Founded on the principles of excellence, equality and opportunity for all, the University of York has a track record of addressing gender representation and progression and a proud association with external equality awards.
As Acting Vice-Chancellor, I welcome the opportunity to publish our Gender Pay Gap report for the year ending 31 March 2018. We are reassured to see our gender pay gap moving in the right direction. However, we are far from complacent and recognise more needs to be done to address the disproportionately low number of women at senior levels in the University – especially in academic roles – as well as the higher concentration of women in lower paid employment. We will continue our work on improving gender equality through our Athena SWAN action plan, which is our primary vehicle for promoting gender equality across the institution.
The actions we have committed to taking over the next few years are informed by staff feedback and careful analysis of our workforce information. Our intention is to continue our work to equalise the representation of men and women across the spectrum of different job grades and thereby reduce our gender pay gap further. We will continue to work collaboratively across the institution including with our Trades Unions to deliver on this important agenda.
The Athena Swan charter recognises work undertaken to address gender equality.