This requires us to report on a number of metrics, (6 calculations) as of 31 March each year, that show the gender pay gap difference between the average earnings of men and women (expressed as both the mean and median), shown as a percentage of men’s earnings.
Gender pay gap is different to and should not be confused with equal pay. The data published does not involve publishing individual employees data.
At Middlesex we are proud of the diversity of our workforce and recognise the strength we draw from this. We are confident 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 to improve the balance of gender pay during 17/18 included:
As part of this work the University is looking to further address the gender pay gap 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 continuing to narrow the gender pay gap year on year by making changes to our working practices to ensure equality for all.
View metric for current and previous years: