Equality, Diversity and Inclusion

Middlesex University - Addressing the Gender Pay Gap

Middlesex aims to advance Equality, Diversity and Inclusion (EDI) and we have an ambitious gender action plan underpinning this over the next few years. The Times Higher Education Impact Rankings 2024, which assess universities against the United Nations Sustainable Development Goals (SDGs), has also recognised our commitment, ranking us in the top 200 out of 1,361 institutions from 114 countries or regions for SDG5 Gender Equality.

Examples of work undertaken included:

• Recognising an imbalance in representation, we have successfully embedded and launched a new initiative which positions positive action statements across all job posts and on the careers section of our website, to encourage applications from more female and gender non-conforming individuals in masculinised areas. Extending the initiative to the wider community of minority groups, the statements also positively affirm our commitment to actively seeking Black, Asian and minority ethnic applicants
• We are working to embed visibility and understanding of EDI across the induction process and make completion of EDI training a condition of probation, as well as embedding more training and development on other protected characteristics
• The Inclusion and Wellbeing team are working with Organisation and Staff Development team in Human Resources Services (HRS) to ensure that EDI is factored into all future staff engagement surveys
• We send welcome communications to new starters showcasing the support available and opportunities to engage across our range of Staff Diversity Networks and the wider complement of EDI focused support and initiatives at Middlesex, as well as signposting to relevant key information
• We have revised the criteria for promotion and progression to better recognise the contributions that staff make to the University, and actively monitor progression and promotion by characteristics
• To help colleagues self-identify in ways which feel representative of who they are, we have now developed the ability in our HR Systems to allow individuals, should they so wish, to self-declare their preferred pronouns. We continue to work towards being able to also update pronouns across the central address book and on Microsoft Teams, which, unfortunately, due to technical restraints, is not currently possible
• Staff can also self-declare disability, faith, preferred gender description, and sexual orientation
• We have embedded and published our Gender Equality Plan, which sits alongside our Athena Swan submission and plan and helps support applications from research and knowledge exchange colleagues when applying for Horizon Europe funding
• Supporting staff through external women-only leadership development programmes, including the Aurora Women’s Leadership Programme, which has been active since 2013
• We have been awarded the Race Equality Charter (REC) Bronze Award and work has begun to implement the actions deriving from the REC Action Plan with an intersectional lens mapped with our Gender Equality Plan
• We are working hard to achieve the objective of addressing the continued masculinised/feminised nature of some academic areas to ensure greater gender balance
• In celebration of International Women's Day (IWD), colleagues were invited to a variety of internal events and externally hosted events and activities including a Global Women’s Breakfast event to celebrate women in science to raise the profile of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM), demonstrating that women role models can succeed in STEMM careers, and at Middlesex University
• Publishing a Carer’s Policy for staff
• We have successfully implemented a comprehensive series of menopause training sessions designed to provide robust support for our staff, ensuring they are well-equipped with valuable insights and knowledge to navigate and address the challenges associated with menopause in the workplace
• We have run awareness campaigns for menopause and anti-harassment
• We have reviewed our professorial pay model to ensure equity of contribution vs pay and are working towards a professorial promotions model for professors in band.

As part of this work, the University is looking to further address in the gender pay gap in 2024/25 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. We will use our Bronze Award Athena Swan Charter Action Plan to help us address any gender equality issues including:

• Build on current performance (9.6%) against the sector (14.2%) in respect of our mean Gender Pay Gap
• Implement a new career pathway for education and developing positive action initiatives for career development so that we address any barriers for women, Black, Asian and minority ethnic, and disabled academics
• Following our review of academic promotions; look at professional service staff routes for progression
• Further work to embed equality impact assessments
• Launch our new Parental Leave Policies
• Introduce Dignity at Work Champions
• Survey our staff of their experiences in support of our Athena Swan Charter renewal and Silver Application for 2026.

Our data

View metrics for current and previous years in the accordions below.

Middlesex University All Staff Gender Pay Gap Reporting – 31 March 2024

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2024, on a staff base of 2,081 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58% Female and 42% Male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the six Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Middlesex University All Staff Gender Pay Gap Reporting – 31 March 2023

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2023, on a staff base of 2,372 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58% Female and 42% Male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Middlesex University All Staff Gender Pay Gap Reporting – 31 March 2022

Published pay Gap for Middlesex University (excluding our wholly owned subsidiary MU Services Ltd as there are fewer than 250 employees).

The metrics are based on hourly earnings as of 31 March 2022, on a staff base of 2,498 (Core and hourly paid excluding MU Services Ltd, a wholly owned subsidiary which has fewer than 250 staff and is exempt from mandatory reporting) (58.7% Female and 41.3% Male)

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay:

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Middlesex University All Staff Gender Pay Gap Reporting – March 2021

The Metrics are based on hourly earnings as of 31 March 2021, on a staff base of 2,453 staff (core and hourly paid) (58.2% female and 41.8% male).

Hourly rate

The Mean and Median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

Bonus pay

The Mean and Median bonus gender pay gap and the proportion of male and female employees receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

The above data has been reported to the University’s UET group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the 6 Diversity Networks, including the Gender Network. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within University Strategy.

Middlesex University All Staff Gender Pay Gap Reporting – March 2020

The Metrics are based on hourly earnings as of 31 March 2020, on a staff base of 2,574 staff (core and hourly paid) (57.4% female and 42.6% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band:

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality for groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

Middlesex University All Staff Gender Pay Gap Reporting – March 2019

The Metrics are based on hourly earnings as of 31 March 2019, on a staff base of 2,574 staff (core and hourly paid) (57.4% female and 42.6% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band, showing the spread of male and female earners across the University:

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality fora groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

Middlesex University All Staff Gender Pay Gap Reporting – March 2018

The Metrics are based on hourly earnings as of 31 March 2018, on a staff base of 2,681 staff (core and hourly paid) (56.3% female and 43.7% male).

Hourly rate

Mean and median gender pay gap based on an hourly rate of ordinary pay i.e. full earnings distribution:

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each hourly rate quartile pay band, showing the spread of male and female earners across the University:

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality for groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.

Middlesex University All Staff Gender Pay Gap Reporting – March 2017

The Metrics are based on hourly earnings as of 31 March 2017, on a staff base of 2,462 staff (core and hourly paid) (56% female and 44 % male).

Hourly rate

Mean and median based on an hourly rate of ordinary pay i.e. full earnings distribution:

Bonus pay

Mean and median bonus gender pay gap and the proportion of males and females receiving a bonus payment:

Quartile pay band

The proportion of male and female employees in each quartile pay band, showing the spread of male and female earners across the University:

The above data has been reported to the University’s VCE group and to its Board of Governors, it will also be reported on the Government’s Gender pay website.

Gender Pay Gap reporting will be monitored and reviewed by the University’s Equality, Diversity and Inclusion Committee, whose membership consists of the four equality fora groups, including gender. This will enable greater transparency about gender pay differences between men and women both within the University and externally. It also fits within our Equality and Diversity agenda, which is a key objective within the People and Culture Enabling Plan.