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 2019/20 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
- Commencing our Athena SWAN charter and submitting in November 2020
- Refreshing our equalities policies
- Re-establishing our staff networks and aligning them more comprehensively with our ambitions
- Enabling staff to self-declare their personal characteristics on PAFIS self-service.
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:
- Completing the Athena SWAN Charter Bronze level, to help us identify and address any gender equality issues
- Introduction of unconscious bias online training for all staff
- Reviewing our career pathways and and approach to career development to ensure that we identify any unconscious barriers to the progression of female staff
- Commencing the Race Equality Charter
- Actively reviewing our contribution related to pay processes.
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: