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.

The gender pay gap, along with parity for all protected characteristics, is something that I, and my senior team, take very seriously. We have already achieved a great deal through our integrated Athena Swan, and Equality and Diversity strategies and action plans. We are achieving more Athena Swan awards, with York being the first and only UK university to have three Gold awards, along with a growing number of Silver and Bronze awards.
 
Our rewards, recognition and promotion schemes are seeing more female than male candidates for the first time, and we have made significant progress in increasing the number of female staff in roles at Grade 8 and above, especially in the roles of reader and professor. 
 
However, we cannot be complacent. After successive years of improvement in our gender pay gap and a decrease in our median gender pay gap since last year, it is disappointing that we have seen a small increase in the mean gender pay gap. We therefore must take further action to improve.  
 
I see progress in equality, diversity and inclusion as central to the new University Strategy which we will launch in September 2020 to guide us over the next decade. Our future successes will depend on the strength of the shared purpose that exists across the University community, to remove barriers and create opportunities to support all of our colleagues to achieve their potential. The gender pay gap is one such barrier; we need to tackle it with energy and impact.  
 
Professor Charlie Jeffery,
Vice-Chancellor and President
 
The Athena Swan charter recognises work undertaken to address gender equality.
 

Gender pay gap report 2019 document