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 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.
Employment practice labour rights
The University recognizes labour rights, including the freedom of association and collective bargaining, for all staff, including women and international employees. We acknowledge the importance of trade unions in advocating for fair pay and conditions of service for all staff, particularly those facing specific barriers such as women, ethnic minority staff, disabled staff, international staff, and LGBTQ+ staff.
In section 4.1 of our Policy and Procedure on Contracts of Employment document, we outline our participation in collective bargaining for the annual pay award for all staff. This means that, along with most other universities and higher education colleges, we request the Universities and Colleges Employers Association (UCEA) to negotiate with trade unions on our behalf.
Our largest union, UCU, actively campaigns for gender equality and advocates for the rights of international staff. Additionally, the Trade Union Negotiating Group (TUNG) serves as the formal body through which the University engages in meaningful communication, consultation, and negotiation with the recognized campus unions—UNISON, UCU, and UNITE. This framework demonstrates our commitment to upholding labor rights and ensuring equitable practices for all staff members.
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 (reviewed 2024) and issue a Modern Slavery Statement annually in line with the Modern Slavery Act 2015. This outlines our commitment against forced labour, modern slavery, human trafficking and child labour. 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 (policy reviewed in 2022) and ensure that any allegations of discrimination are thoroughly investigated through our Grievance, Appeals and Complaints, and Dignity at Work and Study Procedures. These procedures aim to ensure that no staff member or student is treated less favorably based on age, disability, gender, race, color, 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 (2022) 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 Pay Gap Report (annually) and an Equal Pay Audit (every two years) which track pay scale gender equity. 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 shows that the gender mean and median pay gaps at the University have continued to narrow and are now at the lowest since reporting commenced in 2017 at 12.8% and 8.2% respectively.
We publish an annual GenderPay Gap policy report annually which sets our recommendations and issues for action. We work within the provisions of The EqualityAct 2010 Specific Duties and Public Authorities. 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).
We have a Grievance Procedure and a Grievance, Appeals and Complaints policy which ensure “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 (reviewed in 2024) 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).