For the past seven years the British Library has published its gender pay gap figures on an annual basis, benchmarking our progress in this area and, over time, gradually closing the median pay gap.

In 2023 we eliminated the gender pay gap and this year’s median figure of 0.2% effectively maintains that position. We are proud of having closed the gap and remain conscious that it will require ongoing effort and vigilance to keep it so: we continue to proactively support gender equity, and you can read about specific measures in this year’s report, in the section headed ‘Our commitment’ (p.13).

In 2024, for the first time, we voluntarily published pay gap figures relating to ethnicity and disability. We will continue to publish these figures annually, with a commitment to eliminating these pay gaps by 2030, the end of our current Knowledge Matters strategy period.

Last year we published three separate pay gap reports (gender, ethnicity and disability) – this year, we have consolidated them into a single Pay Gap Report.

As publishing the ethnicity and disability pay gaps is currently voluntary, it is not straightforward to benchmark these either nationally or within our sector. However, the figures serve as a baseline for future progress, and in subsequent years we would hope to be able to chart progression over time for each of these figures (as we have been able to with the gender pay gap).

In this year’s consolidated report, the ethnicity pay gap figures show a median pay gap of 5.65% for Asian colleagues and 12.76% for Black colleagues, while the median pay gap for colleagues with disabilities was 11.47%.

These are, of course, unacceptable, and the Pay Gap Report reiterates our commitment to eliminating these disparities, along with an action plan of specific measures we are taking to address them. These include investing in career opportunities and leadership, and ensuring that tailored support and development are made available to staff at all levels.

From our experience of delivering sustained, year-on-year reductions in the gender pay gap we know the vital role of benchmarking of this kind in focusing our efforts and tracking progress. Through the measures in our action plan, and also by improving the data we gather on the different pay gaps, we are determined to deliver concrete and sustainable progress in making the Library a fair and fully inclusive place to work for everyone.

Richard Davies

Interim Director of People