Our gender pay gap is decreasing, and has been for some time, but we need to keep working hard to reduce it further.
We aim to build gender equality monitoring into everything we do. We continuously look for ways of making a positive change and strive to learn from each and every opportunity that we identify. Just some of our areas of focus include:
Supporting our Female Academics
We strive to do everything we can to enable all academic colleagues to work to their full potential. As part of this, we continually review contributing factors, to ensure that our female academics, in particular, feel confident to apply for academic promotion.
We do still have an underrepresentation of females at professor level in particular, which negatively impacts our gender pay gap, but we are working to improve this and have seen some positive improvements.
Our percentage of female Professors has risen from 13% in 2014 to 26% in 2024. This compares to the UK sector benchmark of female professors at 30% (Advance HE Statistical Report 2023).
Development & Personal Progression
Our sector leading Professional Development Review (PDR) system enables staff to formally have a meaningful conversation regarding their personal development. PDR’s are in addition to our other development initiatives, such as our mentoring program, and for the last 10 years completion rates for PDRs have been over 97%.
Since 2012 the number of females working at grade 9 and above, in Professional Services, has more than doubled and represented 60% of this group in 2024.
We also invest in career development and training programs, to specifically assist in closing the gender pay gap. For example, we proudly offer the Aurora Leadership program to our female colleagues. Aurora provides an opportunity for women to influence their institutions and to develop leadership skills, which in turn supports them to progress to higher graded roles. During the reporting period 4 female colleagues took part in this programme.
During the reporting period, the University invested in supporting ethnic minority colleagues in the Diversifying Leadership Training. 4 females colleagues took part in this programme, which will assist in the development and progression of ethnic minority females within the University.
Continued and sustained effort has been made to increase the representation of women in senior roles which has resulted in a gender balanced and representative University Senior Leadership Team.
Athena Swan
Swansea University holds an Athena Swan Silver Institutional Award. The accreditation recognises advancements of gender equality in terms of representation, progression and success for all.
In addition to our silver institutional award we also hold three Silver departmental awards (Engineering, Psychology and Health and Social Care, and Medicine) and seven Bronze departmental awards (Biosciences, Arts and Humanities, Computational Foundry, Geography, Law, Management and Physics).
Our Athena Swan action plans reinforce our commitment to equality in pay, including improving our gender pay gap.
Mentoring, Networking & Events
Alongside our formal development programmes and schemes, the University places great importance on building women's confidence in the workplace. Whether that be through facilitating networking opportunities; providing mentorship; or encouraging staff-led support groups, we encourage everyone to get involved.
Our Academic Mentors continue to provide valuable support to fellow colleagues, and we’ve seen voluntary participation increase from 21 female and 18 male mentors in 2017/18 to a total of 101 female and 96 male mentors in 2022/23*
During the reporting period of 2023/24 a number of exciting virtual and face to face events took place across the University. Of particular note, was a programme of events to mark International Women’s Day in March 2024, which included talks and panel discussion, workshops, and online celebrations of the achievements of women within our university community and beyond.
Work-life balance
We want all colleagues to have the right work-life balance. We invest in our benefits and wellbeing package, which includes our flexible working and family-friendly leave arrangements.
We continue to use our Agile working policy which has been beneficial to female colleagues in particular, by increasing flexibility to manage work and personal commitments especially during national school closures. We have embedded our agile policy and within the organisation, highlighting our commitment to ensuring colleagues have access to tools and resources to support their work-life balance. In doing this, we hope to remove any barriers that might otherwise prevent people from reaching their full potential, regardless of their gender and life commitments.
Real Living Wage
We are an accredited Real Living Wage employer and implemented the Government’s Real Living Wage salary rate benefiting significant number of our lowest paid employees. This increase benefitted 61% of our female colleagues compared to 39% of male colleagues all of which has contributed to closing the gender pay gap.
Recruitment and Reward
We have taken steps to embed positive action when recruiting and remunerating senior academic and senior professional services colleagues. Enhancements were made using sector (UCEA) benchmarking guidance to award salary levels in line with industry specific benchmarks. This process has already positively impacted on our gender pay gap and will continue to do so for years to come.