As a top ten University, we rely on the hard work, dedication and innovation of colleagues across our entire community. The People and Organisational Development Strategy aims to enable all of us to be the best version of our professional selves, working with flexibility in an agile organisation that is a great place to work and study

Developing a truly inclusive environment in which we can all succeed underpins everything that we do at Loughborough. Becoming an anti-racist organisation is fundamental to our success.

The Race Pay Gap

What the race pay gap is

The race pay gap is a measure of the difference in the average earning of white employees and Black, Asian and minority ethnic (BAME) employees across the organisation.

The gap itself is the percentage difference (mean and median) between average hourly earnings for white and Black, Asian and minority ethnic (BAME) employees.

We acknowledge that presenting the race pay gap as a binary comparison between BAME and white staff does not acknowledge the gaps that might be present between people of different races and ethnicities. To combat challenges with small numbers and to act consistently with the binary approach dictated by the government for the gender pay gap, a decision has been taken to present the data in this way at this time. This will be kept under review.

We recognise that reducing our race pay gap will take time. However, we are committed to change and are confident that the progression of actions associated with the Race Equality Charter (REC) action plan and the wider Loughborough University Race Equity Strategy, will allow us to reduce this gap and achieve increased balance across all levels of our organisation.

The race pay gap shows the difference in pay between white employees and BAME employees in the workforce expressed as a percentage of white employees’ earnings.

There is currently no mandatory reporting duty in respect of the race pay gap; however, in the interests of openness and transparency, Loughborough University has chosen to monitor and report its race pay gap as a voluntary initiative.

It should be noted that the University employs a number of staff for whom their racialised group is unknown. This group amounts to 4.3% of the overall staff population and this group has been excluded from the race pay gap comparisons figures to ensure that the calculation is as representative and accurate as possible. Across the sector, the racialised group of 7.4% of university staff is unknown.

What the race pay gap is not

The race pay gap is not an indication of how much more white employees are earning than employees within the BAME categories who are doing the same work.  This concept is called equal pay.

What underpins our race pay gap

There are several key factors that impact Loughborough’s race pay gap.

The distribution of BAME staff across the pay quartiles. The highest proportion of BAME staff being in the lower quartile and the lowest proportion being in the highest quartile.
Casual staff – when looking at the university pay gap excluding casual staff, there is no overall race pay gap. When looking at casual staff on their own, there is an overall pay gap. Casual staff comprised 29.1% of the staff who were included for the 2020 race pay gap reporting.
A large pay gap at grade 9. It is important to note that this will be impacted by factors such as subject norms, average time in post etc. However, the university is taking this seriously and is undertaking work to understand this gap. If this gap is not explained by subject area norms and time in post, the university is committed to taking actions to address these instances.

Our equal pay data

The race pay gap is not an indication of how much more white employees are earning than employees within the BAME categories who are doing the same work. This concept is called equal pay.

A race equal pay audit took place in 2020 and will be repeated annually. Where any discrepancies are identified, the University undertakes thorough and robust analysis to understand and address any issues.

Our race pay gap data as of 31st March 2020

77% of our employees are white, 19% of are from BAME categories. The racialised groups of 4% of staff are unknown.

Our race pay data

Mean race pay gap 

The mean BAME staff hourly rate is 7.3% lower than that for white staff

Median race pay gap

The median BAME staff hourly rate is 11.1% lower than that for white staff 

The proportion of BAME staff in each pay quarter

At Loughborough University, BAME staff occupy 22.0% of the lowest paid jobs and 15.2% of the highest paid jobs. 

Top 15.2% 82.6% 2.2%
Middle 20.5% 76.2% 3.2%
Lower middle 16.8% 79.3% 3.9%
Lower 22.0% 70.1% 7.8%

Proportions of BAME, Unknown and White staff in each mean hourly rate quartile pay band for 2020.

Bonus pay

Mean bonus pay

Mean BAME staff bonus pay is 4.5% higher than white staff 

Median bonus pay

Median BAME staff bonus pay is 20.9% lower than white staff

The proportion of staff receiving a bonus

The proportion of BAME staff receiving a bonus is 9.8% and the proportion of white staff receiving a bonus is 19.8%.

Addressing the Race Pay Gap

Through our Race Equality Charter, the University’s is committed to closing the race pay gap.

What we are doing to address the gap