Equality, diversity & inclusion
Equal Pay Policy
Loughborough University believes in equal opportunities in employment and is committed to the fundamental principle that procedures to determine the pay and conditions of employment of all our employees do not discriminate unlawfully and are free from bias. The University recognises that in order to achieve equitable pay, it should operate a pay system which is transparent and based on objective criteria.
The 1970 Equal Pay Act has now been superseded by Part 5, chapter 3, of the Equality Act 2010 in particular Chapter 3 of part 5 of the Act.
The statutory provisions are not merely concerned with gender equality in 'pay' but with gender equality in all contractual terms.
Like the Equal Pay Act, the provisions of Part 5 of the Equality Act operate by implying into the contracts of all employees a 'sex equality clause' which acts to modify an employee's contract to ensure that none of its terms are less favourable than those of a comparable employee of the opposite sex. The sex equality clause will not take effect, however, if the employer can demonstrate that the differential between claimant and her comparator is due to a 'material factor', other than a difference in sex.
The equal terms therefore cover all aspects of pay and benefits, including:
- basic pay
- overtime rates
- performance related benefits
- hours of work
- access to pension schemes
- non monetary terms
- annual leave entitlements.
Ultimately the Vice-Chancellor and Council are responsible for ensuring that employees are treated equitably. The Human Resources Committee is also responsible for ensuring the correct application of this Policy. Managers and Selection Panel Chairs have an additional responsibility to ensure that initial starting salaries are consistent with this Policy and related HR procedures.
If a member of staff has concerns about any of their contractual terms they shall initially raise informally with their line manager and/or Human Resources. If the issue can not be resolved then they may pursue it further through the Grievance Procedure.
The findings of any equal pay audits will be reviewed by Human Resources Committee and Council. Complaints about unequal pay will be monitored on an annual basis and statistical information will be produced by Human Resources for consideration by the Human Resources Committee. Names of individual employees will not be published.