Reducing our pay gaps
Three key areas will help reduce our pay gaps.
Ensuring balanced gender and ethnicity distribution across all levels
Athena Swan commitment - The Athena Swan charter encourages and recognises commitment to advancing the careers of women and for trans staff and students in higher education and research.
As an Athena Swan silver award holder we are committed to the delivery of our Athena Swan action plan and continuing our commitment to the Athena Swan principles within our policies, actions plans and working culture.
Race Equality Charter Commitment – The Race Equality Charter is designed to improve the representation, progression and success of minority ethnic staff and students within higher education. We want our staff to be confident that racial equality is taken seriously and we achieved the Bronze Race Equality Award in 2021.
This gives us a framework in which to identify, explore and consider issues affecting the representation, progression and success of minority ethnic staff at the University. We are committed to delivering the actions identified in our Race Equality Charter action plan and driving culture and process change institution wide.
Embed equality, diversity and inclusion within university culture
We cannot reduce our pay gaps without having a culture which supports a diverse workforce and one where minority groups are included and treated equally. Our values include inclusivity, fairness, openness, ambition and respect and are being embedded within everything we do.
During 2019 the university launched its Equality, Diversity and Inclusion Strategic Delivery Plan which will support us in building a truly inclusive university environment.
EDI Strategic Delivery Plan - This plan will ensure we approach EDI in a methodical and coordinated way, and will see EDI infused throughout our entire university community.
EDI Annual Activity Report - This report summarises all the activities and achievements the University has made, all of which help embed EDI into the university culture.
Recommendations by the Gender and Ethnicity Pay Gap Task group
In 2021 the Gender and Ethnicity Pay Gap Task Group recommended the following areas to be explored to better support those with protected characteristics:
- Communications of university support initiatives such as mentoring and childcare facilities
- Family-friendly policies
- Focus on data to identify trends
- Promotion process
- Social responsibility
- Committee structure
The university has also taken part in UCEA first intersectional analysis of sector-wide pay gaps across gender and ethnicity which will give us more information on intersectionality at the University compared to other HEIs.