Appendix I - Sex (Gender) including Pregnancy and Maternity

I1        Legal Context

Sex is a protected characteristic under the Equality Act 2010.  This means that both men and women are protected from discrimination because of their sex.

I2        Equal Pay and Gender Pay Gap

The University will strive to eliminate gender bias in pay and remuneration processes.  To this end, the University will publish equal pay and gender pay gap information and an equal pay action plan. 

I3        Charter Marks

The University holds a bronze Athena SWAN award and is committed to progressing the Athena SWAN action plan, and to supporting individual Schools and RIs who wish to apply for departmental awards, either for Athena SWAN or Gender Equality Charter Mark.

As part of the Athena SWAN bronze action plan, the University is committed to taking steps towards the following objectives:

  • Increasing the percentage of women in senior academic leadership roles.
  • Increasing the number of women applying to academic posts.
  • Increasing the percentage of women progressing to higher academic grades.
  • Facilitating the return to work of staff from maternity, paternity and adoption leave.
  • Improving the work/life balance of staff, particularly those with childcare responsibilities.

I4        Other relevant University policies           

I4.1     Student maternity, maternity support and adoption policy:      

I4.2     Human Resources policies

  • maternity leave
  • paternity leave
  • parental leave
  • flexible working

I5           Further information and contacts(36)

I5.1        On Campus

University Gender Equality Champion
Professor Anne Anderson

University of Glasgow Equal Pay statement and Gender Pay Gap statement:

Athena SWAN at the University of Glasgow

I5.2        External

Athena SWAN Charter for Women in Science

Equality Challenge Unit – Gender Equality Charter Mark

 Please also see section 10 of the policy.