Gender Pay Gap
A programme of work towards eliminating the Gender Pay Gap
We take a partnership approach to our gender pay gap analysis and action planning, working closely with senior academic and professional services colleagues, campus trade unions through our joint Gender Pay Gap Working Group, our Gender Equality Committee and Equality, Diversity and Inclusion Committee. Together, we are embarking on a programme of work to deliver a target for Gender Pay Gap reduction of five percentage points by 2025.
Our Gender Pay Gap (GPG) will be tackled at a local level in faculties and professional services, through the creation of specific targets and supportive bespoke action plans. This will mean that GPG actions become part of the everyday business of departments, highlighting the connection between local action and University ambition.
To support activity at a local level, we have also identified a programme of work that is designed to address structural and cultural contributors to gender inequality. This work will be driven centrally and is summarised as follows:
We will provide a programme of support and training for recruiters. This will include support to ensure that the recruitment process in each department attracts a diverse pool of talent, as well as specific implicit bias training to be rolled out for all those involved in recruitment, with an additional priority for chairs of interview panels.
Work will also be undertaken to improve recruitment panels themselves, through the use of gender balanced panels, as well as trialling and rolling out ways of enabling panels to shortlist anonymised applications. Policy will be developed to tackle inequalities arising at the salary negotiation stage.
We will use the development of Professional Services Pathways to provide opportunities for the University to increase the number of women in senior roles in Professional Services departments.
Career development discussions will be improved through the creation of workload allocated Staff Review and Development Scheme (SRDS) review roles in academic departments. This will be supplemented by targeted action for roles that are predominantly undertaken by female colleagues, such as learning and teaching roles.
Promotions data will be reviewed systematically as part of the annual academic promotions process to identify particular areas where female success rates are significantly lower than men, at both a department level and at a University level. Promotion panel members will also be expected to undertake implicit bias training.
Research will be commissioned to examine the impact of unequal workload allocation on research performance. This will look in particular at the gender impact of how personal tutoring is allocated, and will recommend actions to address any inequality.
We will create transparent processes for filling significant departmental leadership roles. Our Leadership Development programme will also be reviewed to improve its contribution to increasing the number of female leaders across the University.
To enable us to provide a working environment that recognises the additional pressures that both impact exclusively on or traditionally disproportionately on female colleagues and seeks to mitigate the impact of these on career progression, actions will be taken to deliver support for carers, to improve opportunities for flexible working, as well as providing specific support for women undergoing the menopause.
Our latest Gender Pay Gap report
Although we are pleased to see that our gender pay gap continues to fall and compares well with the gender pay gap figures published by other Russell Group universities last year, we recognise we still need to do more to reduce the gap at a greater pace. Building on our work over the past 15 years, we are continuing our commitment to monitor and reduce the pay gap and gender imbalance across the organisation, as set out in the programme of work above.
Note: Gender pay gap is different from equal pay, which compares the pay of males and females doing the same jobs, similar jobs or work of equal value within an organisation. At the University, roles of equal value are paid on the same grade within the University’s grading structure. The University's equal pay data can be found in the 2019 gender pay gap report. We carry out an equal pay review on a three-yearly cycle and our next equal pay review will be based on data as at 31 March 2021.