Why do we report ethnicity pay gap data?
This is the fourth year we are reporting our ethnicity pay gap data. Although reporting is not compulsory, we are committed to being transparent and accountable and taking steps to address the gap. By analysing ethnicity pay information, we can identify and investigate any pay disparities.
What does the data show?
Our report measures the difference between the average earnings of colleagues that have declared themselves as minority ethnic and those that have declared themselves non-minority ethnic in April 2025.
The mean ethnicity pay gap for Wesleyan was 25.16% for April 2025 (26.65% in 2024). This shows that across the Society, on average all employees from a minority ethnic background are paid less than all employees in the non-minority ethnic background. We’ve put in place a number of initiatives to increase diversity and this is having an impact on reducing our pay gap.
The ethnicity mean bonus gap is 65.83% for April 2025 (52.96% in 2024). This shows that on average employees in the non-minority ethnic category were paid a higher bonus payment.
Understanding the gap
One of the main reasons for our ethnicity pay gap is due to there being less minority ethnic representation at senior levels, a factor which we have previously identified and are continuing to work hard to address.
Similarly, the main driver behind our bonus scheme gaps is that some of our bonus schemes are calculated from a percentage of an employee’s salary and to remain competitive externally they are weighted dependent on seniority. Many of our minority ethnic colleagues are in more junior roles where the bonus payments are lower.
Senior leadership representation
At a senior leadership level, we currently have 11.11% minority ethnic representation (2024: 13.33%); and we recognise we need to do more to increase representation. With this aim, we are putting targets in place for 2025 - 2027 to increase minority ethnic representation at all leadership levels so we build greater ethnicity diversity in our leadership population.
What are we doing to improve our pay gap?
2025 saw the start of our new two-year Diversity, Equity and Inclusion (DEI) strategy which supports our transformation journey and ensures fairness in opportunities, representation and reward. We know that inclusive teams make better decisions and reflect the customers we serve. That’s why we continue to embed DEI into our policies, processes and leadership practices.
Despite a challenging external environment, we made strong progress against our five priorities:
- Strengthening leadership accountability
- Improving representation
- Driving for better pay equity
- Supporting disability & social mobility
- Increasing data disclosure
Introduced DEI dashboards and toolkits for leaders, launched new training on inclusive behaviours, and strengthened senior sponsorship of Employee Network Groups.
Exceeded our target for female senior leadership (44.4% against a 42% target), improved recruitment offers to women (52%) and ethnic minority candidates (34%) and maintained 30% female representation on our Board.
Implemented pay equity measures, uplifted National Living Wage by 8%, and published gender and ethnicity pay gap reports for transparency.
Achieved Level 3 Disability Confident accreditation and launched Reasonable Adjustments Passports.
Maintained high disclosure rates (90%+ for gender, ethnicity, disability) and improved sexual orientation disclosure to 74%.
We also have four Employee Network Groups in place (gender, ethnicity, LGBTQi+ and Wellbeing) who play a vital role in bringing colleagues together to shape our culture and create change. Over 2025 they worked to raise awareness of and celebrate important dates and events, sharing food, stories and traditions, both online and via our events.
Our commitment
We will continue to build on our progress through 2026 and reiterate our commitment: DEI is not a standalone initiative, it’s integral to how we work, lead and grow. We remain committed to continue to analyse our data and have effective measures in place to close the gap.
We are committed to building a workplace where every individual feels valued, respected, and empowered to succeed. Together, we are building a brighter, more inclusive future for all.