Statement of Accounts 2020 / 21
Gender Pay Gap
Building on the University ’ s founding principles , our commitment to promoting equality and valuing diversity is at the centre of our efforts to ensure that all staff and students have the opportunity to flourish and fulfil their potential . In recent years the University has carried out an annual Equal Pay Analysis across our pay grades which demonstrates that there is no pay inequality within our Pay Grading Structure , i . e . we pay men and women equally for work at the same level . However , there is work to do in addressing our Gender Pay Gap which exists , not because of an equal pay failure , but due to issues relating to the composition of the workforce .
Keele ’ s Gender Pay Gap is biased towards men . The gender pay gap includes every worker and employee , from frontline operational staff to members of the executive team . The composition of our workforce is therefore a key factor in understanding our gender pay gap . Put simply , we have more men in senior professorial roles and more women in administrative and operational positions . However , we have seen a small reduction of 2.2 % in the mean Gender Pay Gap in 2020 , compared to 2019 , indicating green-shoots of progress in this area .
While the gap reflects broader societal trends and career choices that disproportionately impact on women , we choose not to be complacent and use this to justify our gap . We recognise that we have a responsibility to address workplace barriers to gender equality and have an action plan in place which runs to 2022 .
Since September 2005 the University has been a Member of the Athena SWAN Charter . The University and its Schools continue to strive towards higher levels of award recognition . Keele University is committed to the principles of the Athena SWAN Charter and values equality and diversity across its workforce . The University sees membership of the Charter as working towards sustaining equitable working environments enabling universities to identify themselves as employers of choice , not only to their staff , but to students , stakeholders , research councils and industry . Keele University currently holds departmental Bronze awards in all but one of its Schools , which is in the process of completing their submission .
A full gender gap report can be found on the University website , together with other equality , diversity and inclusion reports .
Ethical Investment Code of Practice
Keele University ’ s Ethical Investment Code of Practice aims to ensure that its investments are managed in a productive but socially responsible manner which reflects the mission and values of the University . It is based on the premise that the University ’ s choice of where to invest should be in line with its strategic aims and its environmental , social and ethical values . The Business Review Committee , on behalf of Council , actively monitor and take a view on the ethical position of the University ’ s investments . In particular , the Committee may advise against investment in areas which it considers to be ethically unacceptable .
Public Benefit Statement
Keele University is an exempt charity . In respect of the Charity Commission ’ s guidance on public benefit , the Council has highlighted some of the ways in which the University has had a positive impact on society during 2020 / 21 .
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