Gender Identity / Legal Sex

We recognise that colleagues may identify as other than male or female or differently from their sex assigned at birth, including intersex, Trans and non-binary identities. Whilst we currently only collect information relating to male or female sex, we have established processes to recognise gender identity and update our systems to reflect this. These are contained within our Staff and Student Transitioning Guide.

We require information relating to gender identity so that we are able to accurately identify the makeup of our workforce and incorporate this data anonymously into standard reporting such as recruitment and internal processes such as merit awards and sickness absence, to identify gender inequalities.

Where information is held relating to individual transgender staff this is on a strictly confidential basis. However, we currently do not ask all employees to disclose data relating to whether they have transitioned as we are developing our systems and processes to be suitable to collate and store this information.

As well as a requirement to provide equalities monitoring data to the Higher Education Statistics Agency, under the Equality Act 2010 we are also legally required to produce and publish equalities monitoring information annually. This data will only be used anonymously and to make high level analysis.

We recognise that even where data relating to Trans identity is captured, low disclosure often means that the data is not statistically viable. Therefore we are taking a pro-active approach to advance Trans equality across the University, through raising the profile of Tran’s people and developing our processes and policies to promote an inclusive culture. We have already started to do this by creating a staff LGBT+ equality forum.


The University has been awarded with a Silver Athena Swan award. Athena Swan is an initiative which aims to address the underrepresentation on women in science, specifically within the stem  (science, technology, engineering, mathematics and medicine) subjects.  Universities who successfully attain Athena Swan standards are eligible for funding and therefore this initiative is fundamental for the work undertaken by stem subjects. If we did not collate data on the representation of females and males we would not be eligible to participate in Athena Swan.

The University participates in a long term project to address the significant under-representation of women in science (Athena SWAN award scheme). In order to identify where and why the participation of women falls away we need to analyse data by gender. This might for instance be associated with recruitment, promotion or turnover etc. to see if men and women enjoy similar experiences or levels of success.  If they do not we try to understand the difference and if necessary improve practices.

If you do not wish to disclose information relating to this question, then please select the ‘prefer not to say’ option. The University seeks to support and identify areas of work relating to gender inequalities, including for those who identify themselves as Transgender.


Updated: January 2017

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Contact Details

Equality, Diversity and Inclusion
0116 252 3334

Head of Equality, Diversity and Inclusion
Angie Pears
0116 373 6424

EDI Projects Manager
Humaa Noori
(Tuesday, Wednesday, Thursday)
0116 252 2747

Gender Equality Programme Lead
Faye McCarthy
0116 229 7567

EDI Coordinator
Michaela Lefley
(Monday - Wednesday)
0116 252 3334

EDI Assistant
Dalbinder Bains
0116 373 6420

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