Announcing our Gender Pay Gap Report
Mar 21, 2019
At the University of Salford, we aim to create an inspirational and inclusive learning, research and working environment that celebrates the diversity of our University community.
We employ more than 2,700 people, 53% of whom are women and almost half of our senior leaders are women, which is an increase of 2% on last year. We have several initiatives in place around gender equality, including our investment in the Athena SWAN Advance HE Equality Charter, which is focused on representation, progression and success for all women working and studying in higher education. However, we know there is more to do in improving diversity in all its forms and we will continue to work collaboratively on this.
Today, we’ve published our gender pay gap report, for 2018, which you can find here. The image alongside this article also summarises some of the key statistics from the report in a handy infographic.
Our report shares the details of what our gap is and what we are doing to address this further to achieve a long term, sustainable reduction in the gap. The report also gives some context around what the gender pay gap means and what the numbers reported indicate. Have a look at the report and if you have any questions please get in touch with us via our Inclusion and Diversity Team at Equality@salford.ac.uk.
As outlined in our gender pay gap action plan, we are committed to a significant reduction in the gap over the next five years and I am pleased to confirm that our Head of Athena SWAN Dr Francine Morris has been working on a gender pay gap pledge with GM4Women2028.
GM4Women2028 is a coalition of women led by Helen Pankhurst, great-granddaughter of Emmeline Pankhurst calling for ‘deeds not words’ to advance gender equality over the next ten years across Greater Manchester. In support of this approach, we are delighted to have seen an improvement in the gap this year, but we recognise that this is about long-term change and therefore we can only really measure the true impact of our actions over a longer period.
The gender pay gap is only part of the picture of how we are creating inclusivity across the University. We want to ensure that all colleagues can develop their careers with us, as well as having the flexibility to achieve what’s important to them, both in and outside of work. This is wider than just gender; this is about helping all colleagues succeed.
There are plenty of ways to get involved with our Inclusion and Diversity agenda through our Staff Networks (see the details below) or by getting in touch with the Inclusion and Diversity team directly.
Information on our Staff Networks
We are proud to have six staff networks running across the University and they are:
- Disability Network
- BAME Network
- Menopause Group
- Parents Network
- Salford Proud
- Women’s Voice
The contact details for each of the networks are as follows:
BAME Network: firstname.lastname@example.org and the I&D team will redirect your query
Disability Network: David Brierley D.Brierley@salford.ac.uk
Menopause Group: email@example.com and the I&D team will redirect your query
Parents Network: firstname.lastname@example.org
Salford Proud: SalfordProud@salford.ac.uk
Women’s Voice: WomensVoice@salford.ac.uk