Wellcome's gender pay gap 2020
On 5 April 2020, Wellcome had a gender gap in median pay of 15.9%. This is about the same as the UK average, which the Office for National Statistics (ONS) reported as 15.5% in 2020.
Although our gender pay gap has steadily reduced since initially reporting the data four years ago, we know that we still have more progress to make. We remain committed to making fundamental and sustainable changes that will make Wellcome a more diverse and inclusive employer.
Wellcome's ethnicity pay gap 2020
On 5 April 2020, Wellcome had an ethnicity gap in median pay of -1.4%.
Although the headline figure suggests parity, and a 1% improvement on 2019, it does not give the whole picture:
other data collected over the past year tells us that the experience of black and minority ethnic groups (BAME) and non-BAME people at Wellcome can be very different
the breadth of the BAME category can be helpful, but in this context may mask important differences between specific minority ethnic groups
interpretation of this year’s ethnicity pay gap data has to be tentative because we did not received ethnicity data from a third of Wellcome employees.
Combined with other data we have gathered as part of our wider drive to make Wellcome a more diverse and inclusive employer, our ethnicity pay gap confirms we have more to do to support the recruitment, retention and progress of BAME colleagues, especially at senior levels.
Actions we're taking to reduce our pay gaps
It is clear from the data that we need to do more within Wellcome to support the career progression of women and people from black and minority ethnic groups at the most senior levels.
To support this, we took the following actions in 2020:
- introduced a new pay policy to make pay decisions consistent and fair
- included the salary in all job adverts and checked adverts for gendered language
- set a target for BAME representation among staff to be 30% at all levels by 2025
- committed to becoming an anti-racist organisation, establishing an internal working group and appointing an expert group and staff forum
- renewed efforts to encourage staff to share ethnicity data.
We will continue to commit to proactively change some of the systemic issues that hinder diversity and equity in health, in research culture, and in our own organisation. We see this an opportunity to integrate inclusive practices in our culture as well as in the ways we look to improve health through research. As always, our actions will be guided by evidence, what we learn along the way and the experiences of everyone at Wellcome.