staff equalities report 2016-17 - winchester.ac.uk a g e | 3 introduction & summery the...

Staff Equalities Report 2016-17

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Table of Contents

Introduction & Summery Disclosure Rate

1. Age 2. Ethnicity 3. Disability 4. Sexual Orientation 5. Religion and Belief 6. Gender 7. Grade 8. Applicants & Interviewees BAME

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Introduction & Summery

The University of Winchester, as a values -led institution which values our staff and is

committed to equality, diversity and inclusion. We believe that diversity enriches our

community, learning experience and global outlook and we are also committed to the belief

that the wellbeing of individuals is important, as are their views and opinions. It is our

stated strategic aim to celebrate and increase the diversity of our staff and students. To

monitor, support and encourage underrepresented groups to ensure that opportunities are

inclusive of sexual orientation, race, disability, religious affiliation and other characteristics.

We are proud to be Athena Swan Institution Bronze Award holders and Stonewall

Champions and Disability Confident Committed employers. We also have an action plan in

place to become part of the Mindful Employer initiative. We ask all staff to disclose their

personal information to us in order that we can ensure that we always offer equal

opportunities to all job applicants and current staff. The information that you provide us

with helps us to decide on our priority areas for development while maintaining our

vigilance and commitment to all the areas of equality performance; you will find our current

targeted objectives in our Equality Strategy.

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Disclosure Rate Disclosure Rates 2011-2017

Unknown or Refused

2017 2016 2015 2014 2013 2012 2011

Disability 5.3% 5.60% 6.80% 6.10%

Ethnicity 4.13% 4% 4.20% 5% 3.60% 2.50% 2.40%

Sexual Orientation 33.16% 39.50% 47.10%

Religion and Belief 35.49% 40.70% 48.80%

There has been a further 5% decrease in the amount of refused/unknown staff,

following the 8% decrease in 2016, in both the Sexual Orientation and Religious belief

categories. We must continue to put in the effort put in to lower these further as we still do

not have information on around a third of staff in both of these categories.

There are 335 staff members who are Unknown/Refused in the Religion category

and 313 in Sexual Orientation. Out of these 279 of them are Unknown/Refused in both.

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Age 1.1 Age of Staff

As in previous years there has only been a marginal change in the spread of staff

across the age bands. The 25-34 band has decreased as a percentage from 18.4% to 17.7%

(but has increased from 167 staff from 165). The 35-44 band percentage slightly increased

(2.1% to 25.3%). The 45-54 age range also increased and remains the most populous with

28.6% (270 staff).

Age Band

16-24 31 3.30%

25-34 167 17.70%

35-44 239 25.30%

45-54 270 28.60%

55-64 194 20.60%

65 + 43 4.60%

Total (Average Age) (45.4) 944 100%

University Headcount

Age Band

16-24 1 0.20%

25-34 51 11.70%

35-44 108 24.80%

45-54 137 31.40%

55-64 112 25.70%

65 + 27 6.20%


Academic Staff Headcount

Age Band

16-24 30 5.90%

25-34 116 22.80%

35-44 131 25.80%

45-54 133 26.20%

55-64 82 16.10%

65 + 16 4.60%


Professional Services Headcount

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53.9% of the University workforce are between the ages of 35 and 54, a slight increase

on last year, with an increase of 27 members of staff (509 from 482 aged between 35 & 54).

Academic staff are, on average 48.4, which is 5.6 years more than Professional

Services staff (42.8). The average age of both groups is down 0.1% compared to last year. The

largest proportion of academic staff remains in the 45-54 age range (31.4%) but this has

fallen 4.2% since last year. Professional Services staff are more evenly spread across the

bands with the 35-54 age range accounting for 52% of the workforce.

Average age of University Staff

Average age of Academic Staff Average age of Professional Service

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1.2 Age of Applicants & Appointees

Applications by Age

Appointees by Age

Staffing Group TOTAL Av. Age

Academic 6 0.90% 192 27.70% 265 38.30% 132 19.10% 44 6.40% 2 0.30% 51 7.40% 692 39.6

Grad Intern 78 78.80% 11 11.10% 0 0 0 0.00% 0 0 0 0 10 10.1 99 22.7

Management 0 0 0 0 5 26.30% 6 31.60% 8 42.10% 0 0 0 0 19 50.8

Research 3 37.50% 1 12.50% 0 0.00% 0 0.00% 0 0.00% 1 12.50% 3 37.50% 8 33.6

Professional Services 332 19.00% 525 30.10% 343 19.70% 296 17.00% 155 8.90% 4 0.20% 89 5.10% 1,744 36.3

TOTAL 419 16.40% 729 28.50% 613 23.90% 434 16.90% 207 8.10% 7 0.30% 153 6.00% 2,562 36.8

Unknown16 - 24 25 - 34 35 - 44 45 - 54 55 - 64 65 +

Staffing Group TOTAL Av. Age

Academic 1 2.90% 8 23.50% 16 47.10% 7 20.60% 2 5.90% 0 0.00% 0 0.00% 34 39.6

Grad Intern 20 87.00% 3 13.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 23 22.2

Management 0 0.00% 0 0.00% 0 0.00% 1 33.30% 2 66.70% 0 0.00% 0 0.00% 3 55.2

Research 0 0.00% 1 100.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 1 28

Professional Services 24 17.60% 42 30.90% 29 21.30% 28 20.60% 13 9.60% 0 0.00% 0 0.00% 136 37

TOTAL 45 22.80% 54 27.40% 45 22.80% 36 18.30% 17 8.60% 0 0.00% 0 0.00% 197 36

65 + Unknown16 - 24 25 - 34 35 - 44 45 - 54 55 - 64

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The Applications by Age table shows that the 25-34 age band remains the largest

application group with 28.5% (729) applications though this is down from 32.7%. The

Appointments table reflects this as appointees from the 25-34 age band were 27.4% (down from

32.2%). The 25-45 age range remains a majority of the appointees (50.2%) with the average age

of an appointee remaining as 36.

Average age of Applicants Average age of Appointees

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Ethnicity 2.1 Ethnicity of Staff

Ethnicity 2016 2015

Asian or Asian British - Indian 5 0.50% 6 0.70% 4 0.50% 3 0.40% 1 0.10% 3 0.40% 2 0.30%

Black or Black British - African 2 0.20% 3 0.30% 3 0.40% 3 0.40% 3 0.40% 2 0.30% 3 0.40%

Black or Black British - Caribbean 3 0.30% 3 0.30% 3 0.40% 2 0.30% 2 0.30% 1 0.10% 1 0.10%

Chinese 8 0.80% 5 0.60% 5 0.60% 6 0.80% 5 0.70% 2 0.30% 3 0.40%

Gypsy or Traveller 1 0.10% 1 0.10% 1 0.10%

Mixed - White & Asian 5 0.50% 3 0.30% 2 0.20% 3 0.40% 2 0.30% 2 0.30% 1 0.10%

Mixed - White & Black African 2 0.20% 3 0.30% 2 0.20% 1 0.10% 1 0.10% 1 0.10% 1 0.10%

Mixed - White & Black Caribbean 3 0.30% 3 0.30% 3 0.40% 2 0.30% 2 0.30% 1 0.10%

Other Asian background 4 0.40% 5 0.60% 5 0.60% 7 0.90% 7 1.00% 6 0.90% 5 0.70%

Other Black background 1 0.10% 1 0.10% 1 0.10% 1 0.10% 1 0.10%

Other Ethnic background 1 0.10% 1 0.10% 1 0.10% 2 0.30% 2 0.30% 1 0.10% 1 0.10%

Other Mixed background 6 0.60% 5 0.60% 6 0.70% 5 0.60% 4 0.60% 4 0.60% 4 0.60%

Other White background 43 4.60% 47 5.20% 52 6.20% 61 7.80% 63 8.70% 59 8.70% 54 7.90%

White 815 86.30% 769 85.80% 715 85.00% 640 81.80% 600 82.50% 569 84.30% 581 85.40%

White - Irish 7 0.70% 6 0.70% 3 0.40% 7 0.90% 8 1.10% 6 0.90% 7 1.00%

Prefer not to say 16 1.70% 11 1.20% 11 1.30% 12 1.50% 7 1.00% 4 0.60% 5 0.70%

Unknown 23 2.40% 25 2.80% 24 2.90% 27 3.50% 19 2.60% 13 1.90% 11 1.60%

TOTAL 944 100.00% 896 100.00% 841 100.00% 782 100.00% 727 100.00% 675 100.00% 680 100.00%

2017 2014 2013 2012 2011

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The number of staff who declare themselves Black, Asian and Minority Ethnic (BAME) has remained at 4.2%. Unknowns have creeped up

to 4.1% from 4%.This leaves the University well below the HEFCE 2015-16 average of 12.8% and no closer to achieving our 6% Strategic

Target.

BAME

Yes 40 4.20% 38 4.20% 36 4.30% 35 4.50% 30 4.10% 24 3.60% 22 3.20%

No 865 91.60% 822 91.70% 770 91.60% 708 90.50% 671 92.30% 634 93.90% 642 94.40%

Unknown 39 4.10% 36 4.00% 35 4.20% 39 5.00% 26 3.60% 17 2.50% 16 2.40%

TOTAL 944 100.00% 896 100.00% 841 100.00% 782 100.00% 727 100.00% 675 100.00% 680 100.00%

20112017 2016 2015 2014 2013 2012

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2.2 Ethnicity of Applicants & Appointees

% Declaring as BAME

Applications by Ethnicity

Appointees by Ethnicity

Staffing Group TOTAL

Academic 163 23.60% 504 72.80% 25 3.60% 692

Grad Intern 23 23.20% 76 76.80% 0 0 99

Management 2 10.5 17 89.5 0 0.00% 19

Research 0 0.00% 7 87.50% 1 12.50% 8

Professional Services 180 10.30% 1516 86.90% 48 2.80% 1,744

TOTAL 368 14.40% 2120 82.70% 74 2.90% 2,562

UnknownDeclared BAME No


Academic 2 5.90% 30 88.20% 2 5.90% 34

Grad Intern 2 8.70% 21 91.30% 0 0 23

Management 0 0 3 100 0 0.00% 3

Research 0 0.00% 1 100.00% 0 0.00% 1

Professional Services 3 2.20% 131 96.30% 2 1.50% 136

TOTAL 7 3.60% 186 94.40% 4 2.00% 197

Declared BAME No Unknown

of 2562 Applications

of 670 Interviewed

of 197 Appointed

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On the applicant and appointee tables we see the number of applicants for University posts

by those from a BAME background. There has been a slight increase in applicants declaring

themselves as BAME from 14.1% to 14.4% but a decrease of 1.9% in (5.5% to 3.6%) of the

total appointees who identify as BAME. This is back to pre-2014 levels. This identifies an area

that needs focusing upon if we are to achieve a rise in BAME eventual recruitment.

Disability 3.1 Disability of Staff Members

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It should be noted that not all staff with a disability choose to declare it. In total, 65

members of staff have declared a disability. The most common categories of disability, using

HESA definitions, remain as ‘specific learning difficulty (dyslexia, dyspraxia, AD(H)D)’ and

‘longstanding illness/health condition (cancer, HIV, diabetes)’ at 14 each. There has been a

small increase in staff declaring a disability from 6.8% to 6.9% which remains significantly

above the HEFCE average which is 4.7%.

3.2 Disability of Applicants and Appointees

Declared Disability 2016 2015

Yes 65 6.90% 61 6.80% 56 6.70% 35 4.50%

No 829 87.90% 785 87.60% 728 86.60% 699 89.40%

Unknown / Refused 50 5.30% 50 5.60% 57 6.80% 48 6.10%

TOTAL 944 100.00% 896 100.00% 841 100.00% 782 100.00%

2017 2014

Declared Disability Staffing Group 2016 2015

Academic 29 44.60% 26 42.60% 21 37.50% 11 31.40%

Management 1 1.50% 1 1.60%

Operational 7 10.80% 7 11.50% 7 12.50% 8 22.90%

Research 2 3% 1 1.80%

Senior

Professional Services 26 40% 27 44.30% 27 48.20% 16 45.70%

TOTAL 65 100.00% 61 100.00% 56 100.00% 35 100.00%

2017 2014

Declared Disability Reason (HESA) 2016 2015

Blind or serious visual impairment 3 4.60% 2 3.30% 1 1.80%

Deaf or serious hearing impairment 2 3.10% 4 6.60% 4 7.10% 3 8.60%

Long standing illness / health condition (cancer, HIV, diabetes) 14 21.60% 12 19.70% 14 25.00% 8 22.90%

Mental health condition (depression, schizophrenia, anxiety) 11 17% 9 14.80% 9 16.10% 6 17.10%

Multiple impairments / disabling conditions 8 12.30% 6 9.80% 5 8.90% 2 5.70%

Physical impairment / mobility issues (difficulty using arms / legs) 7 10.80% 6 9.80% 6 10.70% 2 5.70%

Specific learning difficulty (dyslexia, dyspraxia, AD(H)D) 14 21.50% 17 27.90% 14 25.00% 10 28.60%

Disability / impairment not listed above 4 6.20% 4 6.60% 3 5.40% 4 11.40%

Social / communication impairment 1 1.60%

No Info 2 3.10%

TOTAL 65 100.00% 61 100.00% 56 100.00% 35 100.00%

20142017

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Disability of applicants by university staffing groups

Disability of appointees by university staffing groups

The number of applicants declaring a disability increased from 5.3% last year to 7.1%

this year. The applicants table shows that the Professional Services group had largest

number of applicants listing a disability at 121, 6.9% of the total 2,562 applicants but the


Academic 630 91.10% 39 5.60% 23 3.30% 692

Grad Intern 77 77.80% 20 20.20% 2 2 99

Management 17 89.5 2 10.5 0 0.00% 19

Research 6 75.00% 1 12.50% 1 12.50% 8


TOTAL 2297 89.70% 183 7.10% 82 3.20% 2,562

No Yes Unknown


Academic 30 88.20% 3 8.80% 1 3.00% 34

Grad Intern 16 69.60% 7 30.40% 0 0 23

Management 3 100.00% 0 0 0 0.00% 3

Research 1 100.00% 0 0.00% 0 0.00% 1


TOTAL 172 87.30% 20 10.20% 5 2.50% 197

No Yes Unknown


of 197 Appointed

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Graduate Intern group had the largest percentage with 20.2% of their applicants registering a

disability.

Of our appointed applicants 10.2% had a disability (up from 7.5%) which evidences

our ongoing commitment in this area.

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Sexual Orientation 4.1 Sexual Orientation of Staff Members

We are now in the third year of collecting sexual orientation data and have seen the

unknowns fall slightly from 34.7% to 33.7%. The number of staff that identify as heterosexual

has increased to 61.3% (from 56.3%) but we have also seen an increase from 4.2% to 5% of

those who identify themselves as either gay, bisexual or defined in another way.

Bisexual 14 1.50% 12 1.30% 6 0.70%

Define sexual i ty in another way 6 0.60% 5 0.60% 3 0.40%

Gay 27 2.90% 21 2.30% 18 2.10%

Heterosexual / Stra ight 584 61.90% 504 56.30% 418 49.70%

Prefer not to say 48 5.10% 43 4.80% 27 3.20%

Unknown 265 28.00% 311 34.70% 369 43.90%

944 100% 896 100% 841 100%Total

Sexual Orientation 2017 2016 2015

Yes 47 5.00% 38 4.20% 27 3.20%

No 579 61.30% 504 56.30% 418 49.70%

Unknown 318 33.70% 354 39.50% 396 47.10%

944 100% 896 100% 841 100%Total

LGBTI 2017 2016 2015

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4.2 Sexual Orientation of Applicants and Appointees

% Declaring as LGBTI

Sexual Orientation of applicants by university staffing groups

Sexual Orientation of appointees by university staffing groups

The largest sexual orientation group remains heterosexual with 83.7% or 2145

applicants (down from 85.3% (2,146)). As in the last few years ‘prefer not to say’ is the

second largest response (8.7%) with ‘Unknown’ the third largest category with 3.5%. 79


Academic 16 2.30% 30 4.30% 563 81.40% 6 0.90% 77 11.10% 0 0.00% 692

Grad Intern 7 7.10% 3 3.00% 79 79.80% 4 4.00% 2 2.00% 4 4% 99

Management 0 0% 0 0% 16 84.20% 0 0% 3 15.80% 0 0.00% 19

Research 1 12.50% 2 25% 4 50% 0 0.00% 1 12.50% 0 0.00% 8

Professional Services 55 3.20% 40 2.30% 1483 85% 20 1.10% 141 8.10% 5 0.30% 1,744

TOTAL 79 3.10% 75 2.90% 2145 83.70% 30 1.20% 224 8.70% 9 3.50% 2,562

Defined Other Way Prefer not to say UnknownBisexual Gay Hetrosexual


Academic 0 0.00% 0 0.00% 30 88.20% 1 3.00% 3 8.80% 0 0.00% 34

Grad Intern 0 0.00% 1 4.30% 19 82.60% 0 0.00% 2 8.70% 1 4.30% 23

Management 0 0% 0 0% 3 100.00% 0 0% 0 0.00% 0 0.00% 3

Research 0 0.00% 1 100% 0 0% 0 0.00% 0 0.00% 0 0.00% 1

Professional Services 2 1.50% 8 5.80% 114 84% 1 0.70% 11 8.00% 0 0.00% 136

TOTAL 2 1.00% 10 5.10% 166 84.40% 2 1.00% 16 8.10% 1 0.50% 197

Bisexual Gay Hetrosexual Defined Other Way Prefer not to say Unknown


of 197 Appointed

P a g e | 18

applicants, 3.1% of applicants declared themselves to be ‘Bisexual’, 2.9% ‘Gay’ and 1.2%

‘defined another way’.

Appointments of applicants declared as heterosexual increased by 0.5% to 84.4% with

the Bisexual, Gay and Defined another way applicants comprising 7.1% of the appointments

made.

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Religion & Belief 5.1 Religion & Belief of Staff Members

This is the third year we have collected data on the religious beliefs of staff. Of those whose

religious beliefs are declared, Christianity remains the dominant religion at the University,

making up 31.4% (up from 28.7%) of total staff. Those who have no religious affiliation are

the second largest group at 27.7% (also up from 24.9%). The unknown total has come down

from 40.7% of the workforce to 28.3% which helps to explain the increase in both

numbers.bill

Any other rel igion or bel ief 19 2.00%

Buddhis t 8 0.80%

Chris tian 296 31.40%

Jewish 2 0.20%

Musl im 2 0.20%

No Rel igion 261 27.70%

Prefer not to say 68 7.20%

Spiri tua l 21 2.20%

Unknown 267 28.30%

944 100%Total

Religion 2017

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5.2 Religion & Belief of Applicants and Appointees

Religion of applications by university staffing groups

Religion of appointees by university staffing groups


Academic 17 2.50% 10 1.40% 247 35.70% 11 1.60% 9 1.30% 39 5.60% 262 37.90% 69 10.00% 0 0.00% 22 3.20% 6 0.90% 692

Grad Intern 0 0.00% 1 1.00% 29 29.00% 9 9.00% 0 0.00% 3 3.00% 47 47.00% 6 6.00% 0 0.00% 1 1.00% 3 3.00% 99

Management 0 0.00% 0 0.00% 11 57.90% 0 0.00% 0 0.00% 0 0.00% 5 26.30% 2 10.60% 0 0.00% 1 5.30% 0 0.00% 19

Research 1 12.50% 0 0.00% 4 50.00% 0 0.00% 0 0.00% 0 0.00% 2 25.00% 1 12.50% 0 0.00% 0 0.00% 0 0.00% 8

Professional Services 34 1.90% 26 1.50% 630 36.10% 20 1.10% 3 0.20% 21 1.20% 767 44.00% 158 9.10% 12 0.70% 47 2.70% 26 1.50% 1,744

TOTAL 52 2.00% 37 1.40% 921 35.90% 40 1.60% 12 0.50% 63 2.60% 1,083 42.20% 236 9.20% 12 0.50% 71 2.80% 35 1.30% 2,562

Any Other Prefer not to say Sikh Spiritual UnknownBuddhist Christian Hindu Jewish Muslim No Religion


Academic 1 2.90% 0 0.00% 13 38.20% 0 0.00% 0 0.00% 0 0.00% 15 44.10% 5 14.70% 0 0.00% 0 0.00% 0 0.00% 34

Grad Intern 0 0.00% 0 0.00% 5 21.70% 0 0.00% 0 0.00% 1 4.30% 13 56.50% 2 8.70% 0 0.00% 0 0.00% 2 8.70% 23

Management 0 0.00% 0 0.00% 2 66.70% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 1 33.30% 0 0.00% 3

Research 0 0.00% 0 0.00% 1 100.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 0 0.00% 1

Professional Services 2 1.50% 1 0.70% 51 7.50% 0 0.00% 0 0.00% 1 0.70% 66 48.50% 12 8.82% 0 0.00% 3 2.20% 0 0.00% 136

TOTAL 3 1.50% 1 0.50% 72 36.50% 0 0.00% 0 0.00% 2 1.00% 94 47.70% 19 9.60% 0 0.00% 4 2.00% 2 1.00% 197

UnknownAny Other Buddhist Christian Hindu Jewish SpiritualMuslim No Religion Prefer not to say Sikh

P a g e | 21

No Religion is still the largest group with 1,083 applicants (42.2% up from 40.6%). Christianity

is the second most common response, with 921applicants (35.9% down from 38.6%). The

other religions had no significant change in their number of applicants on the previous year.

There has been a change in the religion/non-religion of appointees. 36.5% of

appointments (down from 45.2%) declared themselves as Christian whereas 47.7% (up from

37.2%) declared themselves to be of no religion. This reverses the trend of previous years of

there being a disproportionately high number of appointees that were Christian.

APPLICANTS & APPOINTEES RELIGION

Any Other Buddhist Christian Hindu

Jewish Muslim No Religion Prefer not to say

Sikh Spiritual Unknown

Applicants

Appointees

P a g e | 22

Gender 6.1 Gender of Staff Members

Gender breakdown across staffing groups (excluding casual and hourly)

Historical breakdown of gender numbers at the university

The historical breakdown shows that the proportion of male to female staff has

continued around 60% female for the last 6 years, but has fallen by 0.6% since last year

(60.9% from 61.5%). This is significantly higher than the HEFCE average of 54% female staff.

Professional Services staff has the biggest gender imbalance (257 females (71.8%) to

101 males (28.2%) though this has improved slightly from last year. Our Academic,

Management and Professional Services employment areas all have gender ratios of around,

or exactly, 50% females to males although there are greater variables when looked at from

the perspective of pay grades.

Staffing Group

Academic 208 36.20% 184 49.90% 0 0.00% 392 41.50%

Management 9 1.60% 8 2.20% 0 0.00% 17 1.80%

Professional Services 339 58.90% 169 45.70% 0 0.00% 508 53.90%

Research 16 2.80% 7 1.90% 0 0.00% 23 2.40%

Senior 3 0.50% 1 0.30% 0 0.00% 4 0.40%

Total 575 100% 369 100.00% 0 0.00% 944 100%

Female Male TotalNon-Binary

Gender

Female 575 60.90% 551 61.50% 510 60.70% 468 59.80% 436 60.00% 405 60.00% 407 59.90%

Male 369 39.10% 343 38.30% 329 39.10% 314 40.20% 291 40.00% 270 40.00% 273 40.10%

Non-Binary 2 0.20% 2 0.20%

TOTAL 896 100% 896 100% 841 100.00% 782 100.00% 727 100.00% 675 100.00% 680 100.00%

2012 20112017 2016 2015 2014 2013

P a g e | 23

6.2 Gender of Applicants and Appointees

Gender of applicants by university staffing groups

The total number of applications received shows an increase in the percentage of

female applicants to male (female up from 51.9% to 55.5% and male down from 46.1% to

42.2%). There has been an increase of 1.2% in the proportion of females applying for

Academic posts, which now stands at 37.9%. Female applicants for Professional Services roles

remain stable at 62.4%. A majority of applicants are female in Professional Services, Research

and Graduate Intern posts with males the majority in the rest.

Gender of those made an offer by university staffing groups


Academic 262 37.90% 411 59.40% 19 2.70% 692

Grad Intern 59 59.60% 37 37.40% 3 3 99

Management 7 36.8 12 63.2 0 0.00% 19

Research 4 50.00% 4 50.00% 0 0.00% 8


TOTAL 1421 55.50% 1082 42.20% 59 2.30% 2,562

Female Male Unknown


Academic 17 50.00% 17 50.00% 0 0.00% 34

Grad Intern 12 52.20% 11 47.80% 0 0 23

Management 3 100 0 0 0 0.00% 3

Research 1 100.00% 0 0.00% 0 0.00% 1


TOTAL 121 61.70% 76 38.30% 0 0.00% 196

Female Male Unknown


of 197 Appointed

P a g e | 24

The appointments table shows that 61.7% of appointees were female (down from

68.8%). 64.7% of appointments made to Professional Services staff were female (down from

72.3%). There was a fifty/fifty split in academic appointments but this still shows a greater

number of female appointments then the application numbers might suggest.

P a g e | 25

6.3 Pay Grades

Headcount across grades in non-Faculty Posts

Within the Professional Services, there remains little change in the gender ratio of pay

grades occupancy. There are still more females in every pay grade except for Management.

The percentages of females and males in each pay grade are fairly similar. The gap in

numbers in Grade 6 has closed with the Male/Female split changing from 12.5%21% to 23.6%

to 17.9%.

Grade 02 54 18.20% 25 14.90% 79 17%

Grade 03 22 7.40% 13 7.70% 35 7.50%

Grade 04 51 17.20% 32 19% 83 17.90%

Grade 05 31 10.50% 21 12.50% 52 11.20%

Grade 06 70 23.60% 30 17.90% 100 21.60%

Grade 07 35 11.80% 20 11.90% 55 11.90%

Grade 08 12 4.10% 11 6.50% 23 5%

Grade 09 7 2.40% 3 1.80% 10 2.20%

Grade 10 5 1.70% 3 1.80% 8 1.70%

Management 5 1.70% 6 3.60% 11 2.40%

Other 4 1.40% 4 2.40% 8 1.70%

296 100% 168 100% 464 100%

Grade Female Male Total

Total

P a g e | 26

Headcount across grades in Faculty Posts

There is a similar pattern in the Faculties (this includes academics and professional

services) ; there are still more females in every grade except for grades 9 and 10 while a far

greater proportion of female staff are still found at grade 4 (12.9%) compared to the

proportion of male staff at grade 4 (4%).

Grade 02

Grade 03 3 1.10% 3 0.60%

Grade 04 36 12.90% 8 4% 44 9.20%

Grade 05 20 7.20% 7 3.50% 27 5.60%

Grade 06 15 5.40% 5 2.50% 20 4.20%

Grade 07 33 11.80% 26 12.90% 59 12.30%

Grade 08 134 48% 87 43.30% 221 46%

Grade 09 18 6.50% 35 17.40% 53 11%

Grade 10 8 2.90% 23 11.40% 31 6.50%

Management 3 1.10% 2 1% 5 1%

Other 9 3.20% 8 4% 17 3.50%

279 100% 201 480 100%Total

Grade Female Male Total

P a g e | 27

Grades 7.1 Grades and Age

There are no 16-24 above grade 6, the largest percentage of 25-34’s are grade 4 but

for 35-65 plus it is in grade 8 (reflecting the academics).

7.2 Grades and BAME

12.7% of non-BAME staff and 7.5% of BAME are on G06 while 25.7% of Non-BAME

and 37.5% of BAME are G08.

Grade 16-24 25-34 35-44 45-54 55-64 65 Plus

G02 9 16 11 16 21 6

G03 5 4 10 12 6 1

G04 10 45 28 30 12 2

G05 4 14 20 24 16 1

G06 3 29 37 32 15 4

G07 38 43 20 9 4

G08 16 65 94 56 13

G09 4 15 23 17 4

G10 1 12 20 6

NHS 1 4 4 6 0

Other 5 3 16 2

Grand Total 31 167 239 270 194 43

Grade Not BAMEUnknown BAME

G02 72 1 6

G03 38

G04 125 1 1

G05 76 3

G06 110 7 3

G07 102 4 8

G08 222 7 15

G09 57 3 3

G10 36 2 1

NHS 5 10

Other 22 4

Grand Total 865 39 40

P a g e | 28

7.3 Grades and LGBT

The spread in grades for LGBT and non-LGBT staff is similar. In G06 there is 15.5%

non-LGBT and 12.7% LGBT while in G08 23.5% are non-LGBT with 21.3% identifying as LGBT.

There is still many unknowns, so we can’t be sure of the full breakdown.

7.4 Grades and Religion

As previously noted we are still missing the information for a large minority of staff

but the numbers we do have seem to reflect the university with similar numbers of Christian

Grade No Unknown LGBT

G02 32 44 3

G03 20 15 3

G04 97 24 6

G05 55 19 5

G06 90 24 6

G07 89 21 4

G08 136 98 10

G09 28 31 4

G10 18 17 4

NHS 15

Other 14 10 2


Grade Christian No Religion Other Prefer not to say/Unknown

G02 23 9 2 45

G03 9 14 1 14

G04 45 42 12 28

G05 28 23 3 25

G06 43 44 6 27

G07 47 37 3 27

G08 64 63 17 100

G09 18 13 5 27

G10 11 9 3 16

NHS 15

Other 8 7 11

Grand Total 296 261 52 335

P a g e | 29

and non-religious across the grades. The largest 2 grades for other religions are G08 (32.7%)

and G04 (23.1%).

7.5 Grades and Disability

Most staff with a declared disability are G06 and above which reflects the number of

staff on those grades. 23 members of staff are G02-G05 while 42 are G06 plus.

Grade No Unknown Yes

G02 72 2 5

G03 31 1 6

G04 118 1 8

G05 75 4

G06 104 7 9

G07 99 8 7

G08 221 6 17

G09 50 9 4

G10 33 2 4

NHS 5 10

Other 21 4 1


P a g e | 30

Applicants & Interviewees BAME 8.1 Applicants & Interviewees

BAME People % People %

Row Labels All Invited

3 - Invite - Declined 2 0.543478

3 - Invite - Regret 289 78.53261

3 - Invite - Unable 3 0.815217 3 3.947368

3 - Invite - Withdrawn 1 0.271739

5 - Outcome - No Show 3 0.815217 3 3.947368

5 - Outcome - Regret 60 16.30435 60 78.94737

6 - Offer - Accepted 7 1.902174 7 9.210526

6 - Offer - Rejected 2 0.543478 2 2.631579

6 - Offer - Withdrawn 1 0.271739 1 1.315789

Grand Total 368 100 76 100

White/White Irish People % People %

Row Labels All Invited

3 - Invite - Declined 46 2.281746

3 - Invite - Regret 1372 68.05556

3 - Invite - Unable 32 1.587302 32 5.414552

3 - Invite - Withdrawn 7 0.347222

5 - Outcome - No Show 12 0.595238 12 2.030457

5 - Outcome - Regret 352 17.46032 352 59.56007

6 - Offer - Accepted 181 8.978175 181 30.62606

6 - Offer - Rejected 12 0.595238 12 2.030457

6 - Offer - Withdrawn 2 0.099206 2 0.338409

Grand Total 2016 100 591 100

Last year 76 of the 368 BAME applicants were offered an interview (20.7%) while 591

of the 2016 White/White Irish were put forward (29.3%).

Once at the interview stage 181 (30.6% of interviewees) who were White/White Irish

accepted a job offer while only 7 (9.2%) of BAME interviewees were offered and accepted a

job. This is an area that we are going to need to investigate further.

staff equalities report 2016-17 - winchester.ac.uk a g e | 3 introduction & summery the...

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