Equality and diversity

Our mean gender pay gap is 7.0%, which is 1.6% less than last year. We have examined our data to understand why this is and how we can seek to continue to reduce this gap.

Three main factors contribute to our gender pay gap.

Firstly, 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 discovered with our first gender pay gap analysis this accounts for around a third of our mean gender pay gap.

The second factor is that men stay in employment with us for approximately a year longer than women on average, meaning men can benefit more from annual incremental salary progression provisions than women.

The third main factor is that we have more men (54%) than women in our upper quartile pay group. This is a percentage point improvement on last year. We employ broadly equal numbers of men and women with approximately 5% more men than women in academic and research grades and 5% more women than men in management and support roles. We pay men and women equally for work of equal value (we have a 0% mean pay gap within each quartile).

We maintain equal pay through a range of measures: 

  • We ensure equal pay by evaluating roles and responsibilities, not people, to determine pay grades.
  • We have clear published salary scales for all staff grades.
  • We have clear published progression and internal recruitment opportunities for our staff, with selection based on objective criteria assessed by a representative panel.
  • We have a published fair recruitment and selection policy, supported by training incorporating unconscious bias training.
  • We are an accredited living wage employer and ensure all our staff and in particular our lower paid staff earn at least the London living wage.
  • We have a clearly stated and embedded commitment to promoting accessibility and equality of opportunity and we are openly proud of our diverse community.

Our gender pay action plan aims to further reduce or eliminate our gender pay gap by:

  • Monitoring and reporting pay gaps to raise awareness of our pay gap at every level, enabling better informed decisions;
  • Regularly reviewing our equality and pay policies and practices 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; and
  • Investing in the development of our staff.

Any feedback or comments are welcome via email to hr@londonmet.ac.uk

Robert Fisher
Human Resources Director
London Metropolitan University