annual staff equality and diversity data report 2017/18 · this annual staff equality and diversity...

Annual Staff

Equality and Diversity

Data Report 2017/18

Published April 2019

Introduction

This report of our staff profile for 2017-18 is based on staff in post at 31 August 2018. We regularly

monitor the profile of our staff to meet the requirements of the Equality Act 2010 (Specific Duty) to

publish equality information. Furthermore, equality monitoring also helps us assess the impact of our

Equality Scheme, to recognize the progress made against our equality objectives and to identify areas

for improvement. It also provides us with the data to help us meet the public sector equality duty which

requires higher education institutions (HEIs) in the exercise of their functions to have due regard to:

• Eliminating discrimination, harassment and victimization

• Advancing equality of opportunity and

• Fostering good relations

This report introduces a new approach to our annual workforce equality monitoring report, presenting

the data in a more visual and appealing format. The key issues are presented in bullet points. There are

seven sections in the report covering:

1. Staff profile, benchmarked against HEIs in England, profile of academic/research staff and

professional services staff

2. Contracts which include the proportion of full-time/part-time contracts and fixed

term/permanent contracts

3. Ethnicity - BAME disaggregated; by nationality, contracts and grades

4. Sex – by nationality, contracts and grades

5. Intersectionality

a. Age and Ethnicity

b. Ethnicity and Sex

c. Age and Sex

6. Recruitment, analysed by nationality, sex and disability

7. Turnover, for College, academic/research staff and professional services staff, analysed by

ethnicity and sex

1. Staff Profile

At the end of 20178-18, there were 1949 staff in post, the equivalent of 1794 whole time

equivalent. This compares to 1879 staff in post and 1715 whole time equivalent in 2016-17

53.2% (1037) of the workforce were female and 46.8% (912) male

15.6% (303) staff were of BAME (Black, Asian, Minority Ethnic) background – above benchmark

of 13.4%, see figure 2 .The non- declaration rate remains at 3.5% (69)

72.0% (1403) of staff are British, 28.0% (546) are non-UK - above benchmark at 20.0%

80.8% (1575) of staff are on permanent contract - above benchmark 0f 76.1%. 19.2% (375) of

staff are on fixed term contracts –below benchmark of 23.9%

87.4%(145) of all Researchers (166) are on fixed term contracts ( table 2)

72.7% (178) of permanent part-time staff and 63.1% (70) of fixed term part-time staff are

female (figure 8)

Age

o 19.4% (201) - Aged 30 years and below; above benchmark at 17.0%

o 24.5% (254) - Aged 31 to 40 years; below benchmark at 28.4%

o 24.1% (250) – Aged 41 to 50 years; below benchmark at 25.2%

o 24.4% (253) – Aged 51 to 60 years; above benchmark at 21.7%

o 7.8% (81) – Aged 61 years and above; similar to benchmark at 7.7%

Disability

o 2.7% (52) have declared a disability, below the benchmark rate of 4.8% (Figure 2)

o “long standing illness/health conditions” at 0.94% (19) is the highest declared condition

Religion or Belief

o 59.3% (1157) provided this information

o 29.4% - No religion or belief

o 22.3% (434) - Christian

o 3.5% (70) – Any other religion/belief

o 2.2% (42) – Muslim

o 1.7% (370 - Hindu

Sexual Orientation

o 4.3% (85) LGBT+ staff – above benchmark at 2.4%

o Declaration rate of 59.2% compared to 39.6% nationally (Figure 2)

Figure 1

7.8%

24.4%

24.1%

24.5%

19.4%

40.8%

4.3%

0.8%

2.7%

18.3%

81.7%

19.2%

80.8%

28.0%

72.0%

3.5%

80.9%

80.9%

15.6%

46.8%

53.2%

Aged 61+ (81)

Aged 51-60 (253)

Aged 41-50 (250)

Aged 31- 40 (254)

Aged <30 (201)

Unknown/PNTS (795)

Sexual Orientation (85)

Unknown/PNTS(5)

Disabled (52)

Part-time (356)

Full-time (1593)

Fixed Term (375)

Permanent (1575)

Non-UK nationality (546)

UK nationality (1403)

Not known/PNTS (69)

White (1577)

White (1577)

BAME (303)

Male (912)

Female (1037)

College Staff Composition

Figure 2

*Data from Advance HE publication: Staff statistical report 2018

7.7%

21.7%

25.2%

28.4%

17.0%

60.4%

2.4%

2.8%

4.8%

32.3%

67.7%

23.9%

76.1%

20.0%

80.0%

5.9%

80.7%

13.4%

45.8%

54.2%

7.8%

24.4%

24.1%

24.5%

19.4%

40.8%

4.3%

0.8%

2.7%

18.3%

81.7%

19.2%

80.8%

28.0%

72.0%

3.5%

80.9%

15.6%

46.8%

53.2%

Aged 61+ (81)

Aged 51-60 (253)

Aged 41-50 (250)

Aged 31- 40 (254)

Aged <30 (201)

Unknown/PNTS (795)

LGBT+ (85)

Unknown/PNTS(5)

Disabled (52)

Part-time (356)

Full-time (1593)

Fixed Term (375)

Permanent (1575)



Not known/PNTS (69)

White (1577)

BAME (303)

Male (912)

Female (1037)

College Profile Benchmarked

College England*

Figure 3

9.1%

22.8%

29.9%

31.1%7.0%42.4%

8.4%

4.3%

1.2%

2.7%

16.6%

83.4%28.0%

72.0%

42.2%

57.8%

4.5%

79.9%15.6%

57.5%

42.5%

Aged 61+ (83)

Aged 51-60 (207)

Aged 41-50 (271)

Aged 31- 40 (281)

Aged <30 (63)

Unknown (384)

Prefer not to say (76)

LGBT+ (48)

Prefer not to say & Unknown (11)

Disabled (24)

Part-time (150)

Full-time (755)

Fixed Term (253)

Permanent (652)




White (723)

BAME (141)

Male (520)

Female (385)

Academic & Researcher Profile

8.0%

24.2%

24.0%

24.4%

19.3%

26.9%

5.0%

3.6%

0.5%

2.8%

19.8%

80.2%

11.2%

88.8%15.0%

85.0%

2.6%

81.8%

15.6%

37.6%

62.4%

Aged 61+ (83)

Aged 51-60 (252)

Aged 41-50 (250)

Aged 31- 40 (254)

Aged <30 (201)

Unknown (280)


LGBT+ (37)


Disabled (29)

Part-time (206)

Full-time (834)

Fixed Term (117)

Permanent (923)




White (849)

BAME (162)

Male (391)

Female (648)

Professional Support Services Profile

2. Contract type

Overall 81.7% (1593) of all staff work full –time hours.

49.5% (789) of full time staff are female and 70.0% (248) of part-time staff are female. (Figure 8)

The highest proportion of part-time staff are in the Teaching Fellows/Tutors or Administration

1-5 staff groups.

Table 1

Full - time Part -time Total

Academic 87.8% (545) 12.2% (76) 621

Administration grades 1 - 5 68.4% (223) 31.6% (103) 326


Manual & Ancillary 80.6% (116) 19.4% (28) 144

Research 83.7% (139) 16.3% (27) 166

Teaching Fellows & Tutors 60.5% (75) 39.5% (49) 124

Technical 82.7% (62) 17.3% (13) 75

Grand Total 81.7% (1593) 18.3% 1949

Academics represent the highest number and proportion of staff on permanent full time

contracts.

The largest staff group on fixed term contracts are Researchers at 85.2% (91).

Administration grades 1-5 has the highest proportion of permanent part-time contracts at

25.2% (82).

Table 2

Staff Group

Fixed Term Contract Full

Time

Fixed Term Contract Part

Time Full Time

Permanent Part Time

Permanent Total

Academic 2.6% (16) 1.4% (9) 85.2% (529) 10.8% (67) 100% (621)

Administration grades 1 - 5 6.1% (20) 6.4% (21) 62.3% (203) 25.2% (82) 100% (326)

Administration grades 6 - 10 9.3% (46) 2.8% (14) 78.5% (387) 9.3% (46) 100% (493)

Manual & Ancillary 4.2% (6) =<5 76.4% (110) 18.8% (27) 100% (144)

Research 71.1% (118) 16.3% (27) 12.7% (21) 0.0% 100% (166)

Teaching Fellows & Tutors 41.1% (51) 29.8% (37) 19.4% (24) 9.7% (12) 100% (124)

Technical 8.0% (6) =<5 74.7% (56) 14.7% (11) 100% (75)

Grand Total 13.4% (263) 6.0% (118) 68.0% (1330) 12.6% (246) 100% (1949)

3. Ethnicity

Asian at 7.9% (154) forms the highest proportion of BAME in the College

It is also highest in the Academic/Research staff group at 6.3% (57) and Professional

Services staff at 9.3% (97)

Non-UK BAME are higher in proportion than UK BAME (Figure 4)

Significantly high proportion of BAME Academic/Research staff are on fixed term

contracts; part-time at 28.8% (21) and full time at 18.9% (35), see Figure 5

In Professional Services, 27.7% (13) of staff at Grade 3 and 25.9% (7) of Grade 2 staff are

BAME while there are only 9.7% at Grade 9 (Figure 6)

20.9% (29) of grade 7 and 26.3 % (15) of grade 6 Researchers are BAME

Figure 3 BAME staff disaggregated

1.0%

2.4%

1.5%

1.3%

9.3%

2.1%

2.3%

3.1%

1.8%

6.3%

1.5%

2.4%

2.3%

1.5%

7.9%

Other (10)

Mixed (25)

Chinese (16)

Black (14)

Asian (97)

PROFESSIONAL SUPPORT

Other (19)

Mixed (21)

Chinese (28)

Black (16)

Asian (57)

ACADEMIC/RESEARCH

Other (29)

Mixed (46)

Chinese (44)

Black (30)

Asian (154)

COLLEGE

Ethnic Grouping

Figure 4

Figure 5

13.1% (116)

29.5% (46)

0

12.0% (67)

19.0% (74)

0

13.0% (183)

22.0% (120)

84.7% (748)

65.4% (102)

83.5% (435)

75.1% (293)

84.3% (1183)

72.3% (395)

2.2% (19)

5.1% (8)

3.7% (19)

5.9% ((23)

2.7%(38)

5.7% (31)

UK (883)

non-UK (156)

PROFESSIONAL SUPPORT

UK (521)

non-UK (390)

ACADEMIC/RESEARCHER

UK (1404)

non-UK (546)

COLLEGE

Ethnicity and Nationality

BAME White Unknown

15.4% (12)

13.2% (5)

15.3% (116)

17.5% (29)

0

18.9% (35)

28.8% (21)

12.9% (74)

13.9% (11)

0

17.9% (47)

23.4% (26)

14.3% (190)

16.3% (40)

83.3% (194)

86.8% (80)

82.1% (1096)

78.3% (194)

76.8% (142)

64.4% (47)

82.8% (475)

81.0% (64)

78.7% (65)

72.1% (33)

82.4% (621)

79.2% (130)

1.3%

0.0%

2.5%

4.2%

4.3%

6.8%

4.4%

5.1%

3.4%

4.5%

3.3%

4.5%

Fixed Term Full time (78)

Fixed Term Part-time (38)

Permanent Full-time (756)

Permanent Part-time (166)

PROFESSIONAL SERVICE





ACADEMIC/RESEARCHER





COLLEGE

Ethnicity, Contracts and Mode

BAME White Unknown

Figure 6

25.9% (7)

27.7% (13)

17.0% (24)

15.6% (41)

12.7% (20)

15.6% (28)

15.5% (25)

9.7% (3)

3.6%

10.0%

26.3% (15)

20.9% (29)

16.6% (35)

17.1% (42)

7.7% (19)

10.0%

25.9% (7)

27.7% (13)

17.0% (24)

15.5% (41)

16.4% (35)

17.9% (57)

16.1% (60)

16.3% (45)

3.6% (1)

7.7% (19)

100.0%

70.4%

68.1%

80.9%

82.1%

84.7%

82.1%

80.1%

90.3%

96.4%

100.0%

90.0%

100.0%

70.2%

72.7%

77.3%

79.6%

88.2%

100.0%

90.0%

70.4%

68.1%

80.9%

82.2%

80.8%

78.0%

78.5%

80.8%

96.4%

88.2%

3.7%

4.3%

2.1%

2.3%

2.5%

2.2%

4.3%

3.5%

6.5%

6.2%

3.3%

4.1%

3.7%

4.3%

1.4%

2.3%

2.8%

4.1%

5.4%

2.9%

4.1%

AR-ORS-NS (6)

RHUL 2 (27)

RHUL 3 (47)

RHUL 4 (141)

RHUL 5 (262)

RHUL 6 (157)

RHUL 7 (179)

RHUL 8 (161)

RHUL 9 (31)

RHUL 10 (28)

PROFESSIONAL SERVICES

AR-ORS-NS (<5)

AR-RES-NS (10)

RHUL 5 (<5)

RHUL 6 (57)

RHUL 7 (139)

RHUL 8 (211)

RHUL 9 (245)

PROFESSORS (246)

ACADEMIC & RESEARCHER

AR-ORS-NS (7)

AR-RES-NS (10)

RHUL 2 (27)

RHUL 3 (47)

RHUL 4 (141)

RHUL 5 (265)

RHUL 6 (214)

RHUL 7 (318)

RHUL 8 (372)

RHUL 9 (276)

RHUL 10 (28)

PROFESSORS (246)

COLLEGE

Ethnicity & Grades

BAME White Unknown

4. SEX

Administration Grades 1-5 have the highest proportion of females at 82.3% (268) followed by

the Administration Grades 6-10 (312) at 63.2%.

The highest proportion of male staff were in the Manual and Ancillary staff group, 72.2%,

followed by Technical, 62.7% , and the Academic staff groups ,61.4%.

There are a higher proportion of men in the Academic/Researcher staff, with a slightly higher

proportion, 58.2% (227) with non-UK nationality.

The reverse is the case for Professional Services staff, 63.2% (558) from UK and 57.7% (90) of

non-UK nationalities are female.

Proportionately more females work part-time, regardless of whether they are on permanent or

fixed term contracts.

More females are on fixed term contracts, 52.1% (38) of fixed term full-time and 63.1% (70) of

fixed term part-time.

It can be seen that as the grade increases, generally the proportion of men increases, except for

the Administrative grade 1-5 where there are proportionately more female grades 4 at 67.4%

(95) and 5 at 68.9% (182), see figure 9.

Table 3

Staff Group F M Total

Academic 38.6% (240) 61.4% (381) 621



Manual & Ancillary 27.8% (40) 72.2% (104) 144

Research 47.0% (78) 53.0% (88) 166

Teaching Fellows & Tutors 57.7% (71) 43.1% (53) 123

Technical 37.3% (28) 62.7% (47) 75

Grand Total 53.2% (1041) 46.8% (916) 1949

Figure 7

Figure 8

57.7% (90)

63.2% (558)

41.8% (163)

43.4% (226)

46.3% (253

55.8% (784)

42.3% (66)

36.8% (325)

58.2% (227)

56.6% (295)

53.7% (293)

44.2% (620)

Non - UK (156)

UK (883)


Non - UK (390)

UK (521)

ACADEMIC/RESEARCHER

Non - UK (546)

UK (1404)

COLLEGE

Sex and Nationality

Female Male

62.8% (49)

84.2% (32)

57.3% (433)

80.7% (134)

53.0% (98)

52.1% (38)

36.4% (209)

55.7% (44)

55.9% (147)

63.1% (70)

48.3% (642)

72.7% (178)

37.2% (29)

15.8% (6)

42.7% (323)

19.3% (32)

47.0% (87)

47.9% (35)

63.6% (365)

44.3% (35)

44.1% (116)

36.9% (91)

51.7% (688)

27.3% (67)





PROFESSIONAL SERVICE





ACADEMIC/RESEARCHER





COLLEGE

Sex, Contract and Mode

Female Male

Figure 9

100.0% (6)

48.1% (13)

55.3% (26)

67.4% (95)

68.7% (180)

69.4% (109)

58.7% (105)

54.7% (88)

54.8% (17)

32.1% (9)

100.0%

80.0%

100.0% (8)

63.2% (36)

46.8% (65)

46.0% (97)

42.9% (105)

30.5% (75)

100.0% (7)

80.0% (8)

48.1% (13)

55.3% (26)

67.4% (95)

68.9% (182)

67.8% (145)

53.5% (170)

49.7% (185)

44.2% (122)

32.1% (9)

30.5% (75)

51.9% (14)

44.7% (21)

32.6% (46)

31.3% (82)

30.6% (48)

41.3% (74)

45.3% (73)

45.2% (14)

67.9% (19)

20.0%

36.8% (21)

53.2% (74)

54.0% (114)

57.1% (140)

69.5% (171)

20.0% (2)

51.9% (14)

44.7% (21)

32.6% (46)

31.1% (82)

32.2% (69)

46.5% (148)

50.3% (187)

55.8% (154)

67.9% (19)

69.5% (171)

AR-ORS-NS (6)

RHUL 2 (27)

RHUL 3 (47)

RHUL 4 (141)

RHUL 5 (262)

RHUL 6 (157)

RHUL 7 (179)

RHUL 8 (161)

RHUL 9 (31)

RHUL 10 (28)


AR-ORS-NS (<5)

AR-RES-NS (10)

RHUL 5 (<5)

RHUL 6 (57)

RHUL 7 (139)

RHUL 8 (211)

RHUL 9 (245)

ProfessorsS (246)

ACADEMIC & RESEARCHER

AR-ORS-NS (7)

AR-RES-NS (10)

RHUL 2 (27)

RHUL 3 (47)

RHUL 4 (141)

RHUL 5 (264)

RHUL 6 (214)

RHUL 7 (318)

RHUL 8 (372)

RHUL 9 (276)

RHUL 10 (28)

Professors (246)

COLLEGE

Sex and Grades

Female Male

5. Intersectionality

At College level, the proportion of BAME staff are fairly evenly distributed across the age

groups <30 years – 16.2% (43), 31 to 40 years - 17.7% (95) and 41 to 50 years – 18.0% (94)

The highest proportion of BAME staff below thirty years is in the Academic/Researcher staff

groups, most of whom are Post-Doctoral Research Assistants

The highest proportion of BAME staff in Professional Services staff groups is in the age group 31

to 40 years, 20.9% (29)

There is a higher proportion of female BAME staff across the College (Figure 11); female Asian

at 54.5% (84) represented the highest proportion (Figure 11)

58.6% (156) of 30 year olds and below in the College are female (figure 12)

64.6% (42) of academic/research staff are female while there are higher proportion of male in

all other age group

In Professional Services female staff are higher in proportion in all age group.

Figure 10

14.9% (29)

20.5% (29)

18.4% (46)

11.5% (52)

6.2% (30)

20.0% (13)

15.2% (43)

17.6% (48)

14.4% (30)

8.4% (7)

16.2% (43)

17.7% (95)

18.0% (94)

12.8% (59)

7.3% (12)

83.6% (75)

76.0% (218)

78.4% (196)

86.2% (193)

92.6% (168)

75.4% (49)

77.7% (220)

80.1% (218)

81.3% (169)

86.7% (72)

81.6% (217)

76.9% (413)

79.3% (414)

83.9% (387)

89.6% (147)

1.49%

3.54% (6)

3.20% (8)

2.37% (9)

1.23% (3)

4.62% (3)

7.07% (20)

2.21% (6)

4.33% (9)

4.82% (4)

2.26% (6)

5.40% (29)

2.68% (14)

3.25% (15)

3.05% (5)

<30 (201)

31-40 (254)

41-50 (250)

51-60 (253)

60+ (81)


Age group

<30 (65)

31-40 (283)

41-50 (272)

51-60 (208)

60+ (83)

ACADEMIC/RESEARCHER

Age group

<30 (266)

31-40 (537)

41-50 (522)

51-60 (461)

60+ (164)

COLLEGE

Intersectionality Age and Ethnicity

BAME White Prefer not to say

Figure 11

44.4% (12)

64.4% (547)

80.0% (8)

48.0% (12)

68.8% (11)

57.1% (8)

51.5% (50)

54.9%

19.0% (8)

42.3% (308)

44.4% (8)

52.4% (11)

46.4% (13)

43.8% (7)

59.6% (34)

52.1%

29.0% (20)

54.2% (855)

57.1% (16)

50.0% (23)

54.5% (24)

50.0% (15)

54.5% (84)

53.6%

55.6% (15)

35.6% (303)

20.0%

52.0% (13)

31.3% (5)

42.9% (6)

48.5% (47)

45.1%

81.0% (34)

57.7% (420)

55.6% (10)

47.6% (10)

53.6% (15)

56.3% (9)

40.4% (23)

47.9%

71.0% (49)

45.8% (723)

42.9% (12)

50.0% (23)

45.5% (20)

50.0% (15))

45.5% (70)

46.4%

Unknown (27)

White (850)

Other (10)

Mixed (25)

Chinese (16)

Black (14)

Asian (97)

BAME (162)


Unknown (42)

White (728)

Other (18)

Mixed (21)

Chinese (28)

Black (16)

Asian (57)

BAME (140)

ACADEMIC/RESEARCHER

Unknown (69)

White (1578)

Other (28)

Mixed (46)

Chinese (44)

Black (30)

Asian (154)

BAME (302)

COLLEGE

Intersectionality Ethnicity and Sex

Female Male

Figure 12

56.7% (114)

65.0% (165)

62.0% (155)

67.6% (171)

53.1% (43)

64.6% (42)

46.6% (132)

42.6% (116)

36.1% (75)

28.9% (24)

58.6% (156)

55.3% (297)

51.9% (271)

53.4% (246)

40.9% (67)

43.3% (87)

35.0% (89)

38.0% (95)

32.4% (82)

46.9%(38)

35.4% (23)

53.4% (151)

57.4% (156)

63.9% (133)

71.1% (59)

41.4% (110)

44.7% (240)

48.1% (251)

46.6% (215)

59.1% (97)

<30

31-40

41-50

51-60

60+


Age group

<30

31-40

41-50

51-60

60+

ACADEMIC/RESEARCHER

Age group

<30

31-40

41-50

51-60

60+

COLLEGE

Intersectionality Age and Sex

F M

6. Recruitment

The proportion of BAME applicants decreases as they progress through the recruitment

process; regardless of role applied for (Figure 13)

The proportion of Non-UK applicants also decreases as they progress through the recruitment

process (figure 14). The decrease is most marked for academic/research applications.

Female applicants appear to fare better than male applicants, for both academic/research and

professional services roles.

A higher proportion of UK applicants are successful in getting acceptance, this being most

significant in applications for academic/research roles where 66.6%(1420) of applicants are

from non-UK nationals and only 48.0% (47) of successful academic/research applicants are from

n0n-UK background.

We only received 3.4% (194) disabled applicants and out of that only 21.% (8) are successful.

(Figure 17)

Figure 13

27.8% (992)

20.9% (243)

20.6% (65)

19.8% (57)

31.7% (676)

27.1% (107)

22.5% (25)

23.5% (23)

29.2% (1668)

22.5% (350)

21.2% (90)

20.7% (80)

69.3% (2475)

76.6% (889)

76.5% (241)

77.1% (222)

62.0% (1322)

67.8% (268)

73.9% (82)

73.5% (72)

66.6% (3797)

74.4% (1157)

75.7% (321)

76.2% (294)

2.9%

2.4%

2.9%

3.1%

6.3%

5.1%

3.6%

3.1%

4.2%

3.1%

3.1%

3.1%

Applicants (992)

Shortlisted (1160)

Offers (65)

Offers Accepted (57)


Applicants (2133)

Shortlisted (395)

Offers (111)


ACADEMIC/RESEARCHER

Applicants (5704)

Shortlisted (1555)

Offers (424)


COLLEGE

Recruitment Journey

BAME White Unknown

Figure 14

73.4% (2622)

82.0% (951)

84.1% (265)

84.4% (243)

33.4% (713)

44.3% (175)

50.0% (60)

52.0% (51)

58.5% (3335)

72.4% (1126)

74.7% (325)

76.2% (294)

26.6% (949)

18.0% (209)

15.9% (50)

15.6% (45)

66.6% (1420)

55.7% (220)

50.0% (60)

48.0% (47)

41.5% (1369)

27.6% (429)

25.3% (110)

23.8% (92)

Applicants

Shortlisted

Offers

Offers Accepted


Applicants

Shortlisted

Offers

Offers Accepted

ACADEMIC/RESEARCHER

Applicants (5704)

Shortlisted (1555)

Offers (435)


COLLEGE

Recruitment and Nationality

UK non - UK

Figure 16

Figure 17

58.6% (2091)

59.6% (691)

60.3% (190)

59.7% (172)

42.4% (905)

47.8% (189)

45.8% (55)

43.9% (43)

52.5% (2996)

56.6% (880)

56.3% (245)

55.7% (215)

40.9% (1459)

39.9% (463)

38.7% (122)

39.2% (113)

54.7% (1166)

49.6% (196)

51.7% (62)

53.1% (52)

46.0% (2625)

42.4% (659)

42.3% (184)

42.7% (165)

0.6%

0.5%

1.0%

1.0%

2.9%

2.5%

2.5%

3.1%

1.5%

1.0%

1.4%

1.6%

Applicants (3571)

Shortlisted (1160)

Offers (315)



Applicants (2133)

Shortlisted (395)

Offers (120)


ACADEMIC/RESEARCHER

Applicants (5704)

Shortlisted (1555)

Offers (435)


COLLEGE

Recruitment and Sex

Female Male Unknown

94.0% (5362)

93.8% (1459)

95.4% (415)

94.8% (366)

3.4% (194)

3.9% (61)

1.8% (8)

2.1% (8)

2.6%

2.3%

1.4%

1.6%

Applicants (5704)

Shortlisted (1555)

Offers (435)


COLLEGE

Recruitment and Disability

Non-Disabled Disabled Unknown

7. Turnover

The College turnover for 2017 -2018 is 12.3%.

The highest turnover rate is for BAME staff at 14.1% and for female staff at 14.3%

There is a higher turnover rate in professional services roles with the highest in female staff.

Figure 18

17.1%

16.3%

16.7%

16.4%

16.9%

9.5%

6.3%

11.3%

6.5%

7.6%

14.3%

10.3%

14.1%

11.6%

12.3%

Female 92/536.5

Male 51/312

BAME 21/126

White 115/701.5

Overall turnover 143/848.5


Female 30/325.5

Male 31/474.5

BAME 13/115

White 42/649.5

Overall turnover 61/800

ACADEMIC/RESEACHER

Female 123/862

Male 81/783.5

BAME 34/241

White 157/1349.5

Overall College turnover 204/1648.5

COLLEGE

Turnover 2017/18

Key Issues

The key issues from the report are as follows:

The proportion of BAME staff is higher than benchmark but under-represented given our

proximity to London and centres of high BAME population e.g. Slough and Hounslow

Disability of 2.7% below the benchmark of 4.8%

The proportion of UK BAME staff is significantly lower than BAME staff from non- UK, figure 4

Highest proportion of fixed term, part–time staff, 28.8 %( 21), is represented in

academic/research staff

Higher proportion of BAME staff is represented at lower grades - 25.9% at Grade 2 and 27.7% at

Grade 3 (figure 6)

82.3% (268) of administrative grades 1 to 5 and 62.2% (312) administrative grades 6-10 are

female. There are proportionally more men in the Manual& Ancillary staff group, 72.2% (104),

followed by the Technical staff group at 62.7% (47) (table 3)

Higher proportion of women work part-time hours - 72.7% (178) on permanent contract and

63.1% (70) on fixed term contracts (figure 8)

The highest proportion of BAME staff are in the age group 41 to 50 years at 18.0% (94) and 31 to

40 years old at 17.7% (95).

The highest proportion of female staff are under 30 years, 58.6% (156); a high proportion of

whom are academic/research staff

BAME applicants are proportionately less successful in getting accepted in job roles compared

with White applicants (figure 13)

Non-UK applicants are also proportionately less successful in getting jobs (figure 14)

There is very little difference between male and female applicants in success in getting jobs,

albeit with female applicants appearing to be slightly more successful (figure 16)

The turnover rate appears to be highest amongst female staff (14.3%) and predominantly in

female professional services staff (17.1%).

The turnover rate for BAME staff is at 14.1%, again highest amongst professional services staff

(16.7%)

The key issues highlighted above are similar to previous years and they have been identified in the

Equality Scheme 2018-2021. Those pertaining to gender equality have largely been identified in the

Institutional Athena SWAN submission, in the Gender Pay Gap reporting and biennial Equal Pay Audit.

We have recently submitted an application to renew our Race Equality Charter award and key issues

related to racial equality have been analysed in depth. A range of action plans to address or make

improvements in relation to the key issues identified are in place. Actions in place may be general and

College wide such as

i) Development of a range of development programmes which are aligned to the needs of the

College

ii) Review and implementation of a refreshed performance and appraisal systems,

iii) Development of a new recruitment policy and updating of the accompanying guidance on

the recruitment process to ensure fair and equitable practices

iv) Recruitment and Selection, Personal Development Review, Performance Management and

Unconscious Bias training are now mandatory for all managers.

v) The review and development of Human Resources policies will ensure the use of inclusive

language and will have equality impact assessments conducted.

vi) Training developed to support these College wide initiatives have incorporated equality,

diversity and inclusive skills and cultural awareness.

Other initiatives in place are more specific to the issues identified, examples are

i) Continuing the ‘Enabling Women Academic Programme’ to keep up the progress made in

increasing the proportion of female Professors

ii) Initiate the Gender Pay gap Working Group to identify causes and make recommendations

to close the gender pay gaps.

iii) Initiate the Mandala Programme to support BAME staff in career progression that in the

long term will help to increase the number of BAME professors and reduce the BAME pay

gap

iv) Recruit and support LGBT role models ; a Trans Awareness Moodle course has been

launched

v) A proposal to implement a Disability and Adjustment Passport, a tool to support disabled

staff

Conclusion

This Annual Staff Equality and Diversity Data Report is the first in this format aimed at producing a

document that captures and presents data visually. We hope that it will make it easier for stakeholders

to gain an overview of the key equality issues at Royal Holloway and to track the progress and

improvements achieved year on year.

annual staff equality and diversity data report 2017/18 · this annual staff equality and diversity...

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