Key Findings from the UKRI 2025 Gender Pay Gap Report
UK Research and Innovation (UKRI), the primary public funder of research and innovation in the United Kingdom, has released its seventh annual Gender Pay Gap Report for 2025. This statutory report, based on a snapshot date of 31 March 2025, reveals a mean gender pay gap of 8.3 percent, representing a narrowing of 0.7 percentage points from 9.0 percent in 2024. The median gap also improved to 7.0 percent, down 0.5 percentage points from the previous year. These figures continue a downward trend observed since 2022, when the mean gap stood at 9.6 percent.
UKRI's workforce comprises 8,543 employees, with 46 percent female and 54 percent male—a proportion that has remained stable since reporting began in 2018. The organization emphasizes that the gender pay gap measures differences in average hourly earnings across all roles, not pay for equivalent work. Indeed, a separate Equal Pay Audit published in September 2025 confirmed no significant disparities (greater than 5 percent) in pay for equal work within grades and pay scales.
Breaking Down the Trends and Quartile Analysis
The report details pay distribution across quartiles, highlighting male overrepresentation in higher-paid roles. In the upper quartile, 61 percent are male compared to 39 percent female, while the lower quartile is nearly balanced at 51 percent male and 49 percent female. This occupational segregation—more men in senior leadership (Bands X and H) and research-intensive Science 1 (S1) and Science 2 (S2) pay scales—drives the gap. The S1 scale, 82 percent male, and S2, 59 percent male, introduced in 2022, have influenced recent figures.
Median gaps by quartile vary: 7.7 percent in the lower middle (favoring males), narrowing to 1.0 percent in the upper. Female representation in the upper quartile rose 4 percentage points from 2024, signaling progress in senior promotions.
Bonus Payments: Mixed Progress
Bonus data shows a mean gap of 16.0 percent (worsened from 8.3 percent), largely due to higher average senior awards for males (£9,243 vs. £8,838). However, the median bonus gap is neutral at 0.0 percent. Nearly all employees (99.8 percent female, 98.8 percent male) received end-of-year awards, with comparable proportions across types. Part-time workers, disproportionately female, receive pro-rated bonuses, contributing to mean differences.
Ethnicity Pay Gap and Data Challenges
For the fifth year, UKRI reports an ethnicity pay gap, comparing minority ethnic employees to white British. The mean gap is -5.5 percent (minority ethnic favored), widened from -2.0 percent, with median at -1.8 percent. However, 44 percent of data is missing, limiting granularity. UKRI aims to boost declaration rates for intersectional insights. Read the full UKRI Gender Pay Gap Report 2025 for detailed breakdowns.
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UKRI's Proactive Measures and Diversity Commitment
Gemma Bailey, UKRI Chief People Officer, stated: "UKRI plays a significant role in shaping the wider research and innovation system, and it is essential that we demonstrate leadership through our own actions." Initiatives include mandatory anti-harassment training, a Reverse Mentoring Scheme, sexual harassment toolkit, enhanced parental leave policies, and support for staff networks like Women and Gender Equity.
Underpinned by principles of diversity, connectivity, resilience, and engagement, UKRI's EDI Workforce Plan drives equitable progression. The Equal Pay Audit reinforces no unequal pay issues, focusing efforts on representation.
Gender Pay Gaps in UK Higher Education: Sector-Wide Picture
As the steward of £8 billion in annual research funding, much directed to universities, UKRI's progress sets a benchmark. Yet, UK higher education faces persistent challenges. The sector median gap held at 9 percent for 2022-23 per Advance HE, below the national 14.2 percent, but 2024-25 data shows 60 percent of institutions worsening. Universities like Leeds Conservatoire (32 percent median) and Durham (21 percent in Russell Group) lag, driven by insecure contracts and low-pay roles disproportionately affecting women.
Russell Group averages hover around 12-13 percent median, with over half widening in 2024-25. Experts like Penny East of Fawcett Society warn of "national stagnation," urging cultural shifts.
Occupational Segregation in Academia Mirrors UKRI
Similar to UKRI's STEM dominance (82 percent male in S1), universities show male overrepresentation in professorial roles (around 70 percent male). Casualization—teaching fellows, hourly contracts—impacts women more, exacerbating gaps. UCU's Jo Grady links this to strikes over pay and conditions.
UKRI's Influence on University EDI
UKRI's Gender Equality Plan (2022-2026) mandates EDI in funded projects, influencing university practices. Guidance promotes gender-sensitive research, aligning with Horizon Europe. This leadership could accelerate sector progress amid stagnant trends.
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Challenges and Solutions for UK Colleges and Universities
Colleges face similar issues, with further education gaps often higher due to part-time prevalence. Solutions include targeted recruitment, flexible progression, and performance equity reviews. UKRI's reverse mentoring and policy enhancements offer models. Times Higher Education analysis calls for addressing insecure work to foster inclusivity.
- Enhance senior female representation through leadership programs.
- Improve data collection for ethnicity/disability intersections.
- Harmonize bonuses and overtime for part-time staff.
- Leverage UKRI funding conditions for EDI compliance.
Future Outlook: Toward Parity in Research and Academia
With sustained actions, UKRI projects further narrowing. For higher education, national ONS data shows overall UK gap at 12.8 percent median in 2025, but sector must counter worsening trends. UKRI's transparency inspires universities to prioritize EDI, ensuring diverse talent drives innovation.
Stakeholders advocate for cultural change, fair contracts, and bold policies. As funders like UKRI lead, UK colleges and universities can build equitable futures, benefiting research quality and societal impact.