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Closing the gap – Pay at Ulster University

Pay equality is a priority at Ulster. For the past two consecutive years we carried out a Gender Pay Gap Analysis to see how we compare with other Higher Institutions in GB.

Northern Ireland’s gender pay gap reporting requirements are not yet in place, so this provides a useful benchmark for our continuing work in this area.

Our current gap falls short of where we want to be.

Like many other universities, our analysis identifies a range of potential causes, including higher numbers of females in lower grades and lower numbers in higher grades.

In line with our Equal Pay Policy, we also carried out our triennial Equal Pay Review in 2017.

We found no significant equality issues regarding equal pay; staff at Ulster receive equal pay for equal work. The principle reasons for our pay gaps are enduring job segregation, unequal access to allowances and the application of market supplements at appointment.

The recommendations from this review informed our Equal Pay Action Plan, which aims to mitigate pay differences, and our Equality, Diversity and Inclusion Strategy and action plan.


Staff Equality Data

Staff Equality Data Archive
Census Date Data by campus Data by staff category
6 February 2010 By campus 2010By Staff Category 2010
6 February 2011 By campus 2011By Staff Category 2011
6 February 2012 By campus 2012By Staff Category 2012
6 February 2013 By campus 2013By Staff Category 2013
6 February 2014 By campus 2014 By Staff Category 2014
6 February 2015 By campus 2015By Staff Category 2015
6 February 2016 By campus 2016By Staff Category 2016
6 February 2017 By campus 2017By Staff Category 2017
6 February 2018 By campus 2018By Staff Category 2018
6 February 2019 By campus 2019By Staff Category 2019
6 February 2020 By campus 2020By Staff Category 2020
6 February 2021 By campus 2021By Staff Category 2021
6 February 2022 By campus 2022By Staff Category 2022
Five Year Trend Analysis
Census Date Data by campus Data by staff category
5 Year Trend Analysis (2010-2014) By campus 2010-2014By Staff Category 2010-2014
5 Year Trend Analysis (2011-2015) By campus 2011-2015By Staff Category 2011-2015
5 Year Trend Analysis (2012-2016) By campus 2012-2016By Staff Category 2012-2016
5 Year Trend Analysis (2013-2017) By campus 2013-2017By Staff Category 2013-2017
5 Year Trend Analysis (2014-2018) By campus 2014-2018By Staff Category 2014-2018
5 Year Trend Analysis (2015-2019) By campus 2015-2019By Staff Category 2015-2019
5 Year Trend Analysis (2016-2020) By campus 2016-2020By Staff Category 2016-2020
5 Year Trend Analysis (2017-2021) By campus 2017-2021By Staff Category 2017-2021

All staff are encouraged to maintain their personal equal opportunities data, by viewing/amending such on the CoreHR Portal.

Staff International Profile
Census DateData by ethnic origin Data by nationality
6 February 2015 By Ethnic Origin 2015By Nationality 2015
6 February 2016 By Ethnic Origin 2016By Nationality 2016
6 February 2017 By Ethnic Origin 2017By Nationality 2017
6 February 2018 By Ethnic Origin 2018By Nationality 2018
6 February 2019 By Ethnic Origin 2019By Nationality 2019
6 February 2020 By Ethnic Origin 2020By Nationality 2020
6 February 2021 By Ethnic Origin 2021By Nationality 2021
6 February 2022 By Ethnic Origin 2022By Nationality 2022
Student Equality Data
Census DataData by campus
Academic Year 2009/10 By campus 2009/10
Academic Year 2010/11 By campus 2010/11
Academic Year 2011/12 By campus 2011/12
Academic Year 2012/13 By campus 2012/13
Academic Year 2013/14 By campus 2013/14
5 Year Trend Analysis By campus - 5 year trend analysis 2009 to 2014
Academic Year 2014/15 By campus 2014/15
Academic Year 2015/16 By campus 2015/16
Academic Year 2016/17 By campus 2016/17
Academic Year 2017/18 By campus 2017/18
Academic Year 2018/19 By campus 2018/19
Academic Year 2019/20 By campus 2019/20
5 Year Trend Analysis By campus - 5 Year Trend analysis 2015 to 2020
Academic Year 2020/21 By campus 2020/21
Academic Year 2021/22 By campus 2021/22