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Gender Equality Plan

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Gender Equality Plan at UON

The University of Northampton is committed to all forms of equity and inclusion. Further information about our vibrant, ethical and sustainable work, study and living environment is available on the University’s Equality, Diversity and Inclusion pages.

This page provides a summary of our activities which focus on gender equality and demonstrates our commitment to aligning with the Horizon Europe Gender Equality Plan (GEP).

GEP Commitments

The GEP is a set of commitments and actions that aim to promote gender equality in an organisation through institutional and cultural change. There are some essential elements ‘building blocks’:

1.  Public document

Published on the institution’s website, signed by senior management and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them.

2.  Dedicated resources

Have dedicated resources and expertise in gender equality to implement the GEP plan. The University should consider what type and volume of resources are required to support an ongoing process of sustainable organisational change.

3.  Data collection and monitoring

The University must collect sex/ gender disaggregated data for all staff and students with annual reporting based on indicators. The University should consider how to select the most relevant indicators, how to collect and analyse the data, including resources to do so, and should ensure that data is published and monitored on an annual basis. This data should inform the GEP’s objectives and targets, indicators, and ongoing evaluation of progress

4.  Training

The GEP must include awareness-raising and training on gender equality for the whole organisation, including tackling cover unconscious gender biases training for staff leaders and decision-makers and can also include communication activities and gender equality training that focuses on specific topics or addresses specific groups.

The Gender Equality Plan (GEP) is currently a compilation of a number of documents and resources which meet all the four mandatory process-related requirements or ‘building blocks’ listed above. These documents include:

  • The University Strategy 2023-27 which celebrates and promotes being a diverse and inclusive community because diverse characteristics bring diversity of thought and experiences. This is complemented through the University EDI Priorities 2020-2025 and Student EDI plan 2021-2025.

     

  • The above strategy and plans demonstrate the commitment to gender equality and the setting of clear goals and detailed actions and measures to achieve them. They are public documents signed by senior management and disseminated and monitored within the University by the Equality, Diversity & Inclusion team and the academic, management and administrative staff.

  • The University recognises that collating diversity data for staff and students is vital for informed Equality Review and Analysis. Sex and/or gender disaggregated data is collected on staff and students informing our university key objectives and evaluation of our cultural changes and progress with our action plans.  Examples include the Gender, Ethnicity, Disability Pay Gap & Equal Pay reports, the student diversity profile data and the staff diversity profile data for all employed staff.

  • The University Staff Development Team leads the institutional delivery of training and staff development to redress inequalities, including gender, race and intersectionally. Specific programmes to support the progression of women, Black, Asian and Minority Ethnic staff and other minoritised groups are run alongside positive action programmes. Additionally, training to support all staff is offered, differentiated by levels of responsibility (for example, managers and senior leaders), staff groups (professional services, researchers, academic and teaching) and specific staff life-cycle interventions (recruitment, induction, appraisal).

     

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