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Inclusive Cambridge: promoting gender equality


The University of Cambridge is committed to closing the gender pay gap.  Below you can find out about the work we are doing to achieve this. 


1. Institutional Culture and Family Friendly Actions

  • We continue to support our employees with caring responsibilities, for instance developing a fourth University workplace nursery.
  • To help reach our target to increase flexible working by 5% by 2022, a thorough review of current flexible working policies and practices is under way for implementation in the 2020/21 academic year.
  • The Emergency Leave for Dependants policy was extended in 2019, and now provides up to five working days' paid leave in any rolling 12-month period.
  • A number of training programmes are in place, including: Inclusive Leadership (64 participants in the first round of the programme with a further 107 participants due to attend in the Lent and Easter 2020 programmes); Harassment Prevention (over 1,700 have attended the course to date) and Understanding Implicit Bias (introduced in 2016 and to date delivered to 4,039 staff).


2. Career Progression and Pay Actions

  • The introduction of a Cambridge Living Wage has increased the pay of our lowest paid staff from August 2019.  Women represent 55% of those receiving an increase.
  • We have increased investment in our academic promotions system and next year we will introduce a new scheme with more inclusive criteria that should help more women and others who are underrepresented at senior levels to progress.
  • In 2019 we supported more women than ever before to attend the Advance HE Aurora Women's Leadership Programme.
  • We have a number of established programmes and initiatives that play an important part in supporting the career progression of women.  These include: the Returning Carers Scheme (financial support for academic and research staff to build up their research profiles after a period away from work); the Supporting Parents and Carers at Cambridge (SPACE) network (resources for staff with caring responsibilities) and the CV mentoring scheme.
  • In 2019 we launched a new career development programme for women in professional services roles, including career development workshops and one-to-one coaching sessions.


3. Recruitment Actions

  • The University has set a target to increase recruitment applications from women and BAME candidates by 5% by 2021.
  • Equality and Diversity and Implicit Bias training is now mandatory for all members of staff who serve on recruitment and promotion panels.
  • In Lent term 2020 we launched Recruitment Essentials: a programme designed to ensure fair and transparent recruitment practice for Professional Services staff.
  • The Diverse Recruitment Framework (DRF) has recently been launched.  The DRF will assist institutions in embedding the principles of diverse recruitment into all phases of the process, from the advertisement, to shortlisting and interviewing.


For information on the work that Cambridge University Press and the University of Cambridge Local Examinations Syndicate are doing, please see our 2019 Gender Pay Gap report.