The gender pay gap highlights average pay disparities between men and women within UK Biobank, independent of job roles.

At UK Biobank we are committed to fostering a workplace where diversity is celebrated, inclusion is intentional, and equity is embedded in every aspect of the employee experience.

This is the first gender pay gap analysis for UK Biobank, calculated in accordance with legal regulations implemented in 2017, which state organisations with 250 or more employees must report their gender pay gap annually.

As of 5 April 2024, UK Biobank employed 282 people.

Differences between gender pay gap and equal pay comparisons

  • Gender pay gap focuses on average pay differences across the organisation.
  • Equal pay comparisons assesses pay equality for individuals performing similar work.

Key findings

Mean and median gender pay gap

For the reporting cycle of 2024-2025, our analysis reveals a mean gender pay gap of 20.0% and a median gender pay gap of 19.8%.

These figures suggest a trend where a greater proportion of women occupy lower and middle pay quartiles, while men are predominantly in higher-paid senior roles.

Mean and median gender bonus gap

The mean gender bonus gap stands at 49.3%, with the median at 50.0%.

Bonus payments, which are discretionary and typically range from £1,000 to £3,000 as recognition for performance, were received by 10.6% of female employees and by 8.0% of male employees.

Pay quartiles

Analysis of internal groups

Understanding our results

Industry comparisons

When analysing our data in the context of the broader industry, UK Biobank’s mean gender pay gap of 20.0% aligns closely with statistics published by the Office for National Statistics (ONS).

The ONS reports a mean gender pay gap of 20.3% for ‘professional, scientific, and technical activities’ and a median gap of 18.7%.

This indicates that our gender pay gap is generally consistent with ongoing trends in the industry, reflecting the sector’s gender distribution dynamics.

  • The gender pay gap is influenced significantly by the concentration of men in upper-paying positions, particularly in specialist roles.
  • Health Research Assistants and Participant Contact Centre Advisor positions attract a predominantly female workforce in lower pay quartiles, contributing to the reported pay gap.
  • The organisation faces challenges in promoting gender diversity at senior levels due to the limited number of senior roles and low turnover rates.

Upon further analysis, we observed differences among various employee groups:

  • The results for imaging employees reflects more structured pay scales and a balanced gender representation.
  • The results for core employees indicates that male representation in higher-paying specialist roles influences the figures significantly.

Next steps

Two women sit and have a meeting in a booth, one has a laptop screen open and a monitor displays graphs and charts between them. They are smiling

Reducing the gender pay gap remains a priority for UK Biobank.

Our ongoing commitment to transparency and continual improvement in gender equity will guide our strategies, aiming to foster a workplace characterised by inclusivity and equitable opportunities for all employees.

This dedication positions us to respond effectively to the challenges and opportunities present in the current working environment, ensuring that we continue to support our diverse workforce.

In light of these findings, UK Biobank is committed to enhancing its Equity, Diversity and Inclusion (EDI) initiatives:

  • Recruitment

    Implementing standardised assessments and anonymisation processes to promote diverse candidate selection.

  • Internal development

    Supporting internal career growth and establishing clear progression frameworks.

  • EDI networks

    Strengthening internal EDI groups to promote inclusivity.

  • Training

    Providing resources for leadership development focusing on inclusivity.

  • Data Analysis

    Encouraging employees to provide diversity information for deeper insights.

We confirm that our gender pay gap calculations are accurate and meet the requirements of the regulations.

Joanne Wright, Director of People and Development
Gareth Gregory, Chief Finance Officer

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