As a top ten University, we rely on the hard work, dedication and innovation of colleagues across our entire community. Developing a truly inclusive environment in which we can all succeed underpins everything that we do at Loughborough. Ensuring that there is equality of opportunity is fundamental to our success. Changing our gender pay gap is a long-term strategy that is influenced by the speed, or not, of societal change. We are committed to influencing change within our Loughborough community.

The Gender Pay Gap

What the gender pay gap is

The gender pay gap is a measure of the difference between men’s and women’s average earning across an organisation.

The gap itself is the percentage difference (mean and median) between average hourly earnings for men and women.

The figure is significantly affected by the distribution of staff across the grades. This means that an institution with a high gender pay gap will have a staff population that sees lower grades predominately occupied by women and higher grades predominantly occupied by men.

What the gender pay gap is not

The gender pay gap is not an indication of how much more male employees are earning than females doing the same work.  This concept is called equal pay, and the University undertakes an annual equal pay audit to ensure that men and women doing the same work are paid equitably.

What underpins our gender pay gap

There are a few key factors that impact Loughborough’s gender pay gap.

Whilst we are not the only university to be impacted by these factors, the combination means that our pay gap is higher than a number of other, seemingly similar, universities.

STEM subjects. There are typically fewer female than male academics in STEM subjects. Universities with a strong STEM presence are likely to have a larger gender pay gap than those without STEM.
Insourcing at lower grades. There is typically a higher concentration of women in lower graded roles such as cleaning and catering. At Loughborough we believe that it is important to keep these functions in-house (as opposed to outsourcing them as others have done) as this means that colleagues benefit from Loughborough’s great terms and conditions. Where universities outsource roles at lower levels, this reduces their gender pay gap.
Unequal numbers of men and women at grade 1 and grades 7-9. The largest factor that influences our gender pay gap is the fact that at grade 1, the majority of staff are women, whilst at grades 7-9 the majority of staff are men. This is also the case at most other universities. The scale of the challenge here is greater for those universities with a large STEM element. Within the ‘Addressing the Gender Pay Gap’ section, you will be able to see a range of activity occurring to address the gender imbalance across grades at the University.
Staffing profile changes during 2021. The data collected for March 2021 shows some staffing population changes which have affected our Gender Pay Gap data. The population was considerably lower in 2021 than in 2020 and the reduction was mainly found at the lower grades. This was due to certain activities not taking place during the Covid lockdown (e.g. sporting activities).

Our equal pay data

The gender pay gap differs from equal pay. Equal pay identifies differences in pay between men and women carrying out the same work, similar work or doing work of equal value. The University is committed to the principle of equal pay and through our commitments to the Athena SWAN charter, since 2009, we have undertaken regular equal pay audits, and, since 2015/16, full audits of pay have been annual. Where any discrepancies are identified, the University undertakes thorough and robust analysis to understand and address any issues.

Our Gender Pay Gap data as of 31st March 2021

48.3% of our staff are men and 51.7% are women.

Our gender pay data

Mean gender pay gap 

Women’s hourly rate is 23.43% lower

Median gender pay gap

Women’s hourly rate is 31.33% lower

The proportion of women in each pay quarter

At Loughborough University, women occupy 34.8% of the highest paid jobs and 67.3% of the lowest paid jobs.

Bonus pay

Mean bonus pay

Women’s bonus pay is 9.16% lower

Median bonus pay

Women’s bonus pay is equal

The proportion of men and women receiving a bonus

The proportion of men receiving a bonus is 4.2% and the proportion of women receiving a bonus is 3.7%.

Addressing the Gender Pay Gap

Our People and Organisational Development Strategy outlines the University’s commitment to increasing the diversity of the workforce, which includes increasing the number of women in senior academic, management and leadership roles.

Find out what we are doing to reduce the gender pay gap