Equality Act 2010, Section 11: Sex
In relation to the protected characteristic of sex—
(a)a reference to a person who has a particular protected characteristic is a reference to a man or to a woman;
(b)a reference to persons who share a protected characteristic is a reference to persons of the same sex.
The Equality Act 2010 outlaws discrimination on the basis of gender. Studies have shown that more than a quarter of women have experienced some form of gender discrimination in the workplace. The Equality Challenge Unit’s statistical report for 2014 on Equality in Higher Education shows a persistent pay gap of median 13.6% between male and female academics, a decline in uptake and duration of maternity leave and the continued dominance of men in senior roles. The LSE has an almost even split between female and male staff. Nonetheless, the gap widens as you move up the ladder. For example, the LSE number of professors is 76.63% male.
LSE Harassment Policy [PDF].
Athena SWAN
The Equality Challenge Unit (ECU)’s Athena SWAN is a national charter mark that recognises the advancement of gender equality in higher education: representation, progression and success for all. It was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employed in higher education and research.
The Athena SWAN self-assessment team is responsible for the Athena SWAN application for the School, which is chaired by Professor Julia Black. The Team will lead on monitoring progress in relation to the application across the School and its departments. In April 2017, the LSE 100, Law, Maths and Statistics departments will be submitting their Athena applications.
If you have any questions about Athena SWAN, please email: hr.athena.swan@lse.ac.uk
Gender and ethnicity earnings gap at LSE
The EDI Taskforce commissioned a statistical analysis of the pay and promotion gap of women for academic staff and the pay gap of women and ethnic minorities for professional services staff in 2015. The analysis was undertaken by Professor Oriana Bandiera from the Department of Economics and the report was announced by Professor Julia Black, LSE's Director, via a School-wide communication on 5 September 2016.
Gender, Inequality and Power Commission
The LSE Gender, Inequality and Power Commission was designed to draw on LSE research and external experts to provide theoretical and empirical knowledge to inform public and policy debates in the UK concerned with understanding and addressing the complex and multidimensional character of inequality and power imbalances between women and men. It was co-directed by Professors Diane Perrons and Nicola Lacey.
Confronting Gender Inequality report [PDF].
Networks
Gender Equality Forum: A network of women across LSE committed to addressing gender inequality in pay, access and culture.
Contact: genderequalityforum@lse.ac.uk
Suki Ali (Co-Chair) - s.c.ali@lse.ac.uk
Sara Geneletti (Co-Chair) - s.geneletti@lse.ac.uk
LSE Power – Professional Women for Equality and Respect: The Power Network was created in early 2015 in response to an initiative by LSE's Equality and Diversity team to set up a number of informal staff networks.
Contact: lsepower@lse.ac.uk