Gender Pay Gap Reports
We are committed to fostering an inclusive culture where employees are supported to reach their full potential and are valued for their differences in thought, background, experience and perspective. We welcome the additional insight that gender pay disclosure provides and use this responsibility as part of our ambition to be a fair and inclusive place to work.
Gender Pay Gap Report 2025
Introduction
UK employers with more than 250 employees are required by law to publish their annual gender pay gap data. This report covers employees of Genome Research Limited which is the legal entity comprising Wellcome Sanger Institute and Connecting Science. We are frequently known as Wellcome Sanger Institute and therefore will use this name throughout our report.
On the 5th of April 2025, we had 1263 employees (54% female; 46% male).
The gender pay gap is a measure that shows the difference between the average pay of men and women in an organisation, regardless of the level or type of work carried out. The Wellcome Sanger Institute is committed to increasing gender pay transparency and the gender pay gap is one of many measures we use to identify and address equality issues in our organisation.
This report sets out the gender pay gap figures at Wellcome Sanger Institute on the 5th of April 2025. The figures have been calculated using the methodology stipulated by UK legislation:
- percentage of men and women in each hourly pay quarter
- mean (average) gender pay gap using hourly pay
- median gender pay gap using hourly pay
- percentage of men and women receiving bonus pay
- mean (average) gender pay gap using bonus pay
- median gender pay gap using bonus pay
We also provide year-on-year comparisons to show our progress.
Wellcome Sanger Institute gender pay gap
In 2025, our mean gender pay gap was 10.14% and our median gender pay gap was 8.18%.
Mean and median gender pay gaps comparison (2024-2025)
| 2024 | 2025 | In 2025 our gender pay gap has become | |
| Mean gender pay gap | 7.21% | 10.14% | 2.9% increase |
| Median gender pay gap | 4.38% | 8.18% | 3.8% increase |
The results from this year’s GPG report show that our gender pay gap has increased compared to 2024, with a median of 8.18% in 2025, up from 4.38% in 2024. While this represents a widening of the gap, it remains below the UK national median of 12.8% for all employees, as reported by the Office for National Statistics (ONS) in April 2025. The median continues to be the most reliable measure of gender pay gap data, as it is less affected by extreme values.
Gender balance of each pay quartile 2025
| Pay quartile | % women | % men |
| Lower Quartile | 61.7%
+2.5% from 2024 (59.2%) |
38.3%
-2.5% from 2024 (40.8%) |
| Lower Middle Quartile | 59.4%
-2.4% from 2024 (57.0%) |
40.6%
-2.4% from 2024 (43.0%) |
| Upper Middle Quartile | 48.1%
+0.9% from 2024 (47.2%) |
51.9%
+0.9% from 2024 (52.8%) |
| Upper Quartile | 48.4%
+5.4% from 2024 (53.8%) |
51.6%
+5.4% from 2024 (46.2%) |
Quartile distribution: The lower quartiles continue to have the greatest proportion of women compared to men, reflecting higher representation of women in lower paid roles, such as Research Assistant positions. In 2025, women make up 61.7% of the Lower Quartile and 59.4% of the Lower Middle Quartile. Representation in the upper quartiles is more balanced, with women comprising 48.1% of the Upper Middle Quartile and 48.4% of the Upper Quartile.
Bonus gender pay gap 2025
| 2025 | |
| Women | 70.3% |
| Men | 70.8% |
| 2024 | 2025 | In 2025 our bonus pay gap has become | |
| Mean bonus gender pay gap | 20.91% | -6.51% | -6.51% in favour of women |
| Median bonus gender pay gap | 0% | 0% | 0% |
Bonus pay: The Wellcome Sanger Institute does not operate a formal bonus scheme. Most bonus payments included in its gender bonus pay data on the 5th of April 2025 relate to non-consolidated awards that were paid when an employee reached the maximum of the pay range as part of the organisation’s annual pay review. We provide clarity to our employees and managers on the types of activities and achievements that may be eligible for an occasional bonus and have also introduced moderation of all proposed bonuses at senior level to ensure greater consistency and equity.
We are currently undertaking further analysis to deepen our understanding of this year’s results and ensure our actions are well targeted. We will share a more detailed update, including next steps, once this work is complete.
Statement
The Wellcome Sanger Institute remains committed to addressing our gender pay gap, through evidence-based actions embedded across the organisation. During 2026, we will continue to work closely with leadership and staff and will identify additional steps to improve our gender pay gap. We will share our updated action plan in the coming months.
Simon Moore (Chief Operating Officer)
Download our Gender Pay Gap Reports
Current Gender Pay Gap Report
Previous Gender Pay Gap Reports
You can view and download our previous Gender Pay Reports below: