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Equality, Equity, Diversity and Inclusion at London Met

Equality, Equity, Diversity and Inclusion (EEDI) at London Met is driven through our governance, to ensure institutional accountability at the highest level of the University. Our EEDI Committee actively promotes, steers and progresses institutional equity and inclusive practices at London Met. The EEDI Committee has delegated authority from the Senior Leadership Team (SLT) for all EEDI matters and provides strategic direction and prioritisation for all activities within the Centre for Equity and Inclusion (CEI). 

The Committee works with internal and external stakeholders to ensure that current and emerging equality legislation is embedded in our policies, procedures and practices so that all forms of discrimination are eliminated, and that equitable practices and inclusion are actively progressed. The Committee also encourages an active commitment to inclusive practice by students and staff.  

There are several sub-committees of the EEDI Committee. Some have been established on a permanent basis, while others are task and finish groups to review specific policies. 

  • Athena Swan Race Equality Charter (ASREC) Sub-committee 
  • Preventing Harassment and Misconduct (PHM) Sub-committee 
  • Student Pregnancy, Education and Policy Support (StEPS) Task and Finish Group 

In addition, the Committee oversees work that aligns with London Met meeting the public sector equality duties. This includes annual data reports, Equality Impact Assessments and the production of strategic Equality Objectives every four years (see below). 

People celebrating at London's Pride parade alongside a London Metropolitan University float

Connecting with Institutional Strategies 

London Met's 2026-2030 equality objectives are:

To consolidate and further our Charter Mark work as outlined in our strategic plan and within actions plans associated with our Athena Swan, Race Equality Charter, Stonewall and Disability Confident action plans. 

To make progress against thirteen objectives identified within our Access and Participation Plan, which aim to tackle identified key risks and improve student outcomes for target groups. 

To make year-on-year progress in reducing our gender, ethnicity, intersectional, disability and sexual orientation pay gaps as outlined within our People Strategy.

To embed a safe, inclusive culture through the prevention of harassment, sexual misconduct and bullying, in line with London Met’s Values.

Pay Gap Report

What is Pay Gap reporting? 

The gender pay gap considers the differences between the average and the median pay of men and women in an organisation. All employers with 250 or more employees must report their gender pay gap data.   

At London Met, we go beyond these statutory requirements. Alongside gender pay gap reporting, we analyse and publish our ethnicity pay gap data. We are also undertaking more detailed ethnicity pay gap analyses.    

Since 2026, we have expanded our pay gap analysis and reporting further to include disability and sexual orientation in our pay gap report. Our 2026 pay gap report also includes intersectional pay gap analysis for gender and ethnicity, gender and disability, and gender and sexual orientation. Analysing our pay gaps beyond statutory requirements provides a fuller picture of where inequalities may exist across our workforce. 

All pay gap analyses are published annually in our HR Data Report and helps inform action to improve equity, representation and progression across the University.