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
  • intend to review 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 & 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

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. 

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