At Loughborough University, we recognise that gender equity is an ongoing challenge within the Higher Education sector, and we are on a journey of change.
We are committed to tackling this inequity and to providing an inclusive and respectful culture in which all staff and students feel valued, regardless of their gender.
Our Athena Swan Bronze Award reflects our commitment to tackling gender inequity and our Action Plan outlines our institutional approach to implementing gender inclusive approaches in everything we do.
Our Gender Equality Plan includes ambitious aims and objectives to increase our number of women in senior academic, management and leadership roles and to create an environment in which they can thrive. As an institution, closing the gender pay gap is also a long-term commitment and work is underway to achieve this.
Loughborough University is actively working towards creating equity for transgender and non-binary staff and students. Through mechanisms such as Athena Swan and the university’s Transgender and Non-Binary Working Group, we create informed actions to make the institution an inclusive environment for people of all genders.
As an institution, we are committed to supporting our staff, students and community in their journey of advancing gender equity in their professional and personal environments.
Training and development
Springboard Women's Development Programme
A globally recognised personal development programme for staff who identify as women. The programme aims to enable staff to develop themselves through learning more about their skills, values, assertiveness and networking abilities. It also looks at how to put yourself across positively and build on your personal image. More information can be found on the Learn platform for the Springboard programme.
The Herschel programme for Women in Technical Leadership
A national programme designed to elevate and advance opportunities for current or aspiring technical leaders. It is open to technicians in any role or discipline, who identify as women. It aims to address the lack of women in technical leadership roles and provides a space to learn new skills and professionally develop. If you would like to express interest, please contact the EDI team.
Groups and networks
Support for parents
The Working Parent and Carers Staff Network is open to all current staff members who are working parents or a carer in any capacity. This is a space to connect with others who have similar responsibilities.
The University offers childcare support, as it recognises the financial implications childcare can cause for staff. Find out more about the childcare initiatives available.
The University has a policy on Family Leave and is committed to ensuring staff can balance their work and personal life. The University is committed to supporting employees in achieving a healthy work-life balance and offers staff flexi-time where possible.