Addressing the Gender Pay Gap

What we are doing

Closing the gender pay gap is a long-term commitment of which some actions have a more direct impact. An Equity, Diversity and Inclusion Core Plan was launched in 2024 and sets out clear objectives around data, equity, diversity and inclusivity. This supports the University strategy and HR vision and purpose all which place equity, diversity and inclusion at the heart of improving the employee experience which is essential to reducing the gender pay gap.

Recruitment and retention

An ongoing review into all recruitment continues with changes made to improve the way in which females are attracted and recruited into the University. Actions include:

• Job adverts and job descriptions contain an EDI statement and dynamic working. Part time/flexible working arrangements are also mentioned in job adverts where applicable.
• The use of diverse social media platforms and word of mouth attraction has been deployed to reach out to potential female academics in relation to the female RTE population.
• Belonging and Inclusion is a mandatory part of the Induction process for all starters and renewed for all staff members every three years.
• A revised exit interview process was introduced in May 2024 which is designed to capture information that will enable greater understanding of the reasons for leaving as well as positive and negative responses to a series of statements.
• HR Business Partners work closely with Schools and Services for their senior appointments to support with EDI data and informed decision making.

Staff development

The University remains committed to the Athena Swan accreditation, which aims to encourage and recognise commitment to advancing the careers of women in employment in higher education and research. We currently hold the following awards:

• University Bronze award
• AACME Bronze award
• ABCE Bronze award
• Loughborough University London Bronze award
• Science Bronze award
• SSEHS Silver award
• SSH Bronze award
• Wolfson Bronze award

Work continues to develop the RTE and SSA job families to include pathways for education and student experience, and research and innovation to enable those currently in the SSA job family to apply for merit-based promotion.

A 3-year EDI Development Programme for Senior Leadership has launched this year. The university also supports the Herschel Programme for Women in Technical Leadership which aims to address the lack of women in technical management and leadership roles.

The ADVANCE development programme for staff within the administrative job family (80% female) launched in September 2024 featuring core face-to-face modules and job specific Advance lite modules tailored to participants.

The criteria and processes for academic promotions were reviewed through extensive consultation and received Senate approval in late 2023. A key driver for the changes is improving Equity, Diversity & Inclusion.

The Performance and Development Review (PDR) process has been reviewed and career development and progression discussions are embedded in the process. This will provide an opportunity for female staff and their managers to proactively discuss career development and identify hidden barriers.

Reward and recognition

Supplementary Payments Guidance was published and a review of all supplementary payment conducted, with outcomes including continuing, reducing, re-classifying or removing payments. The review was conducted with an EDI lens to ensure transparency and equity across payments, with monitoring where there may be disparity. Male staff receive proportionately more supplementary payments (70%) than the university population (46%). Female staff receive proportionately fewer payments (30%) than the university population (54%).

A review of reward arrangements was conducted and a reward scheme produced and published to support greater transparency, consistency and fairness across staff groups receiving bonuses. There has been an improvement in the bonus pay gap this year. The bonus pay gaps have improved significantly to 0.5% (mean) and 0.0% (median) in 2024.

Starting Salaries guidance is now available on the website which emphasises the university’s expected position on starting salaries and the commitment to equity, diversity and inclusion.

There is an annual review of Grade 9 academic pay conducted with an EDI lens.

Other Actions - Committees and Networks

Positive Action Guidance has been published on the website providing information, examples and support to managers and staff around the use of positive action in addressing legitimate aims.

Disability and Inclusion Group have added two new networks, Cancer Support Group and Neurodiversity Group, providing support and connections for all staff. Females tend to be diagnosed with neurodivergent conditions later in life than males and improved workplace support may benefit recruitment and retention levels.

Age Appreciation Group has been relaunched and common issues, including generational responsibilities, financial and pension education, and attitudes to learners have been identified. Through this group, a positive change to remove the age criteria to the Graduate Management Training Scheme has been achieved.

The EDI Services Funding program launched in 2024, providing an excellent opportunity for staff across the university to secure funding for initiatives that promote equity, diversity, and inclusion at Loughborough University.

The Nominations Committee, which develops a pipeline of candidates for Council and its Sub-Committees, has 43% female and 29% for racialised minorities in 2023/2024 exceeding the commitment to 40% and 15% respectively.

Other actions - Workplace practices 

Reward and Recognition Focus Groups were held in 2024 with a total 90 staff (55% female) attending from across the university. The engagement and findings of these groups contributed to the work developing a new reward framework.

The suite of HR policies and procedures continues to be reviewed in 2024 with a focus on those which impact the working lives of men and women.

Dynamic working, which support people to work more flexibly and to blend work and home life more effectively, is embedded across the University. It is now also published on our website making the University position also clear to potential applicants.