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Gender pay

We are required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.

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.

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 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:

  • 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; an indication of numbers more recently is that 17 female staff have been supported through this structured development programme which includes mentorship since 2016/2017
  • Encouraging applications for flexible working from all staff and accommodating these where it is feasible
  • Positively encouraging applications from women for senior roles - 63% or our Vice Chancellor’s Executive are female

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:

  • Pursuing Athena SWAN Charter Bronze level, to help us identify and address any gender equality issues
  • Introduction of unconscious bias training for all staff as part of our training suite
  • Reviewing our career pathways and approach to career development to ensure that we identify any unconscious barriers to the progression of female staff
  • Actively reviewing our contribution related pay processes
  • Undertaking a comprehensive analysis of the University’s gender pay reporting data for both 2017 and 2018 and identifying those areas most likely to influence positive changes

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.

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