Addressing the Gender Pay Gap

What we are doing

Closing the gender pay gap is a long-term commitment of which some actions have a more direct impact. An Equity, Diversity and Inclusion Core Plan sets out clear objectives around data, equity, diversity and inclusivity. This supports the University strategy which places equity, diversity and inclusion at the heart of improving the employee experience which is essential to reducing the gender pay gap. 

Recruitment and retention

An ongoing review into all recruitment continues with changes made to improve the way in which females are attracted and recruited into the University. Actions include: 

• Job adverts and job descriptions contain an EDI statement and reference dynamic working. Part time/flexible working arrangements are also mentioned in job adverts where applicable.
• Belonging and Inclusion is a mandatory part of the Induction process for all starters and renewed for all staff members every three years.
• As part of the aim to increase female recruitment in academic roles and grades 7+, positive action has been taken within the RTE recruitment campaigns to encourage applications from Black and Minority Ethnic and/or female candidates. HRBPs continue to work with Schools and Services for their senior appointments to support with EDI data and informed decision making. An equality impact assessment has been considered throughout the current Academic Recruitment Campaign and will continue to be used to assess impact.
• Following a review of the leaver process in 2025, including engagement with stakeholders, a revised form that includes reasons for leaving and captures EDI data will be rolled out in 2026. 
• Recruitment and Selection training is mandatory for all panel chairs and includes a strong focus on minimising bias throughout the recruitment process. Accessible guidance for managers has been developed to ensure that everyone involved in hiring is supported to apply best practice approaches and make fair, evidence-based recruitment decisions. 

Staff development

The University remains committed to the Athena Swan accreditation, which aims to encourage and recognise commitment to advancing the careers of women in employment in higher education and research. We currently hold the following awards:

• University Bronze award
• AACME Bronze award
• ABCE Bronze award
• Loughborough University London Bronze award
• Science Bronze award
• SSEHS Silver award
• SSH Bronze award
• Wolfson Bronze award 

A specific Athena Swan target is to improve representation of female technicians by creating a more attractive work environment that supports career progression e.g. more job-share or part-time opportunities, consider agreed periods of working from home and encourage female technicians to complete leadership training.

Work continues to develop the RTE and SSA job families to include pathways for education and student experience, and research and innovation to enable those currently in the SSA job family to apply for merit-based promotion.

A 3-year EDI Development Programme for Senior Leadership has launched in 2024. The university supports the Herschel Programme for Women in Technical Leadership which aims to address the lack of women in technical management and leadership roles.

The ADVANCE development programme for staff within the administrative job family (80% female) launched in September 2024 featuring core face-to-face modules and job specific Advance lite modules tailored to participants.

The Springboard programme for staff who identify as female provides development through learning more about their skills, values, assertiveness and networking abilities.

Reward and recognition

Supplementary Payments Guidance was published and a review of all supplements conducted, with outcomes including continuing, reducing, re-classifying or removing payments. The review was conducted with an EDI lens to ensure transparency and equity across payments, with monitoring where there may be disparity. Male staff receive proportionately more supplementary payments (65%) than the university population (43%). Female staff receive proportionately fewer payments (35%) than the university population (57%). This is a slight improvement on last year and monitoring and evaluating of supplementary payments continues as part of the wider pay agenda.

Starting Salaries guidance has been in place for a number of years and is highlighted to recruiting managers. This emphasises the university’s expected position on starting salaries and the commitment to equity, diversity and inclusion.

There is an annual review of Grade 9 academic pay assessing against UCEA data and making market and equity adjustments as appropriate.

The annual Performance and Development Review (PDR) process will be replaced with the GLOW process, which provides an opportunity for all staff and their managers to discuss Growth, Learning, Opportunity and Wellbeing on a regular basis, throughout the year and identify hidden barriers. 

Other Actions - Committees and Networks

Positive Action Guidance has been published on the website providing information, examples and support to managers and staff around the use of positive action in addressing legitimate aims.

Disability and Inclusion Group have added two new networks, Cancer Support Group and Neurodiversity Group, providing support and connections for all staff. Females tend to be diagnosed with neurodivergent conditions later in life than males and improved workplace support may benefit recruitment and retention levels.

Age Appreciation Group has been relaunched and common issues, including generational responsibilities, financial and pension education, and attitudes to learners have been identified.

Other actions - Workplace practices

The suite of HR policies and procedures continues to be reviewed with a focus on those which impact the working lives of people of all genders.

Dynamic working, which support people to work more flexibly and to blend work and home life more effectively, is embedded across the University. It is now also published on our website making the University position also clear to potential applicants.

An intranet page for Support for Working Women Experiencing Menopause has been created which provides information on roles and responsibilities for managers and employees, with links to Occupational Health and external guidance and support so that this embeds within the organisation.

The first Menopause Cafe at Loughborough took place in October 2025 during World Menopause Awareness Month. For many, the café was a rare opportunity to speak openly about menopause without fear of judgment. Attendees shared stories of resilience, challenges, and the often-overlooked impact of menopause on work and personal life. The event underscored the importance of normalising these conversations, not just among those experiencing menopause, but across the wider community.  The Cafes are expected to run regularly throughout the year.