Wellcome Trust has reported a mean ethnicity pay gap of 8.3% in 2025, down from 15.1% in 2024.
The trust’s median ethnicity pay gap in 2025 was 5.1%, down from 6.6% in 2024.
Its upper pay quartile comprised 20.1% ethnic minority staff, with the remaining percentage either not part of an ethnic minority (67.1%) or declining to declare their ethnicity (12.8%). Meanwhile, its lower pay quartile consisted of 25.6% ethnic minority staff, with the remaining percentage either not part of an ethnic minority group (58.8%) or declining to declare their ethnicity (15.6%).
According to the trust, its ethnicity pay gaps are driven by lower representation of people from racially minoritised groups at more senior levels. The mean pay gap has decreased due to new joiners at a senior level.
Wellcome Trust’s mean gender pay gap for 2025 was 23%, up from 22.8% in 2024, while its median gender pay gap was 13.3%, down from 15.7%.
Its upper pay quartile was 59.4% female and 40.6% male, compared to 57.8% and 42.2% in 2024 respectively. Its lower pay quartile comprised 75.6% women and 24.4% men, compared to 74% and 26% previously.
The trust’s mean gender bonus gap was 78.1%, down from 79.8% in 2024, while its median gender bonus gap was 18.9%, up from 12.2% previously. A total of 88% of women and 89.4% of men received a bonus payment in 2025, compared to 84% and 85.3% in 2024 respectively.
Jimmy Volmink, executive director, equity at Wellcome Trust, said: “Wellcome’s strategy is founded on driving equitable health outcomes, and more proactively changing some of the systemic issues that prevent equity in health, in research culture, and in our own organisation. Changing culture and behaviour takes time, a long-term commitment to a programme of actions, and continual monitoring of progress. We are determined to integrate inclusive practices in our working culture as well as in how we seek to help build a healthier future for everyone.”
