Gender and bonus pay report

Our report for 2022 contains Jisc's gender pay gap data and the actions we are taking.

Women's smile in a group discussion.


By Heidi Fraser-Krauss, chief executive, Jisc

Women have always been a focal point within our diversity and inclusion strategy at Jisc and we are proud of the progress we are making to embed our ‘always inclusive’ guiding principle. Our gender pay gap data is helping us to take an evidence based approach to our evolving diversity and inclusion strategy.

Over the last year we have taken a number of actions to further support women and build on our inclusive culture at Jisc. These include, supporting 140 women to participate in our Institute of Leadership and Management (ILM) recognised leadership programme and the creation of a range of employee networks including women, menopause and parents and carers. Our engagement survey results and listening events have led us to introduce an ‘internal first’ approach to recruitment, where all above entry-level roles are advertised internally first, and a commitment to support all staff to use 10% of their time for personal development.

We are making good progress in building a more diverse talent pipeline at Jisc, for example, through growing our graduate and apprenticeship programmes and partnering with #10,000BlackInterns this summer. As a result of our inclusion and anti-racism work we have also been pleased to see a significant rise in diversity data disclosure enabling us to make better informed decisions to support inclusion.

Whilst our mean and median gender pay gaps have risen slightly by just under 1% we have seen a 6.7% increase in women in the upper middle pay quartiles. With 31% of our women in technology roles we are above the national average. We now need to continue the work to attract and retain women in our senior and senior technology roles.

I feel confident we can play an instrumental role in making the technology sector a place women want to work and I’m inspired by our apprentices and graduates, along with our passionate employee networks who are leading from the front.

I am pleased to publish our report and confirm that our data is accurate at the time of publishing and signed and authorised by me, Heidi Fraser-Kraus.

pdf, 1.4 MB, 14 pages.

Download the 2022 report (pdf)