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Equal Pay Statement

Glasgow Caledonian University is committed to the principles of equality and recognises the benefit of a diverse workforce. As part of those principles the University believes that all staff, regardless of gender, race, sexuality, disability, or any other irrelevant distinction, should receive equal pay for the same or broadly similar work, for work rated as equivalent, or for work of equal value.

The University understands that a right to equal pay between women and men is a fundamental principle of European Community law and is conferred by the Equal Pay Act 1970 within the United Kingdom. The University also acknowledges the following general and specific duties of the Gender Equality Duty.

The general duty requires the University, when carrying out all of its public functions, to have “due regard” to the need to:

  • eliminate unlawful discrimination and harassment, and
  • promote equality of opportunity between men and women.

The specific duties require the University to:

  • publish a Gender Equality Scheme
  • review the Gender Equality Scheme every three years, and develop and publish a revised scheme
  • publish an annual report which summarises the actions taken towards meeting the objectives outlined in the scheme
  • publish an equal pay statement, which details the authority’s policy on equal pay between men and women by 28 September 2007;
  • review its equal pay statement and publish a report on its equal pay policy every three years.

The University also understands that the Race Relations (Amendment) Act 2000 places a General Statutory Duty to promote race equality, and that the Disability Discrimination Act 1995 requires organisations not to discriminate against those with disabilities, and that this duty and requirement extends to the provision of equal pay for work of equal value. The implementation of the EU Directive on Fixed Term Work and resultant UK regulations, aimed at preventing fixed-term employees being treated less favourably than similar permanent employees, also include pay as part of their remit. In addition to these specific pieces of legislation the University’s approach towards Equal Pay will be informed by the wider Equality legislative framework.

University Commitment to Providing Equal Pay

The University recognises that it is in its own interest, as well as that of staff, to ensure that it has a fair and just pay system that rewards staff with equal pay for carrying out equal work. The University therefore aims to ensure that its pay systems are based on objective criteria, and are free of any bias on grounds of gender, racial group, sexuality, disability, or any other irrelevant distinction. To this end the University will undertake an Equal Pay audit upon the conclusion of the HERA job evaluation appeals process and identify any actions necessary to achieve those aims.

The University also recognises that it is important that staff have confidence in the process of eliminating bias. The University is therefore committed to working in partnership with the recognised Trades Unions to take action to ensure that the University provides equal pay.

Responsibilities

The Director of Human Resources will be responsible for overseeing the development, implementation and monitoring of an Equal Pay policy and all related procedures.

The Staff Policy Committee will be responsible for annually reviewing Equal Pay statistics and ensuring that the University’s pay practices do not lead to Equal Pay anomalies.

The Equality and Diversity Group will be responsible for monitoring the impact of pay practices within the University.


Updated: 17 November, 2005 | Site editor | Legal