Our commitment

Loughborough University is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of any protected characteristic.

The progression of actions associated with the Loughborough University Equity, Diversity & Inclusion Core Plan, will allow us to achieve increased balance across all levels of our organisation.

The University is proud to hold level 2 status as a Disability Confident Employer. We have adopted a proactive approach to employing disabled people and we are committed to creating a more diverse workforce.

The symbol helps to make it clear to disabled people that we welcome applications from them and are positive about their abilities. It also shows existing employees that we value their contribution and will treat them fairly should they become disabled.

Recruitment and retention

  • Job adverts and job descriptions contain an EDI statement.
  • Recruiting Managers guidance. A focus on inclusivity when writing job adverts and job descriptions, advice on broadening job appeal to wider demographics, reducing racial bias, as well as how to increase diversity and reach e.g. careers events, open days for underrepresented groups, community centres etc.
  • 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.

Committees and Networks

The Staff Inclusivity group is committed to supporting all staff with disabilities at work, across both campuses and is also open to staff caring for other people with a disability.

The Group works with the University to ensure that our working environment is equitable and supportive to staff with physical and hidden disabilities and holds the University to account for the commitments made under Level 2 of the Disability Confident Scheme.

Each of the 12 staff networks in the University has an executive sponsor from the Academic Leadership and Professional Services Leadership teams. Executive sponsors use their experience and skills to empower, enable and inform the groups they represent.

Other actions 

An Equity, Diversity and Inclusion Core Plan was launched in 2024 and sets out clear objectives around data, equity, diversity and inclusivity. This Core Plan 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 all pay gaps.

A new set of EDI leadership roles has been developed to support the University’s Schools and Professional Services in setting the direction for EDI in their area, as well as ensuring alignment with the institutional EDI Core Plan.

Reward and Recognition Focus Groups were held in 2024 with a total 90 staff 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 all staff.

Dynamic working is embedded across the University which supports people to work more flexibly and to blend work and home life more effectively.