We are committed to being a diverse and inclusive organisation and a great place to work for all our people. Empowering all colleagues to manage the demands of both work and life in a way that allows growth and development enables all our colleagues to pursue their potential.
The diversity of our workforce makes a positive and important contribution to the continuing success of Cambridge University Press & Assessment along with creating a culture which is genuinely collaborative and where difference is valued.
One of our ambitions for our approach to equality, diversity, inclusion and belonging is to close our gender pay gap. We are fully behind moves to highlight and address this area by bringing it out in to the open.
Gender pay gap data
A pay gap is a way to measure any difference in average earnings across an organisation. This is different from equal pay, which ensures men and women receive equal pay for equal work.
Our gender pay gap, which is smaller than the average gap in UK organisations, is explained by the proportions of men and women working with us at different levels of the organisation. We are confident it is not due to any pay disparity for equal work. Our rewards and benefits structure supports the fair treatment and reward of employees, irrespective of gender.
Over the years we have reported on our gender pay gap, we have made considerable progress. We have made a range of commitments to tackle the challenges that underpin our gender pay gaps, and are producing a single action plan in collaboration with our staff networks.
Our four priorities for the year ahead are to:
- create diverse shortlists for recruitment and promotions, to build better gender balance across all job levels
- as part of our approach to flexible working, we will emphasise the option for part-time working in all roles at all job levels, so responsibilities outside of work are not a barrier to career progression
- review gender pay gap regionally, so we get a global perspective on our gender pay gaps
- continue role alignment, which will enable greater pay transparency across all areas of our organisation.
Improving our gender pay gap will take time and there is a genuine commitment to doing this, reporting on progress to our executive board.
Our 2021 reports
Cambridge University Press & Assessment was formed on 1 August 2021, bringing together two organisations: Cambridge University Press and Cambridge Assessment. Our latest UK gender pay gap reports are for our former organisations, because our data snapshot was taken in March 2021.
The reports below provide more information about each organisation’s position from 2017 to the present, and our first gender pay gap data for Cambridge University Press & Assessment will be published in March 2023.
Please note that for reporting purposes, ‘male/men’ and ‘female/women’ reflects the UK tax office (HMRC) identification of our people.
Our gender pay gap data is reported formally within the University of Cambridge gender pay gap report.
In March 2021 Cambridge Assessment's median pay gap between male and female employees was 8.47% and the mean 8.90%. This is about the same as last year, with an increase in our median gender pay gap of 0.98% from 2020 and an increase of 0.31% for our mean pay gap. Please read the full report to find out more.
Cambridge University Press
In March 2021 the median gender pay gap between male and female employees for Cambridge University Press was about the same as last year, reducing from 13.8% in 2020 to 13.5% in 2021 and the mean pay gap reduced from 18.5% to 18.2%. Please read the full report to find out more.
Our commitment to diversity and inclusivity
As a global organisation, serving customers and representing colleagues all over the world, diversity in all its various forms, is key to our success. We are part of the University of Cambridge, which is committed in its pursuit of academic excellence to equality of opportunity and to a proactive and inclusive approach to equality.
We are proud signatories to the United Nations (UN) Global Compact and seek to align our work in support of the UN Sustainable Development Goals (SDGs). Our work to close the gender pay gap helps us to meet our responsibilities in the areas of human rights. It also supports the delivery of SDG 5 – gender equality. Gender equality is not only a fundamental human right, but an essential factor in building a sustainable world. We are committed to being a diverse and inclusive place to work.