Gender equality encompasses many areas. As well as the protection from discrimination, harassment and victimisation it includes issues such as:

  • representation of men and women in study and work areas
  • equal pay and the opportunities for flexible working
  • career progression and academic achievement.

The University of Hertfordshire is committed to gender equality in employment an learning and teaching. As part of its work, the University holds an Athena SWAN Bronze award, which recognises and celebrates good practice in advancing gender equality for all in higher education.

Find out more about Athena SWAN at the University and the Athena SWAN charter.

Studying at the University

What is the gender profile of students?

The University has slightly more female (57.3%) than male students overall but, as in higher education nationally, the gender profile varies by discipline, mode and level of study.

Do both male and female students succeed?

Like many universities we have found evidence of some differences in outcomes between male and female students, but these differences are small.

Working at the University

What is the gender profile of University staff?

Overall female representation is slightly higher than the higher education sector. Out of a total 2,506 staff, 61.3% are female, of which 1,229 are academic staff (54.6% female). As with students, the gender profile of academic staff varies by discipline.

However, in all areas women continue to be under-represented at senior levels (including professor level). This issue has been identified as an equality objective: to increase the proportion of academic women at UH9 and above by 2020 and is monitored periodically by the senior leadership team.

There are continuing gender differences in the profile of professional staff, often based on fractional contract, occupation and grade.

Is there an equal pay gap?

The University published its gender pay gap on 8 March 2018 in accordance with new government regulations which aim to improve pay transparency and address pay gaps across the UK. Analysis shows that - in common with the vast majority of public and private organisations in the UK - the University has a gender pay gap and a bonus pay gap. This is the result of complex historical and contemporary factors in the wider context.

As an organisation we are committed to equality of opportunity for all. The gender pay and bonus pay gaps clearly show that there is still some way to go before we achieve our goals and this is not acceptable. We are committed to reducing these gaps and have put in place a range of activities that will help do just that, including those that support, develop and encourage more women into more senior roles across the University.

Read our current Gender Pay Report 2018.