The gender pay gap highlights average pay disparities between men and women within UK Biobank, independent of job roles. Read our analysis for the reporting cycle of 2025/26.
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 second 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 2025, UK Biobank employed 318 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 2025-2026, our analysis reveals a mean gender pay gap of 24.8% and a median gender pay gap of 19.9%.
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 -0.2%, with the median at 0%.
In 2025, a higher proportion of female colleagues received a bonus, reflecting our continued focus on recognising individual achievements across the organisation.
Pay quartiles
Analysis of internal groups
Understanding our results
Industry comparisons
When compared with similar organisations in the sector, UK Biobank’s mean gender pay gap remains broadly in line with comparators.
However, the mean hourly pay gap is higher than many peer organisations, largely driven by structural changes and increased recruitment into senior roles, where men are currently overrepresented.
UK Biobank shows strong performance in bonus outcomes. This places the organisation more favourably than several sector peers, many of which reported either no bonus scheme or larger gender differences in bonus distribution.
The data is segmented into defined employee groups to provide clearer insight into pay patterns across the organisation:
- Imaging Centres show lower gender pay gaps due to structured pay spines, though results reflect gender distribution across quartiles.
- Core employees display a 15.3% mean and 20.9% median gap, influenced by specialist, higher‑paid roles predominantly held by men.
- Excluding the Executive Leadership Team, the gap shifts to 17.0% mean and 18.2% median, driven by changes in upper and lower quartile representation.
- Female‑dominated roles in the lower pay quartile have increased to 76.2% in 2025, significantly influencing the overall gender pay gap.
- Senior roles remain few, highly paid, and predominantly male‑held, meaning salary changes ahead of the snapshot further widened the gap.
Next steps
Reducing the gender pay gap continues to be a priority for UK Biobank.
We remain committed to advancing gender equality by continuously reviewing and implementing new policies and procedures that promote fairness, inclusivity and equal opportunities across all levels of the organisation.
In light of these findings, UK Biobank intends to take further proactive steps over the next year to develop our systems, processes and people, including:
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Recruitment
Exploring a wider range of recruitment partners, including female‑led executive search firms and specialist agencies with strong networks across under‑represented ethnic groups.
Refining our role profiles to support more effective attraction strategies and appeal to a broader, more diverse candidate pool across all levels of the organisation.
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Targeted coaching and development for future talent
Introducing a structured coaching programme for high‑potential colleagues to support their career progression.
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Sponsorship for under‑represented talent into senior roles
Launching a sponsorship scheme where senior leaders actively champion colleagues from under‑represented groups.
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Transparent pathways into leadership
Developing clearer pathways into leadership roles, including access to stretch assignments, leadership shadowing and secondment opportunities.
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Strengthening succession planning
Embedding diversity considerations into succession planning discussions to ensure a balanced slate of potential successors for key senior roles.
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Senior leadership accountability
Introducing gender and diversity representation measures/metrics into senior leadership objectives.
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
Read UK Biobank’s first gender pay gap analysis from 2024/25. Our ongoing commitment to transparency and continual improvement in gender equity will guide our strategies to reduce this gap.