The University of York was founded on principles of equality and opportunity for all, anchored by the highest standards of academic excellence and remains a hallmark of the University of York’s approach to achieving all areas of its mission.

This commitment to equality, including equality of pay and reward, is embedded in our culture and our policies. We have a long and proud association with Athena SWAN, holding 12 awards in support of gender equality, representation and success for all, with gold awards for Chemistry and Biology and a University-wide bronze award. But we are not complacent, and we continually seek new and innovative ways to improve our practice still further.

Whilst the statutory gender pay reporting is new in 2018, York has been undertaking equal pay audits for many years. We want to go far beyond meeting statutory obligations. I believe that we can bring about a genuine cultural change by removing any barriers, whether real or perceived, which prevent more women progressing to senior roles in the Higher Education sector. The aim of our action plan is to take a more innovative approach to investigating and solving any pay gaps associated with gender or other protected characteristics.

Addressing the gender pay gap is a high priority for our senior leadership team - the University Executive Board - and our Council, but it is not our only focus when it comes to equality and inclusion. We are proud of the work that we have undertaken to develop a new Equality, Diversity and Inclusion Strategy, which we are confident that, combined with our gender pay action plan, will deliver real change. By doing this we will ensure we continue to embody the principles that make the University of York a great place to work.

Professor Koen Lamberts

Gender pay gap report 2017 documents