UK higher-education providers had a median gender pay gap of 11.9% in 2022, below the 14.4% UK comparison in the Higher Education Policy Institute’s 2024 analysis. But individual providers’ median gaps ranged from 0% to 41%, so the sector figure does not describe every university—and it is not a test of equal pay for equivalent work.
How did universities compare with the UK average?
HEPI’s 2024 analysis of 2022 employer-reported figures put the median gender pay gap for higher-education providers at 11.9%, against 14.4% in its broader UK comparison. The provider gap had narrowed by 4.4 percentage points between 2017 and 2022; the UK comparison narrowed by 4 percentage points over the same period. These are matched figures from HEPI’s analysis, not a comparison with a later national estimate.
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A gender pay gap describes the difference between men’s and women’s earnings across a workforce. It can reflect who holds higher-paid roles and how employees are distributed across an organisation. It does not, by itself, show whether women and men doing the same job with similar skills and experience receive different pay.
Why does the sector average hide so much variation?
In HEPI’s 2022 provider data, median gaps ranged from 0% to 41%. HEPI identified five providers with a zero median gap and reported the University of Buckingham at 41%. A zero median is one point-in-time measure; it does not establish equality across all roles or pay measures. Mean gap, workforce composition and change over time add important context.
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HEPI also found 28 providers moving in the wrong direction at the rate observed. Its illustrations of how long parity might take included more than half a century for Leeds and Loughborough and 680 years for Oxford. These are extrapolations from historic change, not predictions or guarantees. HEPI advises reading multiple measures and five-year trends together rather than treating a ranking as a complete assessment.
What does the latest UK-wide figure show?
The Office for National Statistics reported a gender pay gap of 12.8% for all employees and 6.9% for full-time employees in April 2025. Those ASHE estimates were provisional in the release. They provide newer national context, but they should not be placed directly beside HEPI’s 2022 provider-report figure as though the measures and populations were identical: ONS uses its Annual Survey of Hours and Earnings, while HEPI’s university analysis examines compulsory employer reporting.
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ONS’s ASHE measure compares median hourly earnings excluding overtime and expresses the difference relative to men’s median earnings. It is an across-jobs statistic, not an equal-pay test for people doing the same work. The government’s employer reporting service is another source and should not be conflated with the ONS series.
Do these 3 things before closing this tab:
1Clear out junk files and repair common Windows errors2Fix the driver behind crashes, sound loss and screen glitches3Repair Windows errors before they cause bigger problemsHow should you read a university’s figures?
Compare like with like before deciding whether an institution is above or below a benchmark. In particular, check:
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- Median and mean separately: they summarise the earnings distribution differently, so one can be higher than the other.
- Reporting year and snapshot date: figures from different years may reflect changes in staff and reporting periods.
- Pay quartiles: the proportions of women and men in the highest and lowest pay groups help show workforce distribution.
- Change over several years: the direction and size of movement can be more informative than a single snapshot.
- Whether a figure is raw or adjusted: an adjusted analysis uses specified factors and is not the same statistic as the reported gap.
Oxford shows why the measures can differ
In its 2024 snapshot, the University of Oxford reported a 17.7% mean gap and an 11.1% median gap. Its report cited higher-education averages of 13.0% for the mean and 11.9% for the median. Oxford also reported an adjusted mean gap of 4.2% after accounting for factors including grade, job function, location and tenure. Oxford said the remaining adjusted difference did not necessarily indicate bias and could reflect factors not captured in linked staff and pay data. That is Oxford’s interpretation of its own analysis, not a general finding about universities.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Where can you check an individual employer?
The GOV.UK Gender Pay Gap Service lets readers look up employer reports, including hourly and bonus pay comparisons and the proportions of men and women in pay groups. It also offers downloads by employer, sector and size. The service’s guidance says companies with more than 250 employees must report; rules and coverage depend on employer category, so consult the relevant guidance when assessing public-sector employers.
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