This report sets out the mandatory gender pay gap information for Trinity College London, which has been calculated in line with statutory requirements on the snapshot date of 5 April 2022. Only UK colleagues are considered for the purposes of reporting.
The statutory requirements for gender pay gap reporting require gender to be reported in a binary way, identifying the pay gap between males and females. So, whilst our report does not differentiate pay data for staff with other gender identities, such as those who are non-binary, gender queer, intersex, Trinity actively supports colleagues of all gender identities.
The data in this report shows the difference between the average male pay and the average female pay as a percentage of the male pay. For example, average male pay of £100 per hour and average female pay of £80 per hour would indicate a gender pay gap of 20%.
Gender Pay gap calculations do not take into account factors such as different roles, responsibilities, performance or levels of seniority. The gender pay gap in Trinity therefore reflects the distribution of males and females across seniority levels and types of roles within the organisation. It is different to equal pay data which considers rates of pay for the same level of work. A gender pay gap is, therefore, not necessarily an indication of an equal pay issue as it explores pay regardless of the work undertaken.
Trinity recognises that providing equality of opportunity, valuing diversity and promoting a culture of inclusion are vital to our success. We want our staff, candidates, suppliers, partners and customers to reflect the diversity of the regional, national, and international communities that we serve. We aim to be a place where people can be free to be themselves no matter what their identity or background. Our decisions on pay and reward do not take into account any protected characteristics.