These specific actions aimed at addresssing the number and position of female employees will help to address the gender pay gap. 

Recruitment and Progression

  • The requirement for all recruiting managers to be trained in fair recruitment and selection good practice
  • Implemented the ‘know your pool’ policy – both internally and externally – to identify appropriately qualified women and encourage their application for roles at all levels 
  • Use of the Hay job evaluation system for promotion for a significant number of roles and using anonymised paperwork
  • Ensuring that search agencies are briefed on the College’s requirement for them to identify the widest range of possible candidates
  • Implemented a gender de-coding tool in recruitment to avoid deterring women from applying for roles or promotion due to hidden bias in language
  • Data provided to implement workforce planning, enabling departments to identify current or future problem areas and take action to address them
  • Regular equality impact assessment of the College’s recruitment process

Learning and Development

  • Providing personalised development (including but not limited to the Springboard development programme) to ensure that we have a pipeline of qualified and skilled women who can be promoted or be successful when applying for more senior roles.
  • Leadership and management development programmes that stress the manager’s responsibility for equality, diversity and inclusion at all stages e.g. access to training and opportunities, recommendations for promotion, conducting Personal Review and Development Plan meetings
  • Providing personal career planning advice and mock interviews to aid progression
  • College-wide provision of Unconscious Bias training for decision-makers, including those who make decisions on promotion
  • Positive action development provision provided regularly and for staff at all levels e.g. women-only courses, men-only courses, IMPACT for staff from ethnic minoritiesCalibre for disabled staff – all designed to increase skills and opportunities
  • Rolling out a College-wide mentoring scheme which can help progress career development and address barriers
  • Introducing the Career Moves Guide to create greater transparency about career development for Professional, Technical and Operational staff at Imperial and tips for all parties, including hiring managers

College Commitment

  • Adopting the recommendations from the Government Equalities Office [pdf] report Reducing the gender pay gap and improving gender equality in organisations: evidence-based actions for employers
  • Implementing the comprehensive and College-wide Athena Institutional Silver Award Action Plan and the Athena-related activity that affects academic, research and support staff in all academic departments
  • Provost’s and President’s Board members participated in training from a leading equality consultancy and are taking actions as a result, including strengthening a healthy workplace culture which encourages retention and progression of women
  • To further aid flexibility for staff and ensure fair working practices, a steering group has been set up with the Trade Unions to look at Workload Concerns for staff across the whole College to work towards alleviating pressure, improving processes and enhancing flexibility.
  • Termly Staff Forum events will continue to take place after its introduction in 2020. These events are designed to bring the College community together, to hear about the latest College activities and to hear from staff about what they think is going well, what could improve and any concerns.

Family Friendly

  • Elsie Widdowson Fellowships for academics returning from either maternity, adoption/surrogacy or shared parental leave so that they can concentrate on their research and their career breaks do not hold back their professional progression.
  • The College recognises the demands of family life and is committed to supporting members of staff to obtain a good work-life balance by enhancing family-friendly pay for maternity, shared parental, adoption, surrogacy and paternity/maternity support leave.
  • The College continues to support both parents and staff with other caring responsibilities to achieve a work-life balance. The Parents and Carers networks are available for staff in addition to a newly introduced PFDC Parents Network. Monthly sessions are run for both parents and carers to network with other colleagues in similar situations across the College whilst providing an opportunity to engage with the HR team.
  • In light of this, the College has recently become members of Carers UK to provide a free platform of resources to staff who identify as carers. The College acknowledges the annual National Carers Week with dedicated sessions in place to provide further support to staff.
  • The College continues to run three termly parent workshops which look at both the practical and emotional aspects to enable staff to develop in their careers post parental leave, through effective planning and communication. They are all free to College staff to attend.
  • Last year (2020), the Employee Engagement team within HR conducted a College-wide Family Leave survey with a focus on employee’s journeys from the start of their parental leave to returning to work and balancing their career development with responsibilities at home. Feedback was reviewed with action plans put into place.

In addition to the above, the new Equality, Diversity and Inclusion Strategy includes in section 4.3.1 action in support of gender equality.

Accessible documents

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