Gender and bonus pay report

Foreword

By Heidi Fraser-Krauss, chief executive, Jisc

I am delighted that 2024 has seen sustained progress in reducing our gender pay gaps. Our long-term strategy of growing talent is working; we are definitely moving in the right direction. For the first time since reporting began, we have achieved three consecutive years of reduction in both our mean and median gender pay gaps.

Our median gender pay gap has reduced from 15.6% in 2023 to 15% in 2024. The mean gender pay gap has decreased from 13.2% in 2023 to 12.4% in 2024. This is the lowest the mean has been since reporting began. The bonus pay gap data is also positive with the median at 0%, and the mean seeing a reduction from 27.3% in 2023 to 11.1% in 2024. This is the lowest the mean bonus gap has ever been.

Over the past year we have taken a range of actions on the themes of recruitment and development, data and culture. We continue to focus on a ‘grow our own’ approach to our strategic workforce challenges. Programmes such as our early careers approach and our leadership programme for people of colour target our resources and interventions where they are needed most. We recognise this will take longer to close our gender pay gaps while people develop and progress in Jisc but are confident that this will lead to more sustained change. We have reviewed our recruitment processes and continued to support our thriving employee networks. Our networks provide spaces for change and advocacy and demonstrate our people at their best.

We have a lot to be proud of and much we still want to do. You can read about what we are committed to undertaking over the next year in our report.

I am pleased to publish our report and confirm that our data is accurate at the time of publishing and signed and authorised by me, Heidi Fraser-Krauss.