Gender pay gap
Like all organisations of 250 or more employees, we are required to report annually on our gender pay gap.
2026 gender pay gap report
We published our ninth annual gender pay gap report in March 2026. In the report, we confirm that we have a mean gender pay gap of 7.78% and a median of 8.72%.
Kew’s gender pay gap is largely a result of a higher concentration of female staff in more junior grades, where pay is lower, and fewer female staff in the most senior grades.
Working to reduce the gender pay gap
- We continue to monitor pay and starting salaries. Kew carried out an equal pay audit in 2024 which verified that no pay parity issues exist relating to gender or other protected characteristics (ethnicity and disability).
- Kew actively supports employees to return to work from maternity, shared parental or adoption leave, removing barriers and utilising a range of flexible working options, and we continue to operate hybrid working for those whose job roles allow. These opportunities are available to all employees irrespective of gender.
- We have an Equality, Diversity and Inclusion delivery plan, setting out the steps we will take to ensure Kew is a diverse and inclusive organisation.
- We run an inclusive recruitment training programme for hiring managers and EDI awareness training for staff across the organisation.
- We have achieved bronze level Athena Swan accreditation, recognising our commitment to supporting women in science. An action plan prepared alongside this is currently being implemented.