Layzell has been criticised in the past for statements made regarding women and BAME groups. Royal Holloway's student magazine Orbital quoted him as claiming in an open staff meeting of 29 November 2017[9] that “there are certain protected groups where there is a natural tendency to not have a go and put themselves in for promotion –sometimes that's gender,sometimes it's the BAME group”.[10] The magazine also states that Layzell hinted during the meeting that "women were better suited to teaching than research".[10] This was after gender pay gap statistics were released showing that the pay gap for full-time professors at Royal Holloway had increased from 8.1% in 2015/16 to 10.01% in 2016/17,making it the 7th worst university in the UK for the gender pay gap for full-time professors.[11]
He was also the centre of criticism regarding Royal Holloway's treatment of academics who underwent industrial action in 2018. During the University and College Union (UCU) pension strikes,a group of students spent almost 120 hours occupying the corridor outside of Layzell's office in solidarity with the striking staff.[12] The occupation ended when Layzell released an apology[13] for the College's treatment of striking staff,which had caused the Royal Holloway branch of the UCU to refer to it as "the UK's most hard-line university employer".[14]
Selected works
Spurr, Kathy; Layzell, Paul, eds. (1990). CASE on Trial. Chichester: Wiley. ISBN978-0471928935.
Spurr, Kathy; Layzell, Paul, eds. (1992). CASE: current practice, future prospects. Chichester: J. Wiley. ISBN978-0471933045.
Davies, C. G.; Layzell, P. J. (1993). The Jackson Approach to System Development: An Introduction. Bromley: Chartwell Bratt. ISBN978-0862383213.
↑ 'LAYZELL, Prof. Paul John', Who's Who 2017, A & C Black, an imprint of Bloomsbury Publishing plc, 2017; online edn, Oxford University Press, 2016; online edn, Nov 2016 accessed 1 Nov 2017
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