DR JUMMY OKOYA DEAN’S FOREWORD
The ethnicity pay gap is one of the most visible indicators of how inequality continues to be produced and reproduced across our society. It is not simply a question of pay, but of access to opportunity, recognition, progression and power. At the University of East London, we understand that these issues sit at the heart of our mission as a civic, socially-just university rooted in one of the most diverse and dynamic communities in the country. This report emerges from the 2025 Ethnicity Pay Gap Conference, convened by the Office for Institutional Equity as part of our commitment to make social justice a cross-cutting priority of UEL’s Vision 2028. We brought together leaders from across sectors because we believe that addressing racialised economic inequality requires more than compliance, statements or one- off initiatives. It requires system-level leadership, data-driven accountability and the courage to redesign how organisations actually work. As Dean of Institutional Equity, I see every day how structural inequities shape people’s life chances not only in the workplace, but across education, health, housing and access to opportunity. The ethnicity pay gap reflects the cumulative impact of these forces. It is not an anomaly. It is the outcome of how institutions recruit, develop, promote and value people. That is why closing it is not an HR exercise, but a test of leadership integrity and organisational purpose.
At UEL, we believe that equity and sustainability are inseparable. Institutions that fail to create fair pathways into leadership, high-value roles and decision- making positions undermine their own resilience, innovation and credibility. By contrast, organisations that design for inclusion build trust, unlock talent and strengthen long-term performance. This principle sits at the core of our work through the Office for Institutional Equity and across the University. This report offers more than diagnosis. It brings together evidence, lived experience and practical insight to support leaders, policymakers and organisations to move from intention to impact. The voices captured here reflect both the urgency of the challenge and the possibility of change when equity is treated as a strategic priority rather than a peripheral concern. I am grateful to all those who contributed their time, expertise and honesty to this work. I hope this report serves not only as a resource, but as a catalyst encouraging organisations across the UK to take bold, accountable and sustained action to close the ethnicity pay gap and to build workplaces that are fairer, stronger and more just. At UEL, we will continue to play our part in this work, using our position as an anchor institution in East London and a global university to advance social justice, institutional equity and meaningful change. Dr. Jummy Okoya Dean of the Office for Institutional Equity University of East London
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