gender pay metrics:

  • the difference between the mean and median hourly rate of pay for male and female employees

  • the difference between the mean and median bonuses paid to male and female employees, and the proportion of females and males receiving a bonus payment

  • the proportions of male and female employees in the four quartile pay bands.

Our mean gender pay gap of 14.2% is in line with the sector, however we aim to decrease our pay gap year-on-year. We have initiated an equal pay group, chaired by our Deputy Principal, which will recommend actions in order to help towards narrowing our gender pay gap.

Download our gender pay report (PDF) to read more about our findings and what we are doing to address the gap.

See the gender pay metrics government portal for gender pay reports and metrics.

Athena SWAN

We are committed to gender equality in both work and study. See how we are working towards implementing our Athena SWAN silver action plan to encourage representation, progression and success for all.


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