Portrait of Ian Walmsley, ProvostThis October we are publishing our gender pay gap information for the fifth time, and our ethnicity pay gap information for the second time.

The College gender and ethnicity pay gaps arise from an under-representation of women and Black and Minority Ethnic staff in senior grades at the College. The data from 2021 shows that the pay gaps are smaller than they were in 2020, which is a positive sign that we are moving in the right direction.

However, we continue to work to find ways to close the gaps further. We are continuing to review and model data to identify actions that will have the maximum impact, building on our Athena Swan and Race Equality Charter action plans.

In terms of recruitment, we are increasing the ethnic diversity of appointment panels, especially for senior roles and we have implemented a gender de-coding tool which identifies hidden bias in language in recruitment materials. In 2021 the College introduced a new Pay Review framework that strengthens the governance around the processes, ensuring equity and consistent application of achievement pay review awards.

Our work to close our gender and ethnicity pay gaps is part of our commitment to offer a Total Remuneration Package that is appropriate for our status as a world-leading institution. Our people are the most important part of Imperial and are at the centre of delivering our academic mission. Ensuring that you are rewarded appropriately and fairly is critical to maintaining our success.

Best wishes,

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 currently 6.3 per cent.

Imperial's previous gender pay gap figures and previous ethnicity pay gap figures can still be accessed alongside the most current figures. The 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.

What is the ethnicity pay gap?

In 2018 the Government announced a number of measures to tackle ethnic disparities in the workplace and launched a consultation in October, asking employers to share their views on a mandatory approach to ethnicity reporting. They are yet to implement a mandatory requirement for organisations to report on their ethnicity pay gap.

As part of the College commitment to address any barriers to equality, we published our ethnicity pay gap for the first time in 2020 and will continue to do so each year. Figures for 2021 show that the gap between the median hourly pay of Black and Minority Ethnic group (BME) to the White ethnic group (which includes White Other) at Imperial is currently 8.2 per cent.

What are the reasons for our gender and ethnicity pay gaps?

The College pay gaps are predominately down to an under-representation of women and the BME ethnic group in the senior levels of the College: academic grades and Level 7 in the Professional Services job family. For the gender pay gap

The College has implemented many initiatives over the years to address the broad concept of equal representation at all levels, and we can see this is starting to make a difference. More information on these are shared below.

How do we compare?

Our median gender pay gap is lower than the 2021 national average1.

1 Annual Survey of Hours and Earnings, ONS, 26 October 2021

The College is waiting for the gender pay gap figures for the Higher Education sector to be published to review how we compare to other organisations in the sector.

What are the figures we’ve reported?

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