Mindful Employer Charter
Athena SWAN is an initiative which champions the advancement of gender equality. Work has begun to prepare for our first stage (Bronze level) application to Athena SWAN with the creation of a representative Self-Assessment Team (SAT), led by the Vice-Chancellor, that is working towards the next submission date in May 2021.
We are a member of Stonewall’s Diversity Champions programme and have taken part in the Workplace Equality Index, to help us improve and implement LGBT+ inclusive policies and practices across the University. This has given us an action plan to work through.
Disability Confident Committed
Committed to tackling antisemitism
London Met stands opposed to antisemitism. In June 2020, the University adopted the working definition of antisemitism as developed by the International Holocaust Remembrance Alliance (IHRA). The definition states:
Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.
Committed to tackling Islamophobia
Eliminating racial and religious bias is central to the University's commitment to being an inclusive and welcoming space for all. London Met was the first UK university to adopt the working definition of Islamophobia as developed by the All Party Parliamentary Group (APPG) on British Muslims. The APPG recommended the adoption of the following definition:
Islamophobia is rooted in racism and is a type of racism that targets expressions of Muslimness or perceived Muslimness.
Our gender pay gap
Our mean gender pay gap for 2020 is 5.5%, which is 1% less than in 2019. It indicates that we are making some progress, although we recognise there is still a long way to go to close the gender pay gap.
2020 pay gap figures
(2019 figures are shown in brackets)
|Gender Pay Gap||9.27% (13.1%)||5.5% (6.5%)|
|Proportion of women and men in each pay quartile|
|Upper Quartile||47.33% (45%)||52.67% (55%)|
|Upper Middle||57% (49%)||42.93% (51%)|
|Lower Middle||50.64% (55%)||49.36% (45%)|
|Lower||58.75% (57%)||41.25% (43%)|
The main reason for our pay gap is because we have more men in senior academic and management grades than women. This year, the proportion of women in the upper pay quartile increased.
We are an accredited London Living Wage employer and are committed to paying all our staff the living wage as a minimum. We have a strong commitment to providing our students with the best support and this includes giving them paid work to help them financially during their studies and to equip them with workplace skills that help them with their careers after they graduate. Female students make up almost two thirds of our student body and proportionate numbers benefit from work experience with us. We are mindful of the fact that it adds 1.5% to the mean gender pay gap.
We maintain equal pay through a range of measures:
- Embracing inclusivity as a core value. Our Strategy 2019/20 – 2024/25 sets out that we celebrate our diverse community, we see difference as a source of strength and we challenge exclusionary and discriminatory practice.
- Promoting inclusion as one of our strategic goals including by working towards achievement of the Athena SWAN, Race Equality Charter, Stonewall and Disability Confident standards to facilitate diversity in our staff community and ensure that everyone at London Met is valued and included.
- Recruiting staff who share our values and commitments. Our current recruitment and selection practice has been updated following the recommendations of the McGregor Smith review to include provisions for representative panels and a requirement that all applicants submit a statement showing how they will contribute to inclusion, equality and diversity.
- Raising awareness amongst our staff. Our senior leaders took part in inclusivity workshops and all new staff have Equality & Diversity training.
- We set out clear expectations and responsibilities in our Equality and Diversity policy sets out our equality commitments in respect of all staff.
- We ensure equal pay by evaluating roles and responsibilities, not people, to determine pay grade.
- We have clear published salary scales for all staff grades.
- We have a published fair recruitment and selection policy, supported by training incorporating unconscious bias training.
- We are an accredited London Living Wage employer and ensure all our staff and in particular our lower paid staff earn at least the London Living Wage.
- We enable and promote better use of flexible working policy to support employees with caring responsibilities and have increased our paid maternity provisions to be sector leading.
- Our career development initiatives encourage and support academic women through the promotions process, including better access to mentoring opportunities, more secondment opportunities, and coaching sessions.
- We offer all staff access to staff development and an Employee Assistance Programme.
- We have three active trade unions and active staff networks including our Women’s Network, Staff Disabilities Network, LGBTQ+ Network, and BAME Network.
Our gender pay action plan aims to further reduce or eliminate our gender pay gap by:
- Creating a Centre for Equity, Attainment and Inclusion.
- Continuing to closely monitoring, analyse and reporting our pay gaps to raise awareness and better inform decision making.
- Keeping our pay and remuneration policies and practices under review to ensure they are fair and to eliminate any unintentional bias.
- Providing training, guidance and support to managers to underpin our policy and practices.
- Supporting our staff to enable them to work flexibly.
Any feedback or comments are welcome via email to firstname.lastname@example.org.
Championing equity and inclusion lies at the heart of everything we do here at London Metropolitan University. In addition to the information on these pages, you can find out more about our values and the action we're taking by visiting our Centre for Equity and Inclusion pages.
We have a proud tradition of embracing and valuing diversity and this is reflected in our student body and staff, which we monitor and report on annually at the end of each academic year.
We are one of the most diverse universities in the UK with more than 120 nationalities on campus.
The data below provides ethnicity, gender, age and disability representation across our staff.
2019/20 Staff by Ethnicity
|Ethnicity||2019-20 %||2018-19 %||Change|
|Not known/information refused||14.3%||14.9%||-0.6%|
2019/20 Staff by Gender
Women make up 53.4% of our workforce.
|Gender||2019/20 %||2018/19 %||Change|
2019/20 Staff with declared disabilities
Numbers of staff with declared disabilities remain low and with little change year on year.
|Disability||2019/20 %||2018/19 %||Change|
2019/20 Age Profile
There has been little change in employee age profile from last year.
|Age group||2019/20 %||2018/19 %||Change|
We value and promote diversity and dignity at work through our staff development programmes, policies and practices, as well as new staff induction.
We also value the contribution of our staff and seek to ensure that they are supported and do not face unnecessary barriers to their employment. We have set out our commitments in our Strategic Plan and in our Equality and Diversity Policy.
All job applicants are asked to submit an equality and diversity statement of no more than one page, articulating how they will contribute to making our University more inclusive and what they have previously done to advance equality.
Our equality and diversity policies, guidance and information
Our duties and commitments are set out in our published Equality and Diversity Policy and are covered in our online Diversity Essentials course, which all staff are asked to complete. We are in the process of moving this and other essential training to our newly developed online portal, MyDevelopment, to enable us to better track participation and completion rates.
Our equality and diversity targets and progress are set out in our work plan and the KPIs in our University Strategic Plan. Work has already begun to prepare for our first stage (Bronze level) application to Athena Swan with the creation of a representative Self-Assessment Team (SAT), led by the Vice-Chancellor, that is working towards the next submission date in May 2021. We are a member of Stonewall’s Diversity Champions programme and have taken part in the Workplace Equality Index, to help us improve and implement LGBT+ inclusive policies and practices across the University. This has given us an action plan to work through.
We have active staff networks for LGBT, women, disabled staff and Black, Asian and Minority Ethnic (BAME) staff.
Our Harassment Policy sets out our commitment to dealing with complaints of bullying and harassment.
Our employment policies and procedures
All our employment policies and procedures are reviewed every two years and we are working with Stonewall and our Athena Swan, BAME and LGBT working groups to review our policies to ensure they are inclusive.