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Gender pay

Middlesex University - The Gender Pay Gap: March 2019

At Middlesex we are proud of the diversity of our workforce and recognise the strength we draw from this. We want Middlesex to be seen by our community as a good place to work and that our people will actively recommend the University as a place to work and study.

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 18/19 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 approximately 25 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
  • Diversity Fora to support our inclusion agenda

We recognise that our gender pay gap is impacted by the different roles men and women tend to undertake, rather than inequalities within grades or roles. The University 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. As part of this important work, the University is looking to further address the gender pay gap through a number of initiatives:

  • 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 progression and approach to career development to ensure that we identify any unconscious barriers to the progression of female staff
  • Undertaking a comprehensive analysis of the University’s gender pay reporting data and identifying those areas most likely to influence positive changes

Whilst we recognise that some of 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 working practices to ensure equality for all and will continue to progress this work to ensure the pay gap closes as soon as possible.

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