Pay Gap Report 2023-2024

1. Overview

LSTM’s Gender Pay Gap Report complies with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, which stipulates the annual reporting of pay gap using standard statutory calculations. The data contained in this report relates to LSTM staff only. Employees of Innovative Vector Control Consortium (IVCC), iiDiagnostics and the Well-Travelled Clinic (WTC) are not contained within this set.

The data presented in this report represents all full pay relevant employees (in accordance with the prescribed calculation methodology) at the snapshot date of 31^st March 2024.

Statutory reporting information is denoted by (*) Ethnicity Pay Gap reporting is not yet mandatory, but LSTM has chosen to report on this data in a similar manner to the Gender Pay Gap. The Ethnicity Pay Gap therefore shows the difference between the average earnings of white, and Black, Asian and Minority Ethnic (BAME) colleagues, expressed as a percentage of the earnings of white colleagues. The same snapshot date is used.

Our gender pay gap tells us that the difference between the median hourly rate for men and women is slightly higher than our pay gap last year at 8.46%.

2. Gender Pay Gap

At the snapshot date of 31 March 2024, our headcount of full-pay relevant employees was as highlighted below:

The median and mean hourly pay gap (*) was:

Our headline median gender pay gap has increased from 5.6% to 8.46% reversing the trend from the previous year. This has fluctuated in recent years – highlighting the impact that small changes in numbers can have.

Overall, our gender pay has reduced following increased representation of women within the upper pay quartile at LSTM and at senior leadership levels.

The chart above shows the distribution of staff across each pay quartile. There has been an increase in the proportion of women in the lower quartile, which has impacted both the hourly rate of pay for women and therefore the gender pay gap. Women continue to make up the majority throughout each quartile.

The proportion of males and females receiving a bonus is outlined below. LSTM did not run an institutional bonus scheme in 2023 – 2024. 

Due to the low numbers outlined in the table above, it is challenging to draw significant conclusions from the results.

3. Ethnicity Pay Gap

At the snapshot date of 31 March 2024, our headcount of full pay relevant employees was:

Using the five data categories, the pay gap is given below, measured in all cases against the average pay of those who identify as white:

For colleagues who identify as Black or Mixed Ethnic heritage there is a small favourable pay gap. For colleagues who identify as Asian or Other heritage, there is an adverse gap. These numbers change year on year, illustrating the effect of small changes in our context. The broader picture highlights the need for greater representation of Black and Minority Ethnic colleagues across LSTM.

A simplified (two-factor) analysis shows the median pay gap to be 2.89%.

There is greater representation of white colleagues in the upper pay quartile, than in the other quartiles proportionate to overall numbers. There is also slightly higher representation of Black colleagues.

LSTM did not run an institutional bonus scheme in 2023-2024. The proportion of BAME vs non-BAME receiving a bonus is outlined below:

4. Disability Pay Gap

At the snapshot date of 31 March 2024, our headcount of full-pay relevant employees was as highlighted below:

The median and mean hourly pay gap (*) was:

Proportionately, there are more people who identify with a disability in the lower pay quartile and fewer in the upper middle quartile. This affects the average hourly pay and impact the pay gap, as does the overall small proportion of colleagues within this cohort.

The proportion of people who received bonuses is revealed below. LSTM did not run an institutional bonus scheme in 2023-2024.

5. Actions we are taking to close our pay gaps

We are working towards closure of our pay gaps. In doing so we recognise the disproportionate impact of small movements in our headcount.

To close our gender pay gap, we will continue to build on the progress of increasing representation of women at senior and leadership levels at LSTM and to increase gender diversity at all levels of the organisation. We hold an Advance HE Athena Swan Silver award for our work in furthering gender equity. Associated with this is a comprehensive action plan which incorporates in detail our steps to close the gender pay gap.

To address our ethnicity pay gap, our aim is to increase representation at all levels in LSTM and particularly at senior academic levels. We have committed to submitting an application to the Advance HE Race Equity Charter for a bronze award. As part of this work we are understanding and analysing barriers to progression at LSTM. A detailed Race Equity Action Plan supports our work in furthering race equity.

This is the first year we have monitored our Disability Pay Gap, and we are committed to continuing to do so. Our priority will be to develop a deeper understanding of the factors contributing to the pay gap, in order that we can respond accordingly. In doing so, we will work with our Disability and Carers Network.