This report sets out the mandatory gender pay gap information for Trinity College London, calculated in line with statutory requirements on the snapshot date of 5 April 2025. Only UK employees are considered for the purposes of reporting.
Statutory gender pay gap reporting requires gender to be reported in a binary way, identifying the pay gap between males and females. These requirements do not differentiate pay data for colleagues with other gender identities, such as those who are non-binary, genderqueer or 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 per cent.
Gender pay gap calculations do not consider factors such as different roles, responsibilities, performance or levels of seniority. The gender pay gap within the organisation therefore reflects the distribution of males and females across seniority levels and role types. This differs from equal pay analysis, which compares pay for the same or equivalent work. A gender pay gap is therefore not necessarily an indication of an equal pay issue.
Providing equality of opportunity, valuing diversity and promoting a culture of inclusion are central to Trinity’s values and our mission that “effective communicative and performance skills are life enhancing, know no bounds and should be within reach of us all.” We strive to reflect the diversity of the regional, national, and international communities that we serve and to be a place where people can be themselves regardless of background or identity. Our pay and reward strategy is gender-neutral and based on objective criteria.
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