The audit sits alongside the organisation’s annual gender pay gap reporting and forms part of UK Research and Innovation’s (UKRI) wider reward and equality, diversity and inclusion (EDI) strategies.
Equal pay findings
The 2025 equal pay audit shows there are no significant differences in pay for equal work across UKRI, as defined by the EHRC threshold of plus or minus 5%.
When analysing the gap between the pay of men and women, one grade (Band H S2) showed a gap wider than 3% but narrower than 5%, with males earning 96% of what females earn.
A similar gap was observed when analysing pay by ethnicity in this band, as well as main scale Band H.
Given the small number of staff in these grades there can be greater fluctuation in the gap. UKRI will continue to monitor outcomes carefully.
Gender pay gap context
The audit highlights the distinction between equal pay and the gender pay gap.
While equal pay assesses men and women doing equal work, the gender pay gap assesses the difference between the average pay of males and females and therefore reflects the distribution of men and women across roles.
UKRI’s most recent gender pay gap report, published in March 2025, showed a mean gap of 9% and a median gap of 7.5%.
Work continues to address representation and career progression as part of EDI action plans.
Progress and next steps
The audit also shows improvements in areas previously identified, such as reducing differences in performance awards between part-time and full-time colleagues.
Meanwhile, employee data on ethnicity, disability and other protected characteristics is not yet sufficiently complete, and UKRI is working to strengthen data collection to allow further analysis in future reports.
UKRI will continue to review progress regularly, ensuring that reward and EDI strategies support fair and inclusive outcomes across the organisation.