Portrait of Ian Walmsley, Provost“This year we are publishing our gender pay gap information for the second time. While I am pleased to see that there has been a small shift with a higher proportion of women represented in the upper-middle and upper quartiles compared to 2017, we still have progress to make in order to eliminate the gap altogether.

In order to do this, we are introducing some new projects to complement our existing initiatives, including a College-wide mentoring scheme which can help career development and address barriers, and the Career Moves Guide to create greater transparency about progression for Professional, Technical and Operational staff.

We are also forming a working group which will take a deeper look at the data we have on recruitment and retention, promotion, flexible working, starting pay and benefits, and the percentage of staff who return to work following maternity, paternity and other parental leave. We will seek to understand what this data tells us about gender, ethnicity and intersectional pay gaps.

We are determined 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 7.6 per cent.

Imperial's first gender pay gap figures from 2017 alongside the 2018 figures can be accessed here.

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.

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 compared to 2017.

How do we compare?

Our median gender pay gap is lower than the 2018 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, 25 October 2018

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.