At Middlesex, we are proud of the diversity of our workforce and recognise the strength we draw from this. We consider that our reported gender pay gap does not stem from pay inequality but is instead the result of the different types and seniorities of the roles in which men and women tend to work.
Middlesex aims to advance Equality, Diversity and Inclusion (EDI) and we have an ambitious action plan underpinning this over the next three years. Examples of work undertaken during 2020/21 included:
As part of this work, the University is looking to further address in the gender pay gap in 2021/2022 through a number of initiatives and firmly believes that working on realistic, deliverable measures will help us to build stronger relationships internally and continue to make the University attractive to the best talent:
We recognise that the gender pay gap is influenced by cultural and societal challenges that rest outside of our University. We are committed to making changes to our policies and working practices to ensure equality for all, and will continue to progress this work to remove the pay gap.
View metric for current and previous years: