Goal 8: Policies, processes and practices
The following page outlines specific policies, process and practices in support of Sustainable Development Goal 8 Decent work and economic growth.
Employment practice living wage
We commit to pay a living wage to all staff through our accreditation with the Living Wage Foundation. This commits us to paying this rate more widely through our supply chain. In addition, our staff receive some of the UK’s most generous support and benefits around sickness, annual leave, parental leave and pensions.
Employment practice unions
We recognise unions and labour rights for all staff and for consultation and negotiation on staffing issues.
In section 4.1 of our Policy and Procedure on Contracts of Employment document, we outline how we take part in ‘collective bargaining’ for all staff’s annual pay award, meaning we, along with most other universities and HE colleges ask UCEA to negotiate with the trade unions on our behalf.
Trade unions advocate for fair pay and conditions of service for all staff, but especially for those facing specific barriers such as women, ethnic minority staff, disabled staff, international staff and LGBTQ+ staff. For example, our largest union, UCU, campaign on gender equality and advocate for international staff.
Policies on modern slavery, discrimination, and pay scale equity
We have a comprehensive set of policies in place to prevent modern slavery, discrimination and pay inequity.
We work within the provisions of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations which came into force in 2017.
We have adopted an Anti-Slavery and Human Trafficking Policy and issue a Modern Slavery Statement annually in line with the Modern Slavery Act 2015. Our commitment against forced labour, modern slavery, human trafficking and child labour are referenced both in our Annual Modern Slavery Statements as well as our Annual Financial Statements (pg 21). We are committed to being open and transparent, so our statements are visible through the Transparency in the Supply Chain Platform.
We promote Equality, Diversity and Inclusion and ensure that any allegation of discrimination is fully investigated through our Grievance, Appeals and Complaints and Dignity at Work and Study Procedures. These aim to ensure that no member of staff or student is treated less favourably than others based on age, disability, gender, race, colour, nationality, religious belief or sexual orientation.
Our policy on pay scale equity includes a commitment to measurement and elimination of gender pay gaps. We publish an annual Gender, Ethnicity and Disability Pay Gap Report each year, which analyses and shows outcomes of the University’s GPG reporting for 2022, with outcomes for the previous years also included for reference, (page 5). This sets our recommendations and issues for action and progress on various initiatives and actions that are underway to address gender pay gaps, including specific actions such as being part of The Athena swan/Gender Equality Network, (page 15). As part of our newest strategic plan Our Future, and within our EDI Strategy, (Priority 1) we have targets in place to eliminate pay and attainment gaps (page 10 and 14 respectively). We work within the provisions of the The Equality Act 2010 (Specific Duties and Public Authorities) Regulations which came into force in 2017. Our Stocktake Report also shows our commitment to achieve greater gender balance at higher grades and senior levels where women are currently underrepresented and which afford higher levels of pay, (page 6).
Tracking pay scale for gender equity
We publish an Equal Pay Audit report every two years which tracks pay scale gender equity (1). The audit revealed there are no significant pay gaps (i.e. of 5% or more) by gender, ethnicity or disability for staff in Grades 1 to 8. This gap has continued to close since our first audit in 2013. While we have seen an improvement over time of women’s representation at senior levels and grades, some pay gaps still remain for staff at Grade 9. These will be kept under review in accordance with guidance.
Our annual Gender, Ethnicity and Disability Pay Gap Report sets our recommendations and issues for action. Any pay gap will be reduced by progress towards the University’s headline equality and diversity objectives to achieve greater gender balance at higher grades and senior levels where women are currently underrepresented.
Employment practice appeal process
We have a range of policies and procedures laid out for employees to appeal on various employee rights and/or pay.
Our Re-grading policy and Procedure enables any member of staff to ask to have their pay and grading evaluated and if they are not satisfied with the outcome they can appeal (see Section 6, Page 5).
Our Grievance, Appeals and Complaints policy ensures ” all members of staff have access to a procedure to help resolve any grievances relating to their employment fairly . . . with a wide range of issues, including the allocation of work, working environment or conditions, the opportunities that have been given for career development or the way in which staff have been managed” (Section 1, Page 1).
Employment practice equivalent rights outsourcing
We have a clear policy on guaranteeing equivalent rights of workers when outsourcing activities to third parties. This can be seen in Sections 21 and 22 of our General Terms of Business that ensures that all outsourced suppliers benefit from the same terms and conditions of the University with regard to equal opportunities and employment rights.
Our affiliation to the Living Wage Foundation sand Workers Rights Consortium ensures equivalent right of pay and guarantees worker’s rights when outsourcing our activities (see Working with others section).