Gender and ethnicity pay gap

Windows at the front of the Crick.

We're committed to creating equality of opportunity and promoting diversity and inclusion. This is the right thing to do and we know that with greater diversity comes better science because diverse groups of people have a wider range of experiences and perspectives, leading to greater creativity and productivity.  

All UK organisations with more than 250 employees must publish their gender pay gap annually. Although not legally required to report on the ethnicity pay gap, the Crick has chosen to do this for the first time in 2025 as part of our commitment to race equality and creating a fair and inclusive environment for all employees and students.

Gender and ethnicity pay gaps

Equal pay – paying people the same for like-for-like work – has been a legal requirement for over 50 years. We are confident that we do this and ensure fair pay for comparable roles across the institute.

The gender pay gap is the difference between the average hourly pay of men and women, regardless of the work they perform. The ethnicity pay gap is the difference in average pay between White and Black, Asian and other ethnic minority staff (grouped together as “Ethnic Minority staff”, we acknowledge the limitations of this term and expect our approach to continue to evolve).            

Comparing average rates of pay helps to highlight broad trends and inequalities in employment and earnings.

The gender pay gap is the difference in average earnings between all men and women across an organisation.

The ethnicity pay gap is the difference in average pay between all White and Black, Asian and other ethnic minority staff (grouped together as “Ethnic Minority staff”) across an organisation.

Reports