Gender pay
Towards a more inclusive workplace
We serve many millions of students, teachers and researchers around the world. We do so with a clear mission: ‘to contribute to society through the pursuit of education, learning and research at the highest international levels of excellence’.
We can best fulfil that mission when each of our 7,000 colleagues can give of their best. That means nurturing an inclusive working culture, where everyone feels supported and empowered to fulfil their potential. We want to foster a working culture characterised by fairness, transparency and equity. One where gender does not influence career progression or compensation. Across our organisation, we are taking actions to enable this. In some areas, as this report shows, we’ve made strong progress. In others, our values mean we have to go further – and at pace. We are determined to do so.
Gender Pay Gap Reporting
To satisfy our statutory obligation to the UK Government, we publish pay gap information for OCR. Our full 2024 Gender Pay Report covering the UK, India, the Philippines, and the United States is shared with colleagues in March and will be published externally in April.
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.
Our global Gender Pay Gap Action Plan
In 2023, following the publication of our first gender pay gap report as an integrated organisation, we drew up a global Action Plan for closing the gap, with four key areas of focus. The Plan is starting to deliver and remains at the core of our effort to address the gender pay gap.
Thanks to the energy and commitment of colleagues around the world, we are closing the gender pay gap in many areas of our organisation, through targeted interventions as part of our Global Gender Pay Gap Action Plan. This includes measures such as diversifying recruitment, promoting flexible working options, levelling roles and advertising them with pay ranges to increase transparency, and expanding our gender pay gap reporting in the locations where we have the numbers of employees to make such reporting meaningful.
The Gender Pay Gap Action Plan is aligned to our group-wide People and Culture programmes and our global Equality, Diversity, Inclusion and Belonging (EDIB) Strategy, that is enabling great awareness of EDIB and empowering dialogue through our EDIB Academy training courses, staff networks, and the development of our data intelligence to identify barriers and appropriately address these. Leveraging these wider initiatives also contributes to reducing the gender pay gap. Our focus in the year ahead will be to embed this Action Plan across every part of our organisation.
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Previous reports
Cambridge University Press & Assessment
- Cambridge University Press & Assessment Gender Pay Report 2023
- Cambridge University Press & Assessment Gender Pay Report 2022
Cambridge University Press & Assessment was formed on 1 August 2021, bringing together two organisations: Cambridge University Press and Cambridge Assessment.
Cambridge Assessment
Cambridge University Press
