Successes and Achievements

To commemorate International Women's Day, we ask our members to nominate their Real Role Models and celebrate colleagues who have supported, encouraged and insipired them.

• View our 2024 nominees.

• View our 2023 nominees. 

• View our 2022 nominees. 

•  View our 2021 nominees. 

• View our 2020 nominees.

In May 2018, LSE Power coordinated a Gender Pay Gap workshop with Chief Operating Officer, Andrew Young to discuss the gap at LSE with over 40 senior managers and division leaders. On average, LSE had a gender pay gap of 10% between women and men in PS roles (data from March 2018). Whilst we have a high quality internal candidate pool, there are difficulties progressing this talent into senior leadership roles. Discussions on the job structure, flexible working, and internal recruitment processes and job descriptions were raised as possible areas to change for improvements.  

Off the back of the Gender Pay Gap workshop, it was decided that flexible working requests need to be tracked as well as supported in new ways to alleviate issues for women with caring responsibilities. A flexible working toolkit was also developed and launched by HR in 2019, with lobbying and support from LSE Power to showcase successful good practice and examples for future managers and employees. Additional resources have been also allocated to ensuring wording of job descriptions are not gender biased. LSE Power will continue to lobby for analysis and research on how the gender pay gap can be eliminated.

24 August 2020 - Future of Flexible & Agile Working

LSE Power hosted a session with Andrew Young on Flexible and Agile Working at LSE. 

Please see the following link for the recording of the event and the slides. We will compile the themes, key questions, and recommendations from the discussion. If you are interested in contributing more to this area with LSE Power, please email Helen at h.broad@lse.ac.uk.