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Equality, Diversity and Inclusion

Gender equality and parity: making a difference

At Durham, our people are our most important asset. We believe that our success is tied to being able to recruit and retain outstanding staff and students from all backgrounds and identities. We are committed to creating a welcoming and inclusive environment where our people feel supported and valued, enabling them to not only succeed, but thrive.


We recognise that barriers exist to the recruitment and retention of female staff, such as a lack of flexible working opportunities across all grades and levels, candidate pools not representative of the wider, global community in which we work, as well as a leaky pipeline. Where possible, we are working to remove these and other barriers by changing the way we engage, recruit and progress staff across the university.


Our gender parity initiatives include the formation of the Women in Academia Network and the Mothers and Mothers-to-be Support (MAMS) Network. We have reviewed our pay scales and are committed to paying a living wage to all of our staff, and we have reviewed our job roles and responsibilities, changing titles to encourage a more diverse range of applicants.

Our University Strategy 2017-2027 commits to increasing our female academic staff to a level that will place us in the top third of the Russell Group and we have a core Equality Objective to improve gender balance across the University. Details on further initiatives to achieve our strategic goals and objectives can be found in our Gender Equality Action Plan.


During the past year, we have undertaken a review and made changes to the way academic staff progress from Assistant Professor to Associate Professor to Professor requiring all academic staff to be reviewed for progression annually and we are now looking at ways to reduce the gender pay gap through supporting women to more senior roles.

Fundamental to achieving our gender parity objectives is how we approach the recruitment, retention and promotion of our staff. We are currently in the process of an academic recruitment campaign to recruit over 100 academic staff giving us an opportunity to look at how EDI is promoted in our recruitment campaigns and academic progression processes.


The Importance of Equality, Diversity and Inclusion in Academic Progression

The Importance of Equality, Diversity and Inclusion in Academic Progression

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Deputy Vice-Chancellor and Provost, Professor Antony Long, discusses Durham University's new academic progression process.