Cranfield University reports for the third year on our Gender Pay Gap1.

The data has been extracted from our HR & Payroll database and covers the relevant pay period within which our snapshot date of 31 March 2019 falls. Our bonus and recognition pay data is based on payments made within the preceding twelve months ending on the snapshot date (1 April 2018 to 31 March 2019).

The mean pay gap at Cranfield University is 23.4%, reducing from 24.5% in 2018.

The median pay gap at Cranfield University is 22.4%, remaining static since 2018.

Since 2017, our mean pay gap has reduced by 2.1%. We are pleased to report a reduction, however recognise that we still have much to do to reduce our pay gap further and this will not continue without significant investment in our resources and the deployment of positive action interventions. Achieving Athena Swan Bronze in 2017 was a milestone for the University and a number of action plans, in line with the more general diversity agenda, have been in place since this time and are closely monitored. These actions plans all dovetail and provide the cornerstone for addressing our Gender Pay Gap. Given the retrospective nature of the data reporting periods, it will take time to see the positive impact of these interventions and plans, in terms of the pay gap.

We are resolute in taking this agenda forward and feel that we have made some very positive steps which have provided a sound platform to build on for future years. We are committed to addressing the gender imbalance in our workforce and building an inclusive environment for individuals to succeed.

Sir Peter Gregson, Vice-Chancellor

Helen Perkins, Director of Human Resources

1 Prepared in accordance with our duty under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 and the associated ACAS guidance “Managing Gender Pay Reporting”.