Gender Equality Vision

We will identify and respond to all forms of gender stereotyping, discrimination and sexism.

We will do this by setting key strategic objectives that will prioritise work in our three-year Gender Equality Action Plan.  These are to:

 

• Identify the causes of and seek to close the gender pay gap.

• Develop nationally recognised good practice in relation to flexible working policies and work/life balance initiatives.

• Ensure that women and men can contribute and benefit from all our policies and services.

• Ensure both women and men have the opportunity to comment on any issue related to their gender that might affect the way we provide our services.

The Equality Act 2006 has introduced the biggest change to sex discrimination law this country has seen for 30 years.

The duty to promote gender equality is made up of two parts. The first part, or General Duty, requires the University to promote gender equality by:

• Eliminating unlawful discrimination for women and men.

• Eliminating harassment for women and men.

• Promoting equality of opportunity between women and men in all  functions.

The second part or specific requires the University to:

• Prepare and publish a gender equality scheme
• Consider the need to include objectives to address the causes of any gender pay gap 
• Gather and use information on how policies and practices affect gender equality in the workforce and in the delivery of services
• Consult stakeholders (i.e. employees, service users and others, including trade unions) to determine its gender equality objectives.
• Assess the impact of current and proposed policies and practices
• Implement the actions set out in the scheme within three years
• Report against the scheme every year and review the scheme at least every three years

 

See the Loughborough University Gender Equality Scheme at:

Author: Human Resources (LM) June 2007