Equal Pay Report: DMT Response
The Director’s Management Team is pleased that the Equal Pay Review Report has been completed and is now in the public domain. DMT is committed to ensuring that pay at LSE is kept under continual review and that appropriate data sets are available as information and for statistical analysis by LSE employees. DMT expects Equal Pay Review Reports to be carried out on a regular basis.
Save for the proposed single policy on overtime, where DMT believes more work is required, the Director’s Management Team is pleased to embrace the Recommendations in the Report. DMT notes that several of the actions called for in the Report are already under review or are being implemented, but it will ensure that urgent actions are taken across the board. DMT recognises that pay policies at LSE must necessarily have regard for formal job classifications (the HERA system), the performance contributions made by different colleagues, and the need for market supplements. In addition, DMT recognises that LSE must demonstrate its passionate commitment to ensuring proper career progression opportunities for female and BME staff. Access to roles at LSE must be open, fair and transparent and we must do more to demonstrate this at the higher banded posts.
LSE must always ensure that it is compliant with the relevant legislation, including the 2010 Equality Act, but the School’s senior management is keen to ensure that compliance alone is not the key policy driver. The policies recommended in the Equal Pay Group Report, and others that management might propose, rightly go beyond compliance. They give voice to the School’s commitment to providing the best opportunities for its employees. The School should enact these recommendations because they are the right thing to do.
DMT/December 2014