Mindful Employer Charter
Work has begun to prepare for our first stage (Bronze level) application to Athena Swan with the creation of a representative Self-Assessment Team (SAT), led by the Vice-Chancellor, that is working towards an application date in September 2020.
We have entered the Stonewall Diversity Champion programme and have joined Stonewall's Workplace Equality Index process, to assist us in implementing LGBT+ inclusive policies and practices across the University. We also have an action plan to achieve our membership objectives.
Disability Confident Committed
Our gender pay gap
Our mean gender pay gap is 7.0%, which is 1.6% less than last year. We have examined our data to understand why this is and how we can seek to continue to reduce this gap.
Three main factors contribute to our gender pay gap.
Firstly, we are an accredited London Living Wage Employer and are committed to paying all our staff the living wage as a minimum. We have a strong commitment to providing our students with the best support and this includes giving them paid work to help them financially during their studies and to equip them with workplace skills that help them with their careers after they graduate. Female students make up almost two thirds of our student body and proportionate numbers benefit from work experience with us. We discovered with our first gender pay gap analysis this accounts for around a third of our mean gender pay gap.
The second factor is that men stay in employment with us for approximately a year longer than women on average, meaning men can benefit more from annual incremental salary progression provisions than women.
The third main factor is that we have more men (57%) than women in our upper quartile pay group. This is a percentage point improvement on last year. We employ broadly equal numbers of men and women with approximately 5% more men than women in academic and research grades and 5% more women than men in management and support roles. We pay men and women equally for work of equal value (we have a 0% mean pay gap within each quartile).
We maintain equal pay through a range of measures:
- We ensure equal pay by evaluating roles and responsibilities, not people, to determine pay grades.
- We have clear published salary scales for all staff grades.
- We have clear published progression and internal recruitment opportunities for our staff, with selection based on objective criteria assessed by a representative panel.
- We have a published fair recruitment and selection policy, supported by training incorporating unconscious bias training.
- We are an accredited London Living Wage employer and ensure all our staff and in particular our lower paid staff earn at least the London Living Wage.
- We have a clearly stated and embedded commitment to promoting accessibility and equality of opportunity and we are openly proud of our diverse community.
Our gender pay action plan aims to further reduce or eliminate our gender pay gap by:
- monitoring and reporting pay gaps to raise awareness of our pay gap at every level, enabling better informed decisions
- regularly reviewing our equality and pay policies and practices to ensure they are fair and to eliminate any unintentional bias
- providing training, guidance and support to managers to underpin our policy and practices
- supporting our staff to enable them to work flexibly
- investing in the development of our staff
Any feedback or comments are welcome via email to email@example.com.
We have a proud tradition of embracing and valuing diversity and this is reflected in our student body and staff, which we monitor and report on annually at the end of each academic year.
We are one of the most diverse universities in the UK with more than 140 nationalities on campus.
View our Staff profile to learn more about ethnicity, gender, age and disability representation across our staff.
We value and promote diversity and dignity at work through our staff development programmes, policies and practices, as well as new staff induction.
We also value the contribution of our staff and seek to ensure that they are supported and do not face unnecessary barriers to their employment. We have set out our commitments in our staff policies, including our Equality and Diversity Policy and our Single Equality Scheme and Action Plan.
Our equality and diversity policies, guidance and information
Our duties and commitments are set out in our published Equality and Diversity Policy and are covered in our online Diversity Essentials course, which all staff are asked to complete. We are in the process of moving this and other essential training to our newly developed online portal, MyDevelopment, to enable us to better track participation and completion rates.
Our equality and diversity targets and progress are set out in our published Single equality scheme (2015–2020) and Single Equality Scheme Action plan progress report . New equality and diversity targets have been set out in the work plan and KPIs attached to our University Strategic Plan. Work has already begun to prepare for our first stage (Bronze level) application to Athena Swan with the creation of a representative Self-Assessment Team (SAT), led by the Vice-Chancellor, that is working towards an application date in September 2020. We have become a Stonewall Diversity Champion and we submitted our first Workplace Equality Index assessment, with initial feedback due by December 2019, to help us improve our Stonewall ranking.
We have three active staff networks for LGBT, Women and BAME staff.
Our employment policies and procedures
All our employment policies and procedures are reviewed every two years and we are working with Stonewall and our Athena Swan, BAME and LGBT working groups to review our policies to ensure they are inclusive.