Gender Pay

Middlesex University - Addressing the Gender Pay G

Middlesex University - Addressing the Gender Pay Gap

Middlesex aims to advance Equality, Diversity and Inclusion (EDI) and we have an ambitious gender action plan underpinning this over the next few years. The Times Higher Education Impact Rankings 2024, which assess universities against the United Nations Sustainable Development Goals (SDGs), has also recognised our commitment, ranking us in the top 200 out of 1,361 institutions from 114 countries or regions for SDG5 Gender Equality.

Examples of work undertaken included:

  • Recognising an imbalance in representation, we have successfully embedded and launched a new initiative which positions positive action statements across all job posts and on the careers section of our website, to encourage applications from more female and gender non-conforming individuals in masculinised areas. Extending the initiative to the wider community of minority groups, the statements also positively affirm our commitment to actively seeking Black, Asian and minority ethnic applicants
  • We are working to embed visibility and understanding of EDI across the induction process and make completion of EDI training a condition of probation, as well as embedding more training and development on other protected characteristics
  • The Inclusion and Wellbeing team are working with Organisation and Staff Development team in Human Resources Services (HRS) to ensure that EDI is factored into all future staff engagement surveys
  • We send welcome communications to new starters showcasing the support available and opportunities to engage across our range of Staff Diversity Networks and the wider complement of EDI focused support and initiatives at Middlesex, as well as signposting to relevant key information
  • We have revised the criteria for promotion and progression to better recognise the contributions that staff make to the University, and actively monitor progression and promotion by characteristics
  • To help colleagues self-identify in ways which feel representative of who they are, we have now developed the ability in our HR Systems to allow individuals, should they so wish, to self-declare their preferred pronouns. We continue to work towards being able to also update pronouns across the central address book and on Microsoft Teams, which, unfortunately, due to technical restraints, is not currently possible
  • Staff can also self-declare disability, faith, preferred gender description, and sexual orientation
  • We have embedded and published our Gender Equality Plan, which sits alongside our Athena Swan submission and plan and helps support applications from research and knowledge exchange colleagues when applying for Horizon Europe funding
  • Supporting staff through external women-only leadership development programmes, including the Aurora Women’s Leadership Programme, which has been active since 2013
  • We have been awarded the Race Equality Charter (REC) Bronze Award and work has begun to implement the actions deriving from the REC Action Plan with an intersectional lens mapped with our Gender Equality Plan
  • We are working hard to achieve the objective of addressing the continued masculinised/feminised nature of some academic areas to ensure greater gender balance
  • In celebration of International Women's Day (IWD), colleagues were invited to a variety of internal events and externally hosted events and activities including a Global Women’s Breakfast event to celebrate women in science to raise the profile of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM), demonstrating that women role models can succeed in STEMM careers, and at Middlesex University
  • Publishing a Carer’s Policy for staff
  • We have successfully implemented a comprehensive series of menopause training sessions designed to provide robust support for our staff, ensuring they are well-equipped with valuable insights and knowledge to navigate and address the challenges associated with menopause in the workplace
  • We have run awareness campaigns for menopause and anti-harassment
  • We have reviewed our professorial pay model to ensure equity of contribution vs pay and are working towards a professorial promotions model for professors in band.

As part of this work, the University is looking to further address in the gender pay gap in 2024/25 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 will use our Bronze Award Athena Swan Charter Action Plan to help us address any gender equality issues including:

  • Build on current performance (9.6%) against the sector (14.2%) in respect of our mean Gender Pay Gap
  • Implement a new career pathway for education and developing positive action initiatives for career development so that we address any barriers for women, Black, Asian and minority ethnic, and disabled academics
  • Following our review of academic promotions; look at professional service staff routes for progression
  • Further work to embed equality impact assessments
  • Launch our new Parental Leave Policies
  • Introduce Dignity at Work Champions
  • Survey our staff of their experiences in support of our Athena Swan Charter renewal and Silver Application for 2026.

Our data

View metrics for current and previous years:

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2024, on a staff base of 2,081 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58% Female and 42% Male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

  Mean gender pay gap Median gender pay gap Total employees
Men £26.00 £26.03 877
Women £23.50 £22.88 1,204
Gap % 9.6% 12.1% 2,081 employees

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men     0.1%
Women     0.1%
Gap 9.3% 19.5%  

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quartile 1 180 34.6% 340 65.4%
Quartile 2 194 37.2% 327 62.8%
Quartile 3 234 45% 286 55%
Quartile 4 269 51.7% 251 48.3%

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the six Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2023, on a staff base of 2,372 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58% Female and 42% Male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

  Mean gender pay gap Median gender pay gap Total employees
Men £24.50 £23.99 1,003
Women £22.40 £22.13 1,369
Gap % 8.6% 7.8% 2,372 employees

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men 4.2% 0.0% 0.1%
Women    

0.1%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quartile 1 224 37.8% 369 62.2%
Quartile 2 214 36.1% 379 63.9%
Quartile 3 252 42.6% 340 57.4%
Quartile 4 313 52.7% 281 47.3%

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2022, on a staff base of 2,498 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58.7% Female and 41.3% Male)

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

  Mean gender pay gap Median gender pay gap Total employees
Men £23.80 £22.75 1,031
Women £21.10 £20.93 1,467
Gap % 11.30% 8.00% 2,498 employees

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men 29.50% -11.10% 0.10%
Women     0.10%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1 220 35.30% 404 64.70%
Quarter 2 223 35.70% 401 64.30%
Quarter 3 266 42.60% 359 57.40%
Quarter 4 322 51.50% 303 48.50%

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

The Metrics are based on hourly earnings as of 31 March 2021, on a staff base of 2,453 staff (core and hourly paid) (58.2% female and 41.8% male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

  Mean gender pay gap Median gender pay gap Total
Men £23.59 £22.46 1,026
Women £21.00 £20.62 1,427
Gap % 10.98% 8.19% 2,453 employees

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men 34.93% -17.00% 0.58%
Women     0.28%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1 201 32.79% 412 67.21%
Quarter 2 231 37.62% 383 62.38%
Quarter 3 263 42.90% 350 57.10%
Quarter 4 331 54.00% 282 46.00%

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

The Metrics are based on hourly earnings as of 31 March 2020, on a staff base of 2,574 staff (core and hourly paid) (57.4% female and 42.6% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

  Mean gender pay gap Median gender pay gap Total
Men £23.48 £22.41 1,063
Women £21.07 £20.62 1,397
Gap % 10.26% 7.99% 2,460 employees

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men 4.13% 5.32% 5.64%
Women     5.15%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1 222 36.10% 393 63.90%
Quarter 2 243 39.51% 372 60.49%
Quarter 3 273 44.39% 342 55.61%
Quarter 4 325 528.85% 290 47.15%

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality for groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

The Metrics are based on hourly earnings as of 31 March 2019, on a staff base of 2,574 staff (core and hourly paid) (57.4% female and 42.6% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

  Mean gender pay gap Median gender pay gap Total
Men £22.94 £21.41 1,096
Women £20.72 £19.71 1,478
Gap % 9.68% 7.94% 2574 employees

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men -12.74% 5.01% 8.58%
Women     7.79%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band, showing the spread of male and female earners across the University:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1 265 41.21% 378 58.79%
Quarter 2 210 32.61% 434 67.39%
Quarter 3 277 43.01% 367 56.99%
Quarter 4 344 53.50% 299 46.50%

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality fora groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

The Metrics are based on hourly earnings as of 31 March 2018, on a staff base of 2,681 staff (core and hourly paid) (56.3% female and 43.7% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

  Mean gender pay gap Median gender pay gap Total
Men £21.70 £20.99 1,171
Women £19.77 £19.71 1,510
Gap % 8.89% 6.10%  

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

  Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men -4.91% 3.57% 5.55%
Women     7.02%

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band, showing the spread of male and female earners across the University:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1 282 42.03% 389 57.97%
Quarter 2 244 36.42% 426 63.58%
Quarter 3 291 43.43% 379 56.57%
Quarter 4 354 52.84% 316 47.16%

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality for groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

The Metrics are based on hourly earnings as of 31 March 2017, on a staff base of 2,462 staff (core and hourly paid) (56% female and 44 % male).

Hourly rate

Mean and median based on an hourly rate of ordinary pay i.e. full earnings distribution:

Gender Mean gender pay gap Median gender pay gap Total
Men £22.38 £21.57 1,092
Women £20.31 £19.96 1,370
Gap % 9.25% 7.46%  

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

Gender Mean gender bonus gap Median gender bonus gap Proportion receiving bonus
Men 7.04% 4.66% 9.52%
Women     10.07%

Quartile pay band

The proportion of male and female employees in each quartile pay band, showing the spread of male and female earners across the University:

Pay band Number of men Percentage of men Number of women Percentage of women
Quarter 1  239 38.86% 376 61.14%
Quarter 2 238 38.64% 378 61.36%
Quarter 3 283 46.02% 332 53.98%
Quarter 4 332 53.90% 284 46.10%

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality fora groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

Equality, Diversity and Inclusion at MDx