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
Athena SWAN Charter for Women in Science
Equality Challenge Unit – Gender Equality Charter Mark
(36) Please also see section 10 of the policy.