Portrait of Ian Walmsley, ProvostThis year we are publishing our gender pay gap information for the third time. Although the gap has reduced since 2017, it has increased slightly since last year. Further, our median score is considerably below the average across the sector.

These facts prompt us to redouble our efforts to eliminate the gap altogether.

In order to do this, we are exploring new actions that will complement our existing initiatives. This includes reviewing the academic promotions process to identify any barriers to women being appointed to senior academic posts, increasing the pool of female applicants by conducting active searches and increasing the use of skill-based assessment in recruitment.

In the past year we have also rolled out Unconscious Bias training for decision makers and introduced a gender de-coding tool in recruitment to avoid deterring women from applying for roles or promotion due to hidden bias in language.  All members of the President’s and Provost’s Board have now undertaken training from a leading equality consultancy.

We are united in our determination to make Imperial a place where women and men can thrive at every level of the organisation.

Professor Ian Walmsley
Provost

 

What is the gender pay gap?

Like all other large organisations, Imperial has published details of its gender pay gap. This shows that the gap between the median hourly pay of men and women at Imperial is 8.0 per cent.

Imperial's previous gender pay gap figures alongside the most current figures can be accessed hereThe gender pay gap isn’t the same as equal pay – Imperial rightly pays men and women the same for work of equal value. Doing so has been a legal requirement since 1970.

If men and women are paid the same for the same jobs, why do we have a gender pay gap?

The main reason for our gender pay gap is that we have more men than women in our senior, more well-paid roles.  However, there has been a small shift, with a higher proportion of women represented in the upper-middle and upper quartiles in 2019 compared to previous years.

How do we compare?

Our median gender pay gap is lower than the 2019 national average. We also have a lower gap than the higher education sector as a whole1. Compared to other research-intensive universities in the Russell Group, we actually have a smaller gap.

1 Annual Survey of Hours and Earnings, ONS, 29 October 2019

What are the figures we’ve reported?

Like all other large organisations, Imperial has reported data across a number of different elements: quartiles, mean and median gender pay gap, and gender pay gap in bonuses. You can access the data below.