Case Study: Equal Pay- Biotechnology and Biological Research Council

BBSRC has implemented a number of initiatives including policies on childcare and other caring, flexible working practices, and maternity and paternity leave. Equality Champions have been appointed in each institute. In 2006 BBSRC carried out a wide-ranging diversity audit which identified areas where more work was required. As a result the organisation developed two projects for 2007:

• A review of merit promotion criteria. Merit promotion is the main route for advancement within the research community at BBSRC and there are concerns that the current promotion criteria may not adequately reflect the skills and abilities of women researchers, and possibly some minority groups. The organisation will review merit promotion criteria to minimise the risk of unintentional bias and, if necessary, will change the criteria to emphasise ability and potential, as well as achievements.
  
• A wide ranging project, incorporating a further equal pay audit, and looking at areas such as work/life balance; specific employee diversity objectives; recruitment procedures; evaluation and diversity-monitoring of all non-pay benefits; child-care provision; mentoring schemes; and role models for minority groups. The organisation will also address committee membership, particularly at institute level, where women are thought to be under-represented.
  
  Achievements/Lessons learned

These are longer-term projects and there has been no immediate impact The Merit Promotion Criteria Review is about to begin.

There has been some activity on the wider-ranging project:

• Diversity training incorporated into management development programme
• Statement on organisation’s commitment to diversity, and individual’s responsibilities added to all written statements of terms and conditions of employment
• Review of childcare provision being carried out across the organisation

Contact Point

Richard Lilley