Gender pay

Middlesex University - Addressing the Gender Pay Gap

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:

• Mandatory online equality and diversity training for all staff, so they are aware of their responsibilities under the Equality Act 2010 and the University’s efforts to enhance equality of opportunity for all
• Supporting staff through external women-only leadership development programmes, including the Aurora Women’s Leadership Programme, which has been active since 2013
• Encouraging applications for flexible working from all staff and accommodating these where it is feasible including the introduction of blended working arrangements
• Achieving the Athena Swan Bronze Chartermark
• Refreshing a number of our policies to be gender inclusive
• Commencing our Race Equality Charter work aiming to submit in July 2022.

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:

• Using our Bronze Award Athena SWAN Charter Action Plan to help us address any gender equality issues including:
  • Reviewing our career pathways and approach to career development to ensure that we identify any unconscious barriers to the progression of female staff
  • Publishing a Carer’s Policy for staff.

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.

Our data

View metric for current and previous years:

• March 2021
• March 2020
• March 2019
• March 2018
• March 2017