Disability Pay Gap Analysis 2024

Disability pay gap reporting is not currently mandatory in Great Britain, though many employers do it voluntarily. The UK government is proposing to make it mandatory for large employers (250+ employees) through the Equality (Race and Disability) Bill, following a consultation launched in March 2025. This would require employers to disclose both ethnicity and disability pay gaps, using a framework similar to that for gender pay gap reporting.

The introduction of Gender Pay Gap Information Regulations in Northern Ireland is anticipated in 2027, however, these are unlikely to incorporate mandatory ethnicity and disability pay gap reporting at the outset. In anticipation of equivalent reporting requirements, we have calculated our disability pay gap, using gov.uk guidance.  Due to the low numbers of self-reported disabled staff (N=177), data is presented using ‘non-disabled’ and ‘disabled’ categories only. Whilst protecting anonymity, we recognise that this simplified ‘binary’ approach may provide a less accurate picture of pay disparities.

A disability pay gap is the percentage difference between the average pay of disabled and non-disabled employees within a given group. It is different from an Equal Pay Review, which sets out to examine whether the two groups are being paid the same (that is, equally) for doing equal work. Disability pay gaps can occur where disabled and non-disabled staff are distributed differently across an institution (that is, where there is occupational segregation), even where there is equal pay. Pay gaps are accepted as a sound indicator of possible inequalities in access to work, progression, and reward.

Both the median and mean calculations are used because they are complimentary metrics and illustrate aspects of the distribution of pay across an organisation.

The median is the midpoint of the range of salaries received, expressed as an hourly rate of pay.

The mean is the overall average of salaries, also expressed as an hourly rate of pay.

In 2024 our median disability pay gap was 10.97%. The median pay for disabled staff was £21.66. The median pay for non-disabled staff was £24.33.

In 2024 our mean disability pay gap was 7.48%. The mean pay for disabled staff was £23.01. The mean pay for non-disabled staff was £24.87.

We have reviewed the disability pay distribution across the University in four equally sized quartiles. These are calculated by listing all employees by their hourly rate of pay, from the lowest to the highest, and then dividing the list into four sections, with an equal number of employees in each section.

The Lower Quartile contains the second largest proportion of disabled staff. This is comprised of 7.4% disabled compared with 92.6% non-disabled staff.

The Lower Middle Quartile contains the second smallest proportion of disabled staff. This is comprised of 5.7% disabled and 94.3% non-disabled staff.

The Upper Middle Quartile contains the largest proportion of disabled staff. This is comprised of 7.8% disabled and 92.2% non-disabled staff.

The Upper Quartile contains the smallest proportion of disabled staff. This is comprised of 3% disabled compared with 97% non-disabled staff.

The pay quartile figures show that disabled staff are underrepresented across all quartiles. The greatest proportions of disabled staff are located in the Lower and Upper Middle quartiles, and the smallest proportion located in the Upper quartile. Our disability declaration rate (6%) is lower than expected, compared with the local population (24%) [1]. This suggests a general reluctance for staff to share (disclose) disability information.

[1] The NI Census (2021) found that 24% of the NI population stated that their day-to-day activities were limited because of a long-standing health problem or disability.

• The proportion of disabled staff within the lower quartile range in 2024 was 0.23% more than the proportion in 2023. The number of disabled staff within this quartile increased (by n=5), whereasnon-disabled staff increased (by n=41).
• The proportion of disabled staff within the lower middle quartile range in 2024 was 1.49% more than the proportion in 2023. The number of disabled staff within this quartile increased (by n=13), whereas non-disabled staff increased (by n=34).
• The proportion of disabled staff within the upper middle quartile range in 2024 was 3.23% less than the proportion in 2023. The number of disabled staff within this quartile increased (by n=15), whereas non-disabled staff increased (by n=32).
• The proportion of disabled staff within the upper quartile range in 2024 was 3.71% more than the proportion in 2023. The number of disabled staff within this quartile decreased (by n=6), whereas non-disabled staff increased (by n=67).

• The new organisational strategy sets out a commitment around equality, diversity and inclusion and we are delivering this through a renewed People Plan which sets out actions to continue to narrow pay gaps as they exist across the organisation.
• We have established a Pay Gap Review Working Group, which includes Trade Union colleagues to consider and address Equal and Disability pay.
• We are developing an ‘Addressing Pay Gaps Strategic Framework Plan’, which sets out our commitments to positively impact our Gender, Ethnicity and Disability pay gaps.
• We are addressing disability equality through our Equality Scheme and Disability Action Plans, our HR Excellence in Research action plan and by encouraging participation in the Disability Rights UK Leadership Development programme.
• To enhance career progression of professional support staff we have developed a pilot for secondments, ensuring that disabled staff, particularly at lower grades, are encouraged and supported to take part.
• To reduce biases and to promote equity across interview panels, all interviews and promotions panel members must have completed the mandatory EDI training as a minimum.