Sex is a protected characteristic and refers to a male or a female of any age. In relation to a group of people it refers to either men and/or boys or women and/or girls.
A comparator for the purposes of showing sex discrimination will be a person of the opposite sex. Sex does not include gender reassignment.
Keele's work to address gender inequalities is primarily through actions taken within the framework of the Athena SWAN Charter.
Keele publishes annual gender pay gap and equal pay analysis reports.
From the 2017/18 academic year, HESA require HEIs to report data on the sexual identification of staff using the response options of ‘female’, ‘male’ and ‘other’. This change brings the staff and student questions on sex into line and gives staff the additional option of the response ‘other’ as it includes staff who do not define as ‘female’ nor ‘male’. The category ‘other’ covers staff who define as anything other than female or male (e.g. intersex, androgyne, intergender, ambigender, gender fluid, polygender and genderqueer) or who have a non-UK passport with a gender marker which is not female or male.
It is important to note that, for the purposes of HMRC, the University still needs to maintain records of sex as either female or male. Hence, from the point of data collection, these two data records will now be kept separately.
More detail on changes to the sexual identity monitoring can be found from Advance HE at https://www.ecu.ac.uk/blogs/reporting-staff-data-sex-hesa-hmrc/ and HESA at https://www.hesa.ac.uk/collection/c17025/a/sexid.