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DMU and the Pay Gap (gender and race)

“DMU’s ambition is to be a sector leader for fairness and inclusion across all protected characteristics, including race and gender. We are firmly committed to ensuring equality of opportunity and improving outcomes for all our staff and students. 

“This summary, which outlines the current gender pay gap (GPG) at De Montfort University (DMU), is a testament to the efforts made by DMU to reduce the GPG and we are determined to continue to take proactive measures to further narrow this gap in future years.

“Last year we took the decision to publish our race pay gap (RPG). We have again published this as transparency across both areas is a key requirement as we tackle inequitable outcomes. While we are encouraged by the current figures, we know that not all our staff have disclosed or wish to disclose their race/ethnicity. We are committed to encouraging greater disclosure rates among our staff to help us better understand our position in respect of the RPG and we are also committed to taking proactive steps through our ‘Decolonising DMU’ and Race Equality Charter Action Plan to reduce the RPG in future years.”

Professor Andy Collop, Interim Vice-Chancellor, De Montfort University

The gender pay gap

The GPG shows the difference in pay between all men and women in a workforce expressed as a percentage of men’s earnings. It can sometimes be confused with the law on ‘equal pay’. An equal pay analysis looks at whether men and women doing equal work are paid the same i.e. it is a direct comparison between the contractual terms (including pay) of two people of the opposite sex doing equal work. A gender pay review, however, looks at the pay of men and women at all levels of the workforce as a whole, and considers the difference between the average pay gap of each group.


For the pay period containing the ‘snapshot’ date of 31 March 2019, DMU has a mean GPG of 11.2% and a median GPG of 2.2%. This shows a continuing downward trend on last year’s reported mean and median GPG figures of 11.9% and 2.6% respectively.

Typically, women are less well represented than men in senior levels and are overrepresented in the lower levels of the organisation. We believe that this is the underlying factor driving our GPG. We are seeking to address this, and, among other actions, are developing our processes and support to enable more women to progress and enter into more senior roles. We are encouraged to see an increase in the representation of women in the top quartile of the organisation (increasing from 42.0% in 2017 to 46.2% in 2019).

DMU’s commitment to equality

DMU is fully committed to our equality and diversity charter DMUfreedom and to delivering on the commitments outlined in our Athena Swan and Race Equality Charter action plans. We have already taken a number of proactive measures to close our pay gaps:

  • We offer a range of work/life balance (WLB) and flexible working options for our staff to help them balance their work and non-work commitments, including caring responsibilities. We have recently reviewed our policies and have refreshed our approach to our WLB and flexible working provisions at DMU. This includes greater clarity on and easier access to our policies via our staff intranet, as well as facilitating a culture of positive encouragement of flexible working and WLB, with visible commitment from the most senior levels of the organisation. 
  • We positively support women to return to work following maternity leave by offering a range of flexible working options.
  • We recognise that men also want access to flexible working and to be more actively involved in family care responsibilities, so our flexible working policies are open to all employees regardless of their sex or personal circumstances.
  • Our Shared Parental Leave policy allows fathers (or partners, including same sex partners) access to the same level of enhanced pay during shared parental leave as a woman taking maternity leave would be entitled to receive. 
  • To help address the lower representation of women in more senior academic roles, we introduced a range of academic career pathways across the different disciplines of teaching and research, from a new early career academic level through to professor.
  • We have successfully run a Developing Diversity programme, an internal positive action programme for women, and BAME employees as well as disabled employees. The 12-month programme ended in December 2018, and there have already been successful outcomes from participants in that programme including promotion of female participants. We are currently reviewing its content to ensure alignment with the values and leadership behaviours that emerge from our culture change programme.
  • We ensure that internal pay progression and promotional opportunities, including opportunities for promotion to Professor and Associate Professor, are effectively communicated so that women and other less well represented groups are encouraged to put forward an application.  
  • We held an “Aspiring Academics” event in December 2019, which aims to encourage less well represented groups (e.g. female and BAME) to apply for promotion to Associate Professor and Professor. We intend for this to become an annual event in future.
  • We support women to engage in development opportunities to encourage more women into more senior and leadership positions; for example, we will be sponsoring a number of women to participate in the Aurora Women's Leadership Development Programme commencing in February 2020, and have recently invited applications for the Senior Women’s Leadership Development Programme commencing in April 2020. Both of these programmes are delivered by Advance HE. 
  • DMU:Manager, a development programme for managers at DMU, has been launched in 2019. Initially focused on ensuring new managers are familiar with their responsibilities within our staff policies, it will be further developed in 2020 to build managers’ knowledge and skills, which will include how to support groups that are less well represented in more senior roles to develop and progress.
  • We have introduced an internal coaching service and have trained ten internal coaches who can provide one-to-one coaching conversations to support the career development of staff. We are also developing an internal mentoring scheme and this will be launched this academic year.

We recognise that reducing our gender pay gap will take time. However, we are confident that our commitment to change, as demonstrated in these and other measures, will help us continue to achieve increased gender balance across all levels of our organisation.

Further information

Why is DMU publishing this information?

DMU has over 250 employees and is therefore required to report its GPG in accordance with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (“the Regulations”). This statement has been produced by reference to the Regulations and associated guidance.  However, we are proud to share our figures (which are considerably lower than the average for the sector) and to publicly state our intention to continue to further reduce and ultimately eliminate our pay gap.

What causes the ‘GPG’?

A GPG can occur for example where men and women are distributed unevenly across the workforce. If an organisation employs more women in lower paid types of work, they are likely to have a larger GPG. Although this could highlight the need to improve equality of opportunity, it does not necessarily mean that there are unequal pay practices within the organisation.

The GPG can be influenced by a range of socio-economic factors: for example, women returning to work following career breaks for childcare reasons can tend to return into lower paid and often, part time, jobs.

The GPG is also about ensuring greater gender balance across all occupations and at all levels in the workforce. Employers may wish to attract more men into jobs that are traditionally occupied by women and vice versa and ensure that opportunities to work flexibly are available to both men and women on an equal basis and at all levels of the workforce.

What is the ‘bonus pay gap’?

This is similar to the GPG but looks specifically at the amounts paid on average to men and women by way of bonus pay (if any bonus pay has been paid) during the twelve month period.

A negative figure indicates a pay gap in favour of women as per the Office for National Statistics (ONS) methodology.

What is DMU’s ‘bonus pay gap’?

DMU’s bonus pay gap figures during the twelve-month period preceding the ‘snapshot’ date of 31 March 2019 showed a mean gender bonus gap of -33.5% and a median gender bonus gap of -39.3%. (A negative figure indicates a pay gap in favour of women). 3.7% of male employees received a bonus, while 1.3% of female employees received a bonus.

Bonuses at DMU are generally only available to staff on senior grades, as discretionary payments linked to individual performance. We have fewer women employed in senior roles and therefore have fewer women than men who are eligible to receive a bonus.

However, of all those who did receive a bonus, generally women tended to be awarded a higher bonus than men. This explains why the university has a bonus pay gap figure (both mean and median) in favour of women.

Pay quartiles

In accordance with the Regulations, we have also divided the total population of the workforce into quartiles: the lower quartile, lower middle, upper middle and upper quartile pay bands. The percentages of males and females within each quartile are as follows:

DMU pay quartiles
  Male Female
Top quartile 53.8% 46.2%
Upper middle quartile 47.2% 52.8% 
Lower middle quartile 49.2% 50.8%
Lower quartile 34.3% 65.7% 

The race pay gap (RPG)

The RPG shows the difference in pay between white employees and Black, Asian and minority ethnic (BAME) employees in the DMU workforce expressed as a percentage of white employees’ earnings.

There is currently no mandatory reporting duty in respect of the race/ethnicity pay gap; however, in the interests of openness and transparency, DMU has chosen to monitor and report its RPG as a voluntary initiative.

It is acknowledged that presenting the RPG as a binary comparison between white and BAME staff does not acknowledge the gaps that may be present between people of different races and ethnicities e.g. between Black and Asian employees or between men and women of the same or different ethnic groups.

While a more nuanced intersectional analysis might reveal more qualitative data on the nature of the RPG, for reasons of simplicity and consistency the university has chosen to apply the same methodology as prescribed by the mandatory GPG reporting duty for its reported figures.  However, we are proud to be an employer with a particularly diverse workforce, representing a wide range of ethnicities, nationalities, backgrounds and cultures, reflecting the diversity of the city in which we are based.

We recognise that reducing our gender and RPGs will take time. However, we are confident that our commitment to change, as demonstrated in a range of measures, will help us continue to achieve increased balance in these critical areas across all levels of our organisation.


For the pay period containing the ‘snapshot’ date of 31 March 2019, DMU has a mean RPG of 6.5% and a median RPG of 0.0%. This shows a downward trend on last year’s reported mean GPG figure of 7.9%, and a continued median RPG of 0%.

The above figures are subject to caveat because DMU does not currently have a 100% disclosure rate in terms of race and ethnicity and therefore our figures are based on available data as at the snapshot date.  DMU takes ongoing measures to encourage higher rates of disclosure of race and ethnicity among its workforce, and so far, has seen a small improvement in the disclosure rate from 86% in March 2019 to 88% in March 2020.

DMU’s bonus pay gap figures during the twelve-month period preceding the ‘snapshot’ date of 31 March 2019 showed a mean race bonus gap of -14.2% and a median race bonus gap of -32.2%. (A negative figure indicates a pay gap in favour of BAME employees). 3.0% of white employees received a bonus, while 1.9% of BAME employees received a bonus.

The quartile data for the RPG is as follows:

DMU pay quartiles
  White BAME
Top quartile 80.3% 19.7%
Upper middle quartile 68.6% 31.4%
Lower middle quartile 76.0% 24.0%
Lower quartile 71.1% 28.9%

Pay Gap Data Trends: 2017 - 2019

The pay gap data is based on snapshot pay data in the March before the publication date i.e. 2017 data is based on a snapshot of data taken in March 2017, and this was published in 2018.

Gender pay gap (GPG)

Negative amounts indicate a pay gap in favour of women.

  2017 2018 2019
DMU mean GPG 15.0% 11.9% 11.2%
DMU median GPG 23.0% 2.6% 2.2%
DMU mean bonus GPG 10.1% -13.0% -33.5%
DMU median bonus GPG -67.9% -13.7% -39.3%
Proportion of male employees who received a bonus 3.7% 3.4% 3.7%
Proportion of female employees who received a bonus 1.5% 1.3% 1.3%
Top quartile male 58.0% 56.2% 53.8%
Top quartile female 42.0% 43.8% 46.2%
Upper middle quartile male 47.0% 45.3% 47.2%
Upper middle quartile female 53.0% 54.7% 52.8%
Lower middle quartile male 45.0% 51.2% 49.2%
Lower middle quartile female 55.0% 48.8% 50.8%
Lower quartile male 33.0% 33.6% 34.3%
Lower quartile female 67.0% 66.4% 65.7%


Race pay gap (RPG)

The pay gap data is based on snapshot pay data in the March before the publication date i.e. 2018 data is based on a snapshot of data taken in March 2018, and this was published in 2019.

Negative amounts indicate a pay gap in favour of BAME employees.

  2018 2019
Mean RPG 7.5% 6.5%
Median RPG 0.0% 0.0%
Mean Bonus RPG -22.3% -14.2%
Median Bonus RPG -77.1% -32.2%
Proportion of White employees who received a bonus 2.7% 3.0%
Proportion of BAME employees who received a bonus 2.0% 1.9%
Top quartile White 83.9% 80.3%
Top quartile BAME 16.1% 19.7%
Upper middle quartile White 72.6% 68.6%
Upper middle quartile BAME 27.4% 31.4%
Lower middle quartile White 77.7% 76.0%
Lower middle quartile BAME 22.3% 24.0%
Lower quartile White 76.1% 71.1%
Lower quartile BAME 23.9% 28.9%