Pay gap reports
At Cancer Research UK, we’re committed to being open and transparent about pay gap reporting.
We have combined our pay gap reporting for both Cancer Research UK and Cancer Research Horizons, a wholly owned subsidiary, which aims to advance, develop and commercialise innovative science and research into effective treatments and diagnostics for cancer patient. For more info on Cancer Research Horizons’ pay gap reporting, please visit the Cancer Research Horizons pay gap web page.
We’re confident that we pay everyone equally for doing like-for-like work across the charity. We welcome the opportunity to share our gender and ethnicity pay gaps, the reasons for them and the actions we are taking.
Michelle Mitchell, Chief Executive of Cancer Research UK
What is the difference between equal pay and gender and ethnicity pay gap?
Equal pay means paying people the same for like-for-like work and it has been a legal requirement for over 50 years. We’re confident that we do this and have robust frameworks and guidelines that are applied consistently to ensure that pay is set fairly for similar roles across the charity.
Gender pay gap reporting is a comparison between average hourly rates of pay for female and male staff, regardless of the work they perform. There is a UK Government requirement for all companies with over 250 employees to publish their gender pay gap data.
Ethnicity pay gap reporting is a comparison between average hourly rates of pay of ethnic minority and White staff, regardless of the work they perform. Ethnicity pay gap reporting isn’t a legal requirement, but we welcome the opportunity to share data.
Our results
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Our mean (average) gender pay gap is 14.2%, down from 16.7% in 2023 and our median (middle) gender pay gap is 13.8%, down from 21.1% in 2023
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Our mean ethnicity pay gap is –3.3%, compared with –5.0% in 2023 (i.e. in favour of ethnic minority staff) and our median ethnicity pay gap is –14.0%, compared with –15.3% in 2023 (i.e. in favour of ethnic minority staff)
What are the reasons for our gender and ethnicity pay gaps?
What are we doing to narrow the gender and ethnicity pay gap?
We will continue to ensure that our staff are paid equal pay for equal work
We’re pleased by the progress we’ve made in decreasing our pay gaps. We will continue running competitive processes where the best candidates are appointed.
We will also maintain our commitment to our top leadership levels being a minimum of 50% women and 12% from an ethnic minority background and work to increase the proportion of staff from ethnic minority backgrounds from 16% to 19% by 2027.
Past reports
Download our past gender and ethnicity reports.
Gender
Gender pay gap report 2022
Gender pay gap report 2021
Gender pay gap report 2020
Gender pay gap report 2019
Gender pay gap report 2018
Ethnicity
Ethnicity pay gap report 2022
Ethnicity pay gap report 2021
Ethnicity pay gap report 2020
Contact us
For more information about our pay gap reporting, alternative document formats of our reports or answers to any questions you may have, get in touch with us.