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UCL's annual reports on the gender, ethnicity and disability pay gaps.
The UCL gender pay gap in context
Please note that Equal pay and gender pay gap reporting are not the same thing. The 'gender pay gap' is the difference in average/ median earnings between women and men.
Like most large employers in the UK, UCL has traditionally attracted and employed more men in senior posts than women, and more women than men in lower paid jobs. As a result the average salary of men across UCL has always been higher than the average salary of women. This is generally known as a ‘gender pay gap’.
UCL remains committed to addressing gender, ethnicity and disability pay gaps over the coming years, and this page provides access to all of UCL’s historic and current gender, ethnicity and disability pay gap reports, including the actions they set out to improve representation, support progression and reduce the gaps over time.
2026
(analysing data from 2025)
2025
(analysing data from 2024)
2024
(analysing data from 2023)
2023
(analysing data from 2022)
2022
(analysing data from 2021)
2021
(analysing data from 2020)
2020
(analysing data from 2019)
2019
(analysing data collected 31 March 2018)