Decent work begins with the employment practices we uphold within our own institution.
ARU has been an accredited Living Wage Employer since November 2017, and the minimum rate for ARU Temps staff working on fixed-term contracts at ARU rose to £13.45 an hour in January 2026, reflecting the independently calculated real Living Wage.
We complement fair pay with defined-benefit pension schemes to which ARU typically contributes 17–28%, 30–35 days' annual leave plus bank holidays and University closure days, and opportunities for staff development.
We also publicly monitor inequalities in pay: in 2025, ARU reported a mean gender pay gap of 8.48%, down from 9.9% in 2023, while the mean ethnicity pay gap reduced from 8.3% to 2.6% over the same period. Together with our commitments to inclusion, wellbeing and responsible employment, these measures help put the principles of SDG 8: Decent Work and Economic Growth into practice through the way we operate.
A Living Wage Employer
Both ARU and ARU Students' Union are accredited Living Wage employers, demonstrating our commitment to fair pay and decent work. We have maintained our Living Wage accreditation since 2017. Our temporary staff, student workers and ambassadors engaged through ARU Temps also receive an independently calculated Real Living Wage rather than the Statutory Minimum Wage.
From January 2025 we implemented the updated Living Wage rate, increasing the minimum rate paid through ARU Temps to £13.45 per hour. We view payment of the Real Living Wage as an important part of supporting staff wellbeing and ensuring employees can meet the real costs of living. ARU also encourages suppliers and contracted service providers to adopt Living Wage principles wherever possible.
Recognition of trade unions and labour representation
We formally recognise the right of all employees to be represented by a union to support employee engagement, workplace wellbeing and fair employment practices.
Professional services staff are represented through the Anglia Ruskin University branch of UNISON, which works directly with University management on issues including pay, working conditions, employment policies and workplace welfare.
Academic colleagues are represented through the University and College Union (UCU), ensuring that both academic and professional staff have access to recognised representative structures.
UNISON's role at ARU includes negotiating on behalf of employees, gathering evidence on workplace concerns, supporting individual staff, and contributing to discussions on institutional policies and employment conditions.
Policy to end discrimination in the workplace
In compliance with the UK Equality Act 2010, ARU maintains a comprehensive Equity, Diversity and Inclusion (EDI) Policy that commits the University to creating a supportive, inclusive and respectful environment for all staff and students. The policy applies across employment, recruitment, promotion, learning and working environments and seeks to eliminate unlawful discrimination, harassment and victimisation. Our EDI policy commits all members of our community to treat each other with dignity, courtesy and respect and that leaders across the institution have responsibility for implementing inclusive practices. These commitments are supported through governance structures including the Equity, Diversity and Inclusion Steering Group (EDISG), Student Success Steering Group (SSSG) and Access and Participation Steering Group (APSG), which promote inclusion and respect for diversity among ARU staff and students respectively. All groups report into our Corporate Management Team. During the 2025 reporting period, ARU continued delivery of our 2021-2025 Equity, Diversity and Inclusion Objectives, supported by mandatory EDI training, staff inclusivity networks and annual equality monitoring. We also continued to publish workforce diversity and recruitment data as part of its commitment to transparency and continuous improvement.
Taking proactive action against racial discrimination
We're committed to creating a workplace where everyone is treated fairly, respectfully and free from discrimination. In 2023, we became the first UK University to sign the Anti-Racism Charter, a landmark commitment that requires ARU and its senior leaders to take action to prevent racial bias and promote racial equity across the institution. The Charter includes pledges relating to leadership accountability, inclusive recruitment and progression, staff and student experience, and the creation of a culture in which racism is actively challenged rather than passively tolerated. Through this commitment, ARU has further strengthened its Equity, Diversity and Inclusion agenda and reinforced its determination to create a more inclusive environment for staff from all backgrounds. The Charter complements the University's ongoing work on equality monitoring, staff development, anti-racism initiatives and inclusive employment practices, ensuring that efforts to eliminate discrimination are embedded within institutional policy and decision-making.
Policy against modern slavery, human trafficking and child labour
We are committed to purchasing goods and services without causing harm to others, whether through slavery, servitude or forced labour. We publish an annual Slavery and Human Trafficking Statement, reaffirming our commitment to preventing slavery, servitude, forced labour, human trafficking and exploitative labour practices within both our own operations and wider supply chains. These statements outline the measures we take to support the UK Modern Slavery Act 2015 and the UN Guiding Principles on Business and Human Rights. Procurement processes are designed to identify and reduce risks associated with modern slavery while promoting responsible purchasing practices. More widely we are also committed to ethical supply-chain management and responsible procurement as part of our institutional sustainability commitments. These measures help ensure that goods and services purchased by the University are sourced in a way that respects labour rights and human dignity. In 2025, ARU published its latest Slavery and Human Trafficking Statement 2025-26, reaffirming its commitment to identifying and mitigating modern slavery risks across both University operations and its wider supply chain.
Protecting workers when services are outsourced
Our approach to employment and procurement reflects a commitment to fair treatment across the workforce and supply chain. Through our procurement policies, Living Wage commitments and annual Modern Slavery Statements, the University seeks to ensure that workers employed by suppliers and contracted organisations are treated fairly and are protected from exploitative labour practices. The University's public statements highlight its commitment to encouraging relevant suppliers and subcontracted staff to earn the Real Living Wage and to uphold high standards of ethical employment. These expectations form part of ARU's broader approach to responsible procurement and social value. By embedding labour rights considerations within procurement processes, ARU seeks to ensure that the benefits of fair employment extend beyond directly employed staff.
Pay scale equity
ARU is committed to equitable and transparent reward structures and monitors pay equality as part of its wider Equity, Diversity and Inclusion agenda. We publish annual analyses of gender pay gap information, alongside ethnicity and disability pay-gap information, as part of our commitment to transparency and compliance with equality legislation. Progress on pay equity forms part of ARU's institutional EDI objectives and is supported through wider initiatives such as the Athena Swan framework, which seeks to improve equality of opportunity and progression for staff. Through formal grading structures, published pay scales and regular review processes, ARU aims to ensure that staff are rewarded fairly and consistently for work of equal value.
Measuring and tracking pay equity
We actively measures and reports on pay equality through our annual EDI reporting mechanisms. During the 2025 reporting period, the University continued to publish gender pay-gap information alongside ethnicity and disability pay-gap data, workforce diversity profiles and recruitment outcomes. These reports support compliance with the Public Sector Equality Duty and provide evidence that informs institutional action plans, policy development and equality objectives.
Appeals and grievance processes for employee rights and pay
We maintain formal procedures through which employees can raise concerns relating to employment matters, workplace treatment, discrimination, bullying, harassment and other staff-related issues. These processes form part of our wider commitment to providing a respectful and supportive working environment. Staff also have access to equality, diversity and inclusion structures, training and support mechanisms intended to help resolve concerns fairly and transparently. Institutional governance arrangements place responsibility on managers and senior leaders to uphold University policies and promote an inclusive workplace culture. Together, these procedures help ensure that staff have clear routes for raising concerns, seeking redress and protecting their employment rights.
Supporting freedom of association and collective bargaining
ARU recognises the right of employees to organise, join trade unions and participate in collective representation. Professional Services staff are represented through the recognised trade union UNISON, while academic staff are represented through the University and College Union (UCU). Through these established representative structures, staff are able to engage in discussions relating to pay, working conditions, workplace policies and staff wellbeing. UNISON works directly with University management on employee negotiations and employment issues, providing staff with collective representation and support. During 2025, recognised unions continued to engage with the University on matters relating to pay, terms and conditions, workplace policies, wellbeing and equality initiatives, ensuring that staff perspectives were represented within institutional decision-making processes.
Commitment to labour rights extends beyond formal union recognition. The University maintains an institution-wide Equity, Diversity and Inclusion Policy, provides dedicated staff inclusivity networks, publishes equality and pay-gap data, and supports staff participation in shaping policy and practice. These opportunities are available to all staff, including women, international staff and colleagues from underrepresented groups. In 2023, ARU became the first UK university to sign UNISON's Anti-Racism Charter, committing senior leaders to actions that promote a diverse workforce, equality training and fair workplace practices. Together, these arrangements help ensure that freedom of association, employee voice and fair representation are embedded within the University's governance and employment practices.
Staff Inclusivity Networks
We support a range of staff-led inclusivity networks that create opportunities for participation, representation and dialogue across the institution. During 2025, networks including the Race and Ethnic Equality Network (REEN), Women's Staff Network, LGBTQ+ Network, Disabled Staff Network and Part-Time and Flexible Working Forum continued to provide support, contribute to policy development and inform improvements to University practices. Open to all staff, these networks help ensure that diverse voices are represented in discussions about workplace culture, equality and employment experiences.
Last updated: October 2026
To request additions, corrections or changes to the information in these pages, please contact: Dr Zareen Bharucha: [email protected]. Please use the subject line ‘ARU SDG’.