Gender pay gap

What is gender pay gap reporting?

UK legislation introduced in 2017 requires all organisations in England with 250 or more employees to publish their Gender Pay Gap figures. This includes the gap between the mean and median average hourly rates of pay for men and women, the gap between mean and median bonus payments to men and women, and information on the proportion of men and women that make up each staff pay quartile.

How does it apply to LSHTM?

In 2018, LSHTM’s talented and diverse staff community doubled in size when two MRC Units joined the School (in Uganda and The Gambia). We now have over 3000 staff, and for the first time have more people working overseas than in the UK.

The Gender Pay Gap reporting requirements only apply to staff paid via a UK payroll on the snapshot date (31 March each year). For LSHTM, this group includes all staff who hold contracts with LSHTM terms and conditions, 'InternationalMRC staff, DL Tutors, and casual staff who received pay in the month leading up to the snapshot date. It does not include MRC staff who are employed by their Unit locally.

It is important to note that gender pay gap figures are not the same as equal pay figures. Gender pay gap figures look at the distribution of the hourly rates of all relevant staff, while equal pay figures examine whether staff are paid the same amount for work of equal value.  

LSHTM gender pay gap figures 2019

Information about the pay of 1,604 LSHTM employees was returned (i.e. those on the UK payroll), of whom 997 were female and 607 were male. For those staff, the gender pay gap data is as follows.

Hourly rate

  • Mean gender pay gap: 18.3%
  • Median gender pay gap: 12.5%

Bonus pay

  • Mean bonus pay gap: 93.9%
  • Median bonus pay gap: 60.4%

Proportion of staff group who received a bonus

  • 1.2% of women
  • 1.3% of men

Proportion of men and women in each quartile


% women in quartile

% men in quartile

Top quartile



Upper middle quartile



Lower middle quartile



Lower quartile



Of the staff captured by the snapshot, 62% were female, with the highest percentages of women at the less senior grades. As with other Higher Education Institutions, the gender pay gap reflects this distribution.

LSHTM awarded bonuses to 8 men and 12 women in the 2017/18 round. It is a positive step that the awarding of bonuses in 2017/18 was proportional to the staff pool, however a gap in value still exists. A possible explanation for this gap arising is the link between staff salary and bonus value, which sees men, who are typically in higher-paying roles, receive bonuses of a greater value.

Gender Pay Gap analysis and comparator reviews with other higher education employers will be available once these figures are published.

LSHTM gender pay gap figures 2018

LSHTM is proud of the diversity of its staff and student bodies. Whilst there is more work to be done, initiatives are already underway to increase the proportion of women in senior grades, for both academic and professional services roles. This includes clearer guidance and expectations on gender balance for recruitment and selection panels, and work is being undertaken to introduce ‘blind’ shortlisting for professional services recruitment (where the names of candidates are not visible at the shortlisting stage). We also launched a revised and refreshed Mentoring Scheme in December 2018 and this has been positively received by our staff.

LSHTM strives to ensure that principles of equality, diversity and inclusion are internalised by all staff, and are at the heart of our policies, procedures, and our ethos.

What we are doing

  • Fairness and Transparency: progress has been made in applying consistent and fair salaries for senior academic staff with the introduction of professorial salary banding in 2016. A review of the Higher Education Role Analysis (HERA) process has also been undertaken to ensure this process is robust and effective in the role grading for Professional Services staff. Both processes place a strong focus on fairness and transparency in the setting of salary. We will continue this work by monitoring impact and regular benchmarking.
  • Promotions and Recruitment Processes: each year, a review of LSHTM’s academic promotions and staff review procedures takes place with the intention of refining procedures to keep them in line with best practice and to ensure these processes are fair and accessible to all staff. Staff are proactively encouraged to apply for promotion when they are ready. We continue to review how we recruit externally to ensure wide search pools and encouragement for underrepresented groups.
  • Bonus Review Exercise: we will continue the work of monitoring the provision of bonuses to ensure that this is equitable and that there are no barriers to staff being fairly rewarded for their hard work.
  • Continued focus on positive cultural change: we will champion the work of our Athena SWAN and other EDI groups as they work to identify and address the root causes of imbalances where they exist, and expand the range of equality, diversity and inclusion activities across LSHTM with the addition of new and representative staff networks.

Throughout 2018, LSHTM supported a range of activities to celebrate and advance women working in global and public health, culminating with hosting the Women Leaders in Global Health conference on 8-9 November. There were more than 900 participants of 80+ nationalities and coming from 70+ countries of residence. Led by Professor Heidi Larson, the conference set to address gender imbalance in health leadership by highlighting emerging and established women leaders in global health, putting a cultural and gender lens on leadership and health issues, and providing training opportunities and mentorship. Many of the participants and speakers were LSHTM staff. A number of key areas for global action were identified and we continue to work with our partners to advance a collective new vision for global health leadership and build opportunities for women to progress in all forms of leadership.

We are clear that more needs to be done to reduce our gender pay gap. In addition to the initiatives already underway, we will be exploring other opportunities that will drive forward LSHTM’s commitment to equality, diversity and inclusion.

Contact us

Please email Director of HR Kessar Kalim at if you have any queries or require further information.