UKRI Gender Pay Gap Report published
UK Research and Innovation (UKRI) has today published its 2018 Gender Pay Gap Report.
This report illustrates the low proportion of women compared to men in the higher paid roles of UKRI and we are committed to addressing this issue.
When considering the average hourly pay, there is currently a mean pay gap of 11.6 per cent in favour of men across UKRI, and a median pay gap of 11.3 per cent in favour of men.
This is the first time that UKRI, formed in April 2018, has reported these figures as a single organisation and, in addition, we have also continued to report gender pay gap figures for the individual UKRI councils.
UKRI Executive Champion for Equality, Diversity and Inclusion, Professor Jennifer Rubin, said: “Strengthening equality, diversity and inclusion within our organisation and across the research and innovation landscape is integral to our vision.
“We are taking an evidence-based approach in developing our Equality, Diversity and Inclusion Framework, being transparent and understanding our current position is crucial to that.
“This report clearly highlights that work needs to be done across our organisation on this important issue and we are committed to addressing the challenges in this area.
“Our framework will bring together initiatives across UKRI’s councils to identify priorities and provide a targeted action plan.”
UKRI will assess and address factors that are driving the pay gap and any disparities in progression to higher paid jobs. In 2019 and 2020 we will make progress on these areas:
- A planned review of recruitment processes, including panel training and recruitment advertising, with the aim of eliminating any gender bias in this process
- The proposed implementation of an Applicant Tracking System to give greater insight into the diversity of our applicants and having better information may help us to address potential gender bias in recruitment and selection processes
- The UKRI Employee Value Proposition project will articulate the organisation’s employment proposition for both applicants and current employees, and when complete will enable UKRI to present an employment proposition which is very attractive to those seeking to work in a diverse, flexible and highly engaged organisation
- UKRI will continue to encourage all staff to use practices such as flexible working hours, job sharing opportunities, part-time and term-time working, home-working, parental leave, paid maternity/adoption/paternity leave to promote fulfilling careers as well as a well-balanced lifestyle
- UKRI will work to ensure that all staff have the opportunity and support to develop their careers through our emerging talent management scheme
- An Equality and Diversity Forum will review progress against the action plan
- An equal pay audit, the outcomes of which will be incorporated into the Equality Diversity and Inclusion action plan
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