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UK higher-education providers had a median gender pay gap of 11.9% in 2022, below the 14.4% broader UK comparison used in a 2024 analysis by the Higher Education Policy Institute (HEPI). But the provider figures ranged from 0% to 41%, so the sector result does not describe every university—and a lower overall gap does not prove equal pay for equivalent work.
How did universities compare with the UK average?
HEPI’s 2024 analysis of 2022 employer-report data found a median gender pay gap of 11.9% among higher-education providers, compared with 14.4% in its broader UK comparison. The gap is a difference between men’s and women’s earnings across a workforce, not a direct comparison of employees doing the same job.
HEPI found that the provider median gap narrowed by 4.4 percentage points between 2017 and 2022; its UK comparison narrowed by 4 percentage points over the same period. These figures describe change in the reported gap, not the causes of that change. HEPI’s analysis and summary set out the sector comparison and its methodology.
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Why does the sector average hide large differences?
In 2022, higher-education providers’ median gaps ranged from 0% to 41%, according to HEPI. It identified five institutions with a zero median gap and the University of Buckingham at 41%. A zero median is one measure at one point in time; it does not establish that all pay outcomes are equal. Mean gap, staff distribution, reporting context and change over time can tell a different part of the story.
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HEPI also found that 28 providers were moving in the wrong direction at the rate observed. Its calculations suggested that some institutions, including Leeds and Loughborough, would take more than half a century to reach parity on that trajectory, while Oxford’s projection was 680 years. These are extrapolations from past movement, not forecasts or guarantees. HEPI cautions that rankings are blunt and that institutions should be considered across multiple measures and trends.
What does the more recent UK figure measure?
The Office for National Statistics (ONS) reported a gender pay gap of 12.8% for all UK employees and 6.9% for full-time employees in April 2025. Those estimates were provisional in the ONS release.
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These 2025 figures should not be treated as a like-for-like update to HEPI’s 2022 comparison. ONS uses its Annual Survey of Hours and Earnings, comparing median hourly earnings excluding overtime and expressing the difference relative to men’s median earnings. HEPI’s figures draw on compulsory employer gender-pay-gap reporting. ONS also stresses that its workforce-level measure is not an equal-pay test for men and women doing the same work with similar skills and experience.
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Why should you check both mean and median figures?
The median compares the middle value in each group; the mean compares average earnings. They can diverge when earnings are unevenly distributed or when men and women are represented differently across seniority and job types. A single headline number therefore gives an incomplete picture.
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The University of Oxford’s 2024 report illustrates the distinction. Oxford reported a mean gap of 17.7% and a median gap of 11.1%; the higher-education averages it cited were 13.0% mean and 11.9% median. Oxford also reported an adjusted mean gap of 4.2% after accounting for factors including grade, job function, location and tenure. That adjusted figure is a separate analysis, not the statutory raw gap. Oxford says the remaining adjusted difference does not necessarily indicate bias and may involve factors not captured in linked staff and pay data. These are Oxford’s own reported findings, not a conclusion about universities generally. Read Oxford’s gender pay gap report.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How can you compare an individual university fairly?
Use figures from the same reporting year where possible, and check what each measure represents rather than ranking institutions on a single percentage.
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- Compare like with like: use the same reporting year and snapshot date, and distinguish employer-report figures from ONS estimates.
- Read median and mean together: a gap in one does not predict the other.
- Check workforce distribution: look at the proportions of women and men in each pay quartile, especially the upper and lower groups.
- Track direction over time: compare several years and note both the size and direction of change.
- Keep adjusted figures separate: note which factors a model controls for; do not substitute an adjusted result for the raw employer-report measure.
The GOV.UK Gender Pay Gap Service lets readers look up employers’ hourly and bonus pay comparisons and the proportions of men and women in pay groups. It also provides downloads by employer, sector and size. Its guidance says companies with more than 250 employees must report; rules can differ for other employer categories, so check the relevant guidance when interpreting public-sector coverage.
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