London Metropolitan University’s mean pay gender gap is 8.55% and our median is 11.45%, which is significantly better than the national average. According to the Office for National Statistics (ONS) figures, the national median pay gap in the education sector (for public sector/not for profit organisations) is 26.3% (March 2018).
The new gender pay gap obligations have been introduced alongside the existing requirements for specified public bodies, including publishing annual information to demonstrate compliance under the Public Sector Equality Duty (PSED) and publishing equality objectives every four years.
London Met produced a snapshot of our gender pay gap data at the end of March 2017, in accordance with the guidelines for Mandatory Gender Pay Gap Reporting, and today – along with other universities across the country – we have published our full data on gov.uk. This reporting cycle will continue year on year going forward with organisations being required to maintain the data on their websites for three years in order to show progress made.
The Equality and Human Rights Commission defines the difference between equal pay and the gender pay gap as follows:
- Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010.
- The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings.
We have a strong commitment to providing our students with 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. We are an accredited living wage employer and pay our students the London Living Wage. Providing these work opportunities brings great benefits to both our students and the University. Around two thirds of our students are women (63.9%) and a proportionate number of the students working with us and earning the London Living Wage are women (63.1%). This success however is one reason for our gender pay gap and accounts for approximately a third of our mean pay gap.
We are committed to closing the gender pay gap further. We will do that through a programme of support and training including:
- gender monitoring and reporting
- related policies and practices that are up to date and are regularly reviewed
- training and support for line managers
- family-friendly leave
- flexible working
- career and talent development
- fair pay systems
These are already in place and will be kept under review alongside our annual gender pay gap monitoring.
Director of Human Resources
London Metropolitan University