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Information about Loughborough University’s Race Pay Gap

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, and as part of this work, it was important to conduct a race equal pay audit in 2020.

The University also publishes its Gender Pay Gap (details available here) and in order to ensure that we take a holistic approach to pay, we’re using the same data points for the race pay gap as the gender pay gap. This means that data is published a year in arrears.

What is the Race Pay Gap?

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.

The data for the race pay gap audit – which uses data from March 2020 – can be viewed online here.  This is an ongoing activity and analysis will take place each year with updates published on the University website.

Addressing the Race Pay Gap

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

Some of the actions which the University has committed to are as follows:

  • Undertake work to look at the differences in initial salary setting in order to develop policies if racialised differences are evident.
  • Review promotions criteria from a race equality perspective with any race-based barriers removed and efforts to progress race equity being recognised as a valued leadership criterion.
  • Undertake a range of work to understand and report on racialised differences within traditional bonus/reward structures with an annual item for all Deans and Directors of Service regarding the use of anti-racist resources (due to be produced as part of Loughborough University's Race Equity Strategy activities) and progression of anti-racism practice.
  • Carry out a detailed analysis of Grade 9 pay in the next academic year to identify any issues with current pay and correct these.

The full list of commitments can be found here