Equality Monitoring Annual Report

2015 - 2016

Sandra Beaufoy

January 2017

ContentsPage

SECTION A – WORKFORCE PROFILE- Key Statistics 1

Introduction 1

Key Facts and Figures 2

Gender Profile 4

3.1Promoting Gender Equality 4

3.2University Gender Profile 5

3.3University Gender Comparison 6

3.4Faculty Gender Profile 11

3.5Conclusion 11

4.Disability Profile 11

4.1Promoting Disability Equality 11

4.2University Disability Profile 12

4.3University Disability Comparison 13

4.4Faculty Disability Profile 17

4.5Disabled Staff by Disability Types 17

4.6Conclusion 18

5.BME Profile 19

5.1Promoting Race and Ethnicity Equality 19

5.2University BME Profile 19

5.3University BME Comparison 20

5.4Faculty BME Profile 20

5.5University Ethnicity Profile 23

5.6Conclusion 27

6.Age Profile 27

6.1Promotion of Age Equality 27

6.2University Age Profile 27

6.3Conclusion 28

7.Sexual Orientation and Religion and Belief 28

8.Turnover Profile 30

8.1University Staff Turnover by Faculty 30

8.2Female Staff Turnover by Faculty 37

8.3Disabled Staff Turnover by Faculty 37

8.4BME Staff Turnover by Faculty 37

8.5Conclusion 37

9.Final Conclusion for Workforce Profile Statistics 38

10.References 39

WORKFORCE PROFILE

KEY STATISTICS

Total Number of Staff: 6,178, with 4,892 working on indefinite contracts and 1,286 working on fixed-term contracts.

The gender split among staff is Males : 47.4% ; Females : 52.6%.

The percentage of females in academic positions is 29.7% (compared to the average in the HE sector – 46.2%). Only 20.2% of professors are females.

The number of disabled staff employed at 1 December 2016 is 246

The number of disabled staff employed remains static, representing 2.2% of female staff and 1.7% of male staff declaring a disability (which is slightly below the sector average of 4.2%)

The University employs 898 employees with a BME background which is equivalent to 14.6% of the total employee population.

Only 9.0% of BME staff are professors.

The majority of employees are between 26 and 55 years (1662 in 26-35 yrs; 1640 in 36 to 45 yrs; 1515 in 46 to 55 yrs.

SECTION A: WORKFORCE PROFILE

Introduction

The Equality Monitoring Annual Report 2015/16, provides information on how the University of Warwick is meeting its responsibilities under the Equality Act 2010. The report is published with regard to the specific duty, under the Act, to publish equality information to demonstrate compliance with the three aims of the Equality Duty. As an employer, education provider and public body the University is committed to tackling discrimination and providing equal opportunities for everybody and strives to create a positive working environment of mutual respect and dignity.

Under the Equality Act 2010 the University has responsibility for carrying out its activities with respect to such facets as:

-Elimination of unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010;

-Advancement of equality of opportunity between people from different groups, with or without protected characteristics;

-Foster good relations between people from different groups

The report presents statistical data applied in relation to the following protected characteristics: Gender; Disability; Ethnicity and Age. Data is provided in tabular and graphical format and any trends identified, which provide contextualisation and suggestions of possible recommendations for future improvements. In September 2015, two additional data collection sets, Religion and Belief and Sexual Orientation, started to be collected. Due to the infancy of this data, only absolute numbers are recorded in this document, with the intention of more in-depth reporting within the next few years, once historical data becomes available for comparison. Information on staff turnover and recruitment and selection is also included in this report.

The data content in this report was taken at 01 December 2016 (previous annual reports have been at a consensus date of 01 August), which indicated that there were 6,178 employees working for the University. The data was taken from the University HR data base and has been broken down into 6 staff categories: Academic (teaching and research); Research only staff; Teaching only staff; Clinical[1]; Levels 1a-5 support staff; Levels 6-9 support staff and Other[2]. The report covers the following faculties and service groups:

Faculty of Arts
Faculty of Medicine
Faculty of Science
Faculty of Social Sciences
Administration
Campus and Commercial Services Group (CCSG)

Key Facts and Figures

As of 01 December 2016 the profile of staff categories at Warwick is demonstrated in Figure 1. The overall number of employees is 6,178. The largest proportion of staff are employed in support roles, both in Levels 1a-5 (2,427[3]employees) and Levels 6-9 (1,307employees).

Figure 1: Distribution of the total number of employees

According to the data, the majority of employees are working on an indefinite contract basis (Figure 2). Generally, part-time employment is less prevalent with the exception of staff category Levels 1a-5, which has the highest number of employees (1019) working part-time (Table 1). Research only staff work mainly on fixed term contracts and are predominantly full-time, although the number of research staff working part-time has risen slightly from 103 in 2014/15 to 138 in 2015/16. Full-time indefinite employment is predominant for Academic staff, Levels 6-9 and Levels 1a-5 support staff.

Figure 2: Distribution between fixed-term and indefinite employees

Table 1: University General Employee Working Pattern Profile on 01.12.2016

Academic / Research only staff / Teaching only staff / Clinical / Levels 6 to 9 support staff / Levels 1a to 5 support staff / Other
Full Time / Fixed Term / 33 / 613 / 78 / 13 / 72 / 121 / 31
Open Ended / 923 / 89 / 220 / 26 / 966 / 1,287 / 5
Part Time / Fixed Term / 23 / 113 / 72 / 14 / 45 / 58
Open Ended / 60 / 25 / 85 / 21 / 224 / 961
Summary / 1,039 / 840 / 455 / 74 / 1,307 / 2,427 / 36

As stated previously the largest single categoryof employees is in Levels 1a-5 support roles, who work mainly on indefinite contracts in both full and part-time capacities. Levels 6-9 support staff also work mainly on indefinite contracts, with 1038 staff working full-time and 269 part-time. Academic staff are predominantly full-time and on indefinite contracts – 923 out of a total count of 956. In contrast, most research only staff have fixed-term contracts, with 613 working full-time and 113 part-time, out of a total of 840 employees in that category.This is predominantly because of the nature of the funding of their contracts through Research Councils. Teaching only staff working full-time on indefinite contracts number at220 out of total 455 staff, whereas those working part-time are virtually equally split between fixed term and indefinite contracts (72:85) - (Table 1).

There has been an increase of 548 in the staff population employed by the University since 2014 - see below:

According to the Equality in Higher Education: Statistical Report 2015, since 2003/04, the overall number of staff in higher education has increased by 17.1%, from 338,105 to 395,780. The number of academic staff working in higher education has increased by 29.3% from 2003/04, compared with a growth of 7.3% for professional and support staff. Nevertheless, in 2013/14 professional and support staff still comprised 50.9% of all staff working in Higher Education. Among both academic and professional and support staff, a higher proportion of part-time staff were on a fixed-term contract (55.6% and 20.8% respectively) than full-time staff (25.5% and 12.2% respectively).

Gender Profile

3.1Promoting Gender Equality

The ECU Equality in Higher Education Statistical Report (2015) declares that in 2013/14, 53.8% of staff working in UK higher education institutions were women. The increase in the proportion of female staff has chiefly occurred within academic staff. While men still constitute the majority of academic staff, the proportion of academic female staff has steadily increased from 40.0% in 2003/4 to 44.6% in 2013/14. The gender profile of professional and support staff, in contrast, has remained largely static, staying within 0.5% of 2003/4 levels in the last ten years, currently 62.7% female and 37.3% male.

The University encourages and supports women’s employment across all categories of roles, ensuring that policies and processes are fair and transparent, whilst working hard to ensure equality of pay.

Warwick has an overall disparity in pay by gender of 16.0% (down from 18.7% in October 2015), because of differences in gender distribution of grades (known as ‘occupational crowding’); 80% of staff in the lowest grade (FA1A) are female. The figure for Warwick is influenced by the fact that the University (unlike many other HEIs) does not outsource any core campus services such as retail roles and cleaning, which account for most of the roles at the most junior levels.

The differences in pay between males and females are statistically insignificant in all grades except FA2 (above 3%) and FA9 (the latter being Professors and Senior Administrative and Commercial staff) and differences in either direction are primarily driven by differences in length of service. At Grade FA2, the difference is entirely explained by contractual overtime paid to two groups of staff (security and grounds staff) where male staff outnumber females[4].

At the most senior level, Grade FA9, the pay gap has fallen in recent years, in part because of rigorous programme of equality adjustment each year following the Senior Pay and Remuneration Review.

Warwick holds an Athena SWAN Silver Institutional award and all of its STEMM departments hold at least a Bronze Athena SWAN award, WBS and CEDAR also hold Athena Bronze awards. In November 2016, the institution submitted to renew its Silver Athena award and eight departments – Chemistry, Mathematics, Psychology, Statistics, WMG, PAIS, Law and Philosophy have all applied to either renew, upgrade or achieve their first award. The involvement in, and achievement of these awards demonstrates the University’s commitment to the Charter’s values and principals.

3.2University Gender Profile

The University’s total staff population is fairly evenly balanced between female and male staff, with the split being – 2929 male and 3249 female employees, 47.4% and 52.6% respectively (Table 2). However as can be seen in Table 2and Figure 3, the highest levels of employment are in support roles (Levels 1a to 5) – 812 males (33.5%) and 1,615 females (66.5%).

Table 2: University Gender Profile on 01/12/2016

Staff Category / Total Headcount / No. Male / % Male / No. Female / % Female
Academic / 1,039 / 730 / 70.3% / 309 / 29.7%
Research only staff / 840 / 498 / 59.3% / 342 / 40.7%
Teaching only staff / 455 / 232 / 51.0% / 223 / 49.0%
Clinical / 74 / 49 / 66.2% / 25 / 33.8%
Levels 6 to 9 support staff / 1,307 / 580 / 44.4% / 727 / 55.6%
Levels 1a to 5 support staff / 2,427 / 812 / 33.5% / 1,615 / 66.5%
Other / 36 / 28 / 77.8% / 8 / 22.2%
Summary / 6178 / 2929 / 47.4% / 3249 / 52.6%

Figure 3: Ratio of male to female employees in each staff category

3.3 University Gender Comparison

The proportion of each gender varies by staff category. There are a higher number of female employees in support roles with 55.6% for Levels 6-9 and 66.5% for Levels 1a-5 staff. Academic roles together with Clinical remain prevalent with males – 70.3 % and 66.2%, with only 20.2% female professors. The data shows that the proportion of academic male staff is remaining fairly static from 72.2% in previous years to 70.3 % in 2016.

The number of female employees has risen slightly in 2016 to 3249 compared to 2015 (2,915), with a similar increase in the number of males – 2929 in 2016 from 2,745in 2015.

As in previous years, males predominated in full academic roles – approximately just over double the number of females. However, the number of females in academic positions has started to gradually increase from 246 in 2012 to 309 in 2016 (Table 3). The number of females in academic positions at Level 9 (professors) has risen slightly in all faculties in 2016 (now a total of 83 female professors, (79 in 2015)),with the exception of the Faculty of Social Science, where the decrease is by one FTE post. We have again, also seen a slight increase in the number of females in academic positions at Level 8 (145 as opposed to 141 in 2015).

3.4 Faculty Gender Profile

Despite the figures reported above, the proportion of academic female roles in the Faculty of Science continues to be lower compared to the other faculties. As in previous years this continues to be a national trend, as can be seen in the ECU Equality in Higher Education: Statistical Report 2015, which reports that the majority of female academic staff worked in non-STEM subject areas (50.3%). The opposite was true for male academic staff, 57.9% of whom worked in STEM subject areas.

There remains a relatively high proportion of females employed on research only roles, Faculty of Social Sciences (59.5%), Faculty of Arts (64.4%), Warwick Medical School (58.0%) and Administration* (45.5%) (Table 4and Figure 4).

* Due to the organisational system of the University, certain teaching departments fall into Administration, such as: Centre for Life Long Learning, Institute for Advanced Teaching and Learning, Institute for Advanced Study and the Language Centre. Therefore, Administration includes academic employees from those departments/centres.

Figure 4: Proportion of academic roles occupied by females

Table 3: University Gender Comparison over time

2006 / 2007 / 2008 / 2009 / 2010 / 2011 / 2012 / 2013 / 2014 / 2015 / 2016
M / F / M / F / M / F / M / F / M / F / M / F / M / F / M / F / M / F / M / F / M / F
Academic / 600 / 241 / 677 / 267 / 653 / 256 / 642 / 258 / 601 / 254 / 598 / 243 / 645 / 246 / 712 / 262 / 723 / 275 / 720 / 281 / 730 / 309
Research only staff / 315 / 257 / 347 / 279 / 372 / 294 / 396 / 303 / 383 / 282 / 334 / 250 / 337 / 253 / 417 / 282 / 471 / 299 / 498 / 320 / 498 / 342
Teaching only staff / 79 / 58 / 85 / 72 / 91 / 71 / 88 / 61 / 95 / 71 / 109 / 84 / 116 / 94 / 145 / 122 / 171 / 172 / 207 / 192 / 232 / 223
Clinical / 42 / 15 / 51 / 17 / 50 / 20 / 54 / 24 / 55 / 32 / 60 / 30 / 65 / 31 / 66 / 34 / 59 / 34 / 49 / 30 / 49 / 25
Levels 6 to 9 support staff / 299 / 350 / 316 / 375 / 322 / 396 / 330 / 413 / 326 / 435 / 327 / 458 / 378 / 528 / 431 / 574 / 486 / 640 / 533 / 667 / 580 / 727
Levels 1a to 5 support staff / 450 / 1,292 / 482 / 1,352 / 488 / 1,371 / 476 / 1,316 / 470 / 1,310 / 494 / 1,300 / 521 / 1,323 / 726 / 1,492 / 778 / 1,534 / 791 / 1,537 / 812 / 1,616
Other / 83 / 69 / 66 / 59 / 45 / 34 / 28 / 24 / 21 / 19 / 11 / 16 / 9 / 9 / 12 / 9 / 19 / 6 / 21 / 8 / 28 / 8
Summary / 1868 / 2282 / 2024 / 2421 / 2021 / 2442 / 2014 / 2399 / 1951 / 2403 / 1933 / 2381 / 2071 / 2484 / 2509 / 2775 / 2707 / 2960 / 2819 / 3035 / 2929 / 3250

Figure 5: Number of male and female employees at 01.12.2016 – over the last 11 years

Table 4: Detailed Faculty Gender Comparison

Academic Level 9 / Academic Level 8 / Academic Level 7 / Research Only / Teaching Only / Clinical / Other / Levels 6 to 9 support staff / Levels 1a to 5 support staff / Total Headcount / Summary
No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female
Faculty of Arts / 22 / 37.9% / 34 / 45.9% / 16 / 66.7% / 29 / 64.4% / 63 / 71.6% / 0 / 0.0% / 19 / 86.4% / 27 / 75.0% / 348 / 60.3%
Faculty of Science / 21 / 12.4% / 42 / 23.7% / 13 / 19.7% / 151 / 29.3% / 46 / 35.9% / 0 / 0.0% / 1 / 8.3% / 75 / 36.1% / 179 / 58.7% / 1,583 / 33.4%
Faculty of Social Sciences / 31 / 19.9% / 57 / 39.0% / 45 / 44.1% / 66 / 59.5% / 71 / 42.0% / 1 / 33.3% / 119 / 69.6% / 159 / 88.8% / 1,037 / 52.9%
Warwick Medical School / 7 / 30.4% / 8 / 42.1% / 7 / 53.8% / 91 / 58.0% / 17 / 63.0% / 25 / 34.2% / 0 / 0.0% / 49 / 80.3% / 85 / 74.6% / 488 / 59.2%
Administration / 1 / 33.3% / 4 / 66.7% / 5 / 45.5% / 26 / 60.5% / 13 / 59.1% / 365 / 69.3% / 409 / 77.9% / 1,137 / 72.4%
Interdisciplinary / Cross Faculty / 1 / 100.0% / 1 / 100.0% / 1 / 100.0% / 3 / 100.0%
CCSG / 1 / 5.9% / 95 / 30.8% / 751 / 59.7% / 1,582 / 53.5%
Summary / 83 / 20.2% / 145 / 34.4% / 81 / 39.5% / 342 / 40.7% / 223 / 49.0% / 25 / 33.8% / 16 / 28.6% / 723 / 55.7% / 1,611 / 66.7% / 6,178 / 52.6%

The data shows that the highest proportion of females roles in almost all the faculties are in Levels 1a-5 (66.7%) followed by Levels 6-9 support staff (55.7%). Teaching only staff are represented by over 70% of females in the Faculty of Arts, followed closely by Warwick Medical School (63.0%). The category ‘Other’ is represented predominantly in Administration (59.1%), Faculty of Social Sciences (33.3%), Faculty of Science (8.3%) and CCSG (5.9%), however it should be noted that the actual numbers in these categories are low. The lowest represented category is the Academic Levels 8, and 9 with below 50 % across each faculty, with the exception of Administration (66.7%) (Table 4).

The percentage of females in Academic positions is 29.7% (Table 2), compared to the average in the market – 46.2% (Equality Challenge Unit, 2015). The ECU Equality in Higher Education: Statistical Report 2015[5] states that the increase in the proportion of female staff has chiefly occurred within academic staff. While men still constitute the majority of academic staff, the proportion of academic female staff has steadily increased from 40.0% in 2003/4 to 44.6% in 2013/14.

In 2016 the number of females in teaching only positions have dropped slightly with a figure with 49.0%, compared to 51.0% in 2014, whereas Research only positions have remained fairly static 39.2% for 2014/15 and 40.7% in 2016. The proportion of women in support roles as it has been already mentioned is high, presenting 55.7% in Levels 6-9 and 66.7% in Levels 1a-5 (Table 4).

Table 5: Faculty Gender Profile: Female on 01.12.2016

Academic / Research only staff / Teaching only staff / Clinical / Levels 6 to 9 support staff / Levels 1a to 5 support staff / Other / Total Headcount / Summary
No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female / No. Female / % Female
Administration / 5 / 55.6% / 5 / 45.5% / 26 / 60.5% / 368 / 69.2% / 412 / 77.3% / 7 / 77.8% / 1,137 / 72.4%
Faculty of Arts / 72 / 45.9% / 29 / 64.4% / 63 / 71.6% / 19 / 86.4% / 27 / 75.0% / 348 / 60.3%
Faculty of Science / 76 / 18.4% / 151 / 29.3% / 46 / 35.9% / 0 / 0.0% / 76 / 36.2% / 179 / 58.7% / 0 / 0.0% / 1,583 / 33.4%
Faculty of Social Sciences / 133 / 32.9% / 66 / 59.5% / 71 / 42.0% / 119 / 69.2% / 160 / 88.4% / 1,037 / 52.9%
Interdisciplinary / Cross Faculty / 1 / 100.0% / 1 / 100.0% / 1 / 100.0% / 3 / 100.0%
Warwick Medical School / 22 / 40.0% / 91 / 58.0% / 17 / 63.0% / 25 / 34.2% / 49 / 80.3% / 85 / 74.6% / 0 / 0.0% / 488 / 59.2%
CCSG / 95 / 30.7% / 751 / 59.7% / 1 / 6.3% / 1,582 / 53.5%
Summary / 309 / 29.7% / 342 / 40.7% / 223 / 49.0% / 25 / 33.8% / 727 / 55.6% / 1,615 / 66.5% / 8 / 22.2% / 6,178 / 52.6%

3.5.Conclusion

Whilst the University has an overall positive balance between male and female employees, there is still an under-representation of females amongst Academic staff. Whilst last year there was a slight drop in the number of female professors (79), this figure has risen in 2016 to 83,this is across all Faculties, with the exception of the Faculty of Social Sciences and Warwick Medical School, where each have dropped by 1 female professor respectfully. There is also a continued increase in the number of female academics in both Levels 8 (145 in 2016 as opposed to 141 in 2015) and Level 7 (81 in 2016 as opposed to 61 in 2015). Overall females continue to be widely presented in support roles.

Taking into consideration the fact that many positions within the University could be occupied by people from the local community, it is rational to look into the gender split in Coventry. According to the 2011 Census, the population in Coventry is equally divided (49.7% males; 50.3% females). However The Office for National Statistics (ONS) published their updated mid-year population estimates on 25th June 2015; and these estimates suggest that Coventry has 345,400 people living in the City. This is 15,600 more people than in 2013 when the population was estimated to be 329,800. As has been the case in recent years, the annual population increase between mid-2014 and mid-2015 in Coventry was estimated to be amongst the highest in the UK. The main factors causing population growth in Coventry (other than the student population) are international migration and the number of births in the City. It is believed that the growth of the City’s two Universities has been a major factor in the recent population growth, with over 52,000 students between them.

The ECU Equality in Higher Education: Statistical Report 2015 reported that in both employment activities, women comprised the majority of part-time staff, making up 79.2% of part-time professional and support staff and 54.5% of part-time academic staff. The majority of all professors were men (77.6%). This was true across STEM and non-STEM subject areas and full-and part-time employment. This gender difference was most notable among full-time professors working in STEM subject areas, where 81.8% were men. Women comprised the majority of part-time non-professorial staff within both STEM and non-STEM subject areas (57.4% and 56.1% respectively).Support roles like Levels 1a-5 are highly likely to be occupied by members of the local population, working part time.

Disability Profile

4.1 Promoting Disability Equality

The University acknowledges the equality of opportunity including job opportunities for disabled people and attempts to ensure that the appropriate adjustments are in place with regards to potential staff attending for interview, as well as striving toensure that all its facilities are accessible.In September 2015, a new Disability Framework waslaunched to assist the employee and their line manager (in conjunction with Occupational Health) to discuss, record and monitor any reasonable adjustment that may be required to support the employee. This process seems to be working quite well, but it is still too early to tell if it has helped to improve disclosure rate, however, feedback from employees who have used the disability frame has been good.

More information on the Framework can be found at:

University data indicates that the number of disabled staff employed is remaining fairly static, representing 2.2% of female staff declaring a disability and 1.7% of male staff declaring a disability (Table 6). However this is stillslightly below the proportion of disabled staff employed on average nationally, which is 4.2% (Equality Challenge Unit, 2015).

According to the Equality Challenge Unit (2015), nationally, between 2003/04 and 2013/14 the proportion of staff disclosing as disabled has increased from 2.2% to 4.2%. The report states that 3.7% of academic staff and 4.8% of professional and support staff disclosed as disabled in 2013/14, this is doubled the proportion to do so in 2003/04. 82.2% of full-time disabled academic staff were on indefinite contracts compared with 74.3% of full-time non-disabled academic staff.