Pay gap report 2023

Back in the 1960s our first Vice Chancellor committed the University to work “regardless of class, creed, or race.” This commitment was ahead of its time. It wasn't a box ticking statement. It reflected a belief that the University would become a better and stronger institution if it enabled all its members to flourish without impediment. That commitment is as important now as it was then.

As we reflect on the great strides made in the past year, we find ourselves both proud of the progress achieved and aware of the considerable journey that still lies ahead in achieving true equality within our institution. This Gender and Ethnicity Pay Gap Report serves as a testament to our commitment to transparency, accountability, and the ongoing pursuit of an inclusive workplace where everyone is treated fairly and equitably.

Our commitment to becoming a Real Living Wage employer has proven to be a pivotal step forward in our efforts to address pay imbalances. The resulting pay increases for over a quarter of our staff in early 2023, coupled with the potential for future earnings
growth within existing grade structures, have been instrumental in driving down our pay gaps. It is a testament to our belief that fair compensation is not just an aspiration but a fundamental practice that empowers our workforce.

Our Pay Gaps Working Group, a collaborative effort between the University, Trade Unions, and diverse staff members, has played a crucial role in steering our progress. The meticulous data-driven approach employed throughout 2023 has illuminated key areas demanding our attention. With newfound clarity, we are resolute in channelling our focus and energy towards initiatives that will bring about substantial and lasting change.

The encouraging rise of 1.9 percentage points compared to the previous year in the number of females advancing through our promotions processes reflects the impact of our intentional efforts. Applications from eligible female colleagues rose from 80 in the previous year to 102, an increase from 9.5% to 11.4%, which is the highest number and percentage in our records. We are also delighted to see a similar pattern emerging from our ethnicity data which has seen an upward trend from 8.1% to 10% of colleagues from ethnically diverse backgrounds making an application for promotion. Again, this is the highest number in our records.

Building on this momentum, we are introducing significant changes to our promotion processes in 2024. Our goal is to provide every staff member the opportunity to narrate their career journey uniquely, fostering success through non-traditional routes within our organisational structure. Simultaneously, we are committed to removing barriers hindering staff from applying for promotions, ensuring that career progression is an accessible path for all.

Our commitment extends to our Casual staff, notably our student ambassadors, as we work towards aligning their demographics with our student population. This ensures that our students can see reflections of themselves in these roles, fostering a sense of inclusivity and representation within our university community.

We acknowledge that addressing ethnicity pay gaps requires a comprehensive actionable strategy. Recognising the correlation between staff diversity and these gaps, our focus in the coming year is on making the University of York an institution where individuals from all backgrounds find not only a place but a welcoming and inclusive environment to thrive. This report serves as a roadmap, highlighting our achievements, our shared purpose, areas of improvement, and our unwavering commitment to fostering an inclusive staff and student community. For us this report is not just a collection of statistics and figures; it is a call to action.

In closing, we celebrate the progress made and would like to take the opportunity to thank you all for your ongoing efforts in ensuring we make our university an attractive and accessible place for individuals from all backgrounds. Together, we will continue to challenge existing norms and work towards a future where every member of our community feels valued, heard, and empowered.

Professor Charlie Jeffery,
Vice-Chancellor and President

Professor Kiran Trehan,
Pro-Vice-Chancellor for Partnerships and Engagement and Chair of the Equality, Diversity and Inclusion Committee

The 2023/24 pay negotiations with trade unions includes a commitment to address gender, ethnicity, and disability pay gaps, and we welcome this approach at the University. We have set up a joint working group with campus trade unions and a diverse group of staff to drive reduction in pay gaps.

The Athena Swan charter recognises work undertaken to address gender equality.

Pay gap report 2023