Through our Gender Equality work which includes Athena SWAN, we are actively working to address the barriers which exist around the recruitment, retention and progression of colleagues who identify as female.
Fundamental to achieving our gender parity objectives is how we approach the recruitment, retention and promotion of our staff.
We continually review our processes and policies to understand how EDI is embedded in how we recruit people, how flexible our working environment is and our academic progression processes.
We publish our Gender Pay Gap data and use this data to help us identify areas for improvement. In recent years we have reviewed our pay scales, and introduced a living wage to all of our staff. We have reviewed how academic staff progress from Assistant Professor to Associate Professor to Professor, and introduced a new progression and promotions process where all academic staff are considered for promotion annually.
We have changed the way we present our job roles and responsibilities, changing job titles and wording to encourage a more diverse range of applicants.
Leadership training and development opportunities for women are being implemented to support progression to more senior roles.
Our gender parity initiatives include the formation of the Mothers and Mothers-to-be Support (MAMS) Network.
/prod01/prodbucket01/media/durham-university/professional-services/equality-diversity-and-inclusion/86245-1-2999X718.jpg)