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 race 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 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 staff and Black, Asian and Minority Ethnic staff 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 staff.

We acknowledge that presenting the race pay gap as a binary comparison between Black, Asian and Minority Ethnic 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 Loughborough University Race Equality Charter (REC) action plan and the Equity, Diversity & Inclusion Core Plan, will allow us to reduce this gap and achieve increased balance across all levels of our organisation.

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 2.91% 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 10% of university staff is unknown. (HESA HE Staff Statistic: UK 2023-2024)

What the race pay gap is not

The race pay gap is not an indication of how much more White staff are earning than staff within the Black, Asian and Minority Ethnic categories who are doing the same work. This concept is called equal pay.

What underpins our race pay gap

Key factors that impact Loughborough’s race pay gap.

The distribution of racialised minority staff across the pay quartiles. The lowest proportion being in the highest 2 quartiles, however this has increased year on year since 2021. The proportion of Black, Asian and Minority Ethnic staff at the lowest quartile has increased by 4.5% this year due to the increase in the casual staff population.
Casuals. The casual population varies at any given time and can impact on the overall pay gap. This year there has been a significant increase in the casual staff population from 20.2% to 25.8% of the Pay Gap population and Black, Asian and Minority Ethnic staff make up 42% of that population.
Unequal numbers of racialised minority staff in higher grades. There are fewer Black, Asian and Minority Ethnic staff in higher grades although there has again been a small improvement in Grade 8 in the last year.

Our race pay gap data as of 31st March 2025

68.9% of our employees are White, 27.2% are from Black, Asian and Minority Ethnic categories. The racialised groups of 2.91% of staff are unknown.

Our race pay data

Mean race pay gap 

The mean race pay gap is 12.59% which is an increase from 10.53% in 2024

Median race pay gap

The median race pay gap is 14.51% which is a decrease from 15.33% in 2024

The proportion of Black, Asian and Minority Ethnic staff in each pay quarter

At Loughborough University, racialised minority staff occupy 38% of the lowest paid jobs and 21% of the highest paid jobs.

Bonus pay

Mean bonus pay

Mean race bonus pay gap is 3.81% an increase from 2.53% in 2024

Median bonus pay

Median race bonus pay gap is 0%, which is the same as in 2024

The proportion of staff receiving a bonus

The proportion of Black, Asian and Minority Ethnic staff receiving a bonus is 4% a reduction from 10% in 2024 and the proportion of white staff receiving a bonus is 11% a decrease of 6% from 2023

Addressing the Race Pay Gap

The University is committed to closing the race pay gap.

What we are doing to address the gap