Addressing the Gender Pay Gap

What we are doing

Closing the gender pay gap is a long-term commitment of which some actions have a more direct impact. In 2022 the University launched a new strategy and a new HR Vision and Purpose. Both place equity, diversity and inclusion at the heart of improving the employee experience which is essential to reducing the gender pay gap.

Recruitment and retention

An ongoing review into all recruitment continues with changes made to improve the way in which females are attracted and recruited into the University. Actions include:

• Job adverts and job descriptions contain an EDI statement and dynamic working. Part time/flexible working arrangements are also mentioned in job adverts where applicable.
• The use of diverse social media platforms and word of mouth attraction has been deployed to reach out to potential female academics in relation to the female RTE population.
• Unconscious bias training is provided for all selection panels and senior leadership teams.  Belonging and Inclusion is a mandatory part of the Induction process for all starters.
• A pilot took place to consider including a pass/fail question into the recruitment process specific to equity diversity and inclusion. The pilot was trialled in HR and guidance is being developed for panels.
• As part of the aim to increase female recruitment in academic roles and grades 7+, positive action was taken in the most recent RTE recruitment campaign to encourage applications from BAME and/or female candidates.

In order to address turnover of females in senior grades, work has started to better capture leaver information. A new leavers form is being developed for improved data gathering and further work is underway consider how we capture and report leaver data.

Staff development

The University remains committed to the Athena Swan accreditation, which aims to encourage and recognise commitment to advancing the careers of women in employment in higher education and research. We currently hold the following awards:

• University Bronze award
• AACME Bronze award
• ABCE Bronze award
• London Bronze award
• Science Bronze award
• Science Bronze award
• SSEHS Silver award
• SSH Bronze award
• Wolfson Bronze award 

Work is underway to develop a single academic job family (combining RTE and SSA). This will include developing pathways for education and student experience, and research and innovation to enable those currently in the SSA job family to apply for merit based promotion. 

A programme for female professional services staff Springboard has been introduced. A development programme for administrators called Advance is also in development.

The criteria and processes for academic promotions were reviewed through extensive consultation and received Senate approval in late 2023. A key driver for the changes is improving Equity, Diversity and Inclusion.

The Performance and Development Review (PDR) process has been reviewed and career development and progression discussions are embedded in the process. This will provide an opportunity for female staff and their managers to proactively to discuss career development and identify hidden barriers.

Reward and recognition

A revised market supplement procedure has been produced and will be presented to Ops Committee in February 2024.

A review of reward arrangements was conducted and a reward scheme produced to support greater transparency, consistency and fairness across staff groups receiving bonuses.

In 2024 there will be a review of starting salaries to consider the impact and effectiveness of new joiner pay negotiations.

There is an annual review of Grade 9 academic pay assessing against UCEA data and making market and equity adjustments as appropriate.

Other Actions - Committees and Networks

含羞草视频’s women’s’ network – Maia, which provides support for female has grown. A micro shadowing scheme has been launched and received 30 applications.

The Nominations Committee, which develops a pipeline of candidates for Council and its Sub-Committees, is committed to diversifying membership as positions become available. By 2024/2025 there is commitment for membership to be 40% female and 15% BAME.

Other actions - Workplace practices 

The suite of HR policies and procedures continues to be reviewed in 2024 with a focus on those which impact the working lives of men and women.

Dynamic working is embedded across the University which supports people to work more flexibly and to blend work and home life more effectively.

An intranet page for Support for Working Women and People Experiencing Menopause has been created which provides information on roles and responsibilities for managers and employees, with links to Occupational Health and external guidance and support.