Sex/Gender
What is the term Sex/Gender?
'Sex' is a ‘Protected Characteristic’ of the Single Equality Act (April 2010) which refers to whether a person is a man or a woman (of any age).
'Gender’ is an internationally known equality term incorporated into the section of ‘Sex’ in UK legislation, which provides protection from discrimination using the opposite sex as a comparator.
Sex/Gender does not include ‘Sexual Orientation’ and ‘Gender Reassignment’, please refer to the separate guidance.
“Gender equality is not only a basic human right, but its achievement has enormous socio-economic ramifications. Empowering women fuels thriving economies, spurring productivity and growth.” - UN Women website: www.unwomenuk.org
Good Gender Equality Practice:
People should experience equality of opportunity during their ‘employee life cycle’ regardless of their sex/gender in relation to:
- Recruitment & Selection
- Promotion
- Training
- Key meetings
Retaining staff of either sex/gender in employment ensures that an important skills base is not lost. The following are examples within the HE sector to help ensure that staff who have family related responsibilities are supported within the institution and also to help them succeed in their career:
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Flexi-time: Involves employees working an agreed number of hours over a set period. Usually some core hours are agreed, with flexible start and finish times and the option of time off in lieu if more hours are worked.
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Compressed hours: Working more hours in a shorter period, for instance working four long days instead of five shorter ones.
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Staggered hours: Employees work fixed hours every day, but they can agree different start and finish times to suit their personal needs.
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Annualised or seasonal hours: Employees work longer hours in busy periods and fewer hours at other times of the year/season.
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Shift work: Typically covers a 24-hour period so staff work a shift pattern, such as two nights on, three days off, four days on. These patterns may vary from week to week.
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Part-time work: Working reduced hours from the normal 9-5 day.
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Job sharing two employees share the same job, with the work usually divided 50:50 so each employee works 2.5 days a week. Not all job shares are split evenly; eg some may work alternate weeks.
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Term-time only: Employees work during school term-times only, and have the holidays off. Staff can be paid pro rata over the year or take the holidays as unpaid leave.
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Temporary reduced hours: Reduced hours agreed on a temporary basis, for instance by mothers returning after maternity leave. The time period for reduced hours is usually agreed beforehand.
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Home-working: Employees work from home because their job is suited to homeworking, or staff work flexibly and assess that some of their work can be done from home on specific occasions.
Note: The University as an Equal Opportunities employer has guidance relating to flexible working guidance - refer to the HR Flexible Working Policy on webpage: www.st-andrews.ac.uk/staff/policy/hr
The Athena SWAN Charter
A scheme which recognises gender equality excellence in SET employment in HE.
- Details on the University's progress is available on webpage: Athena SWAN
- To be provided support by the E&D Officer with departmental level actions and submissions, refer to webpage: Athena SWAN Support
Further online resources:
Sex and Power in Scotland:
"Women in the country are better educated than ever before. They are graduating from university in ever increasing numbers and achieve better degree results than men. Intelligent, competent women are flooding the junior ranks of law firms, accountancies and medical practices." - refer to the report examining the gender gap: Sex and Power in Scotland report 2011 (PDF, 458 KB)
Refer to leaflet: Women in Science March 2011 leaflet (PDF, 1,409 KB)
Refer to webpage: Pregnancy and Maternity
Refer to webpage: Sex/Gender Inclusion Staff Survey
Refer to webpage: Gender Inclusive Events
HE Sector Guidance - log onto the ECU webpage to view:
HE Inclusive Practice for Gender
Refer to webpage: Women's Day
