Equality and Diversity Annual
Report 2012
Monitoring data
Internal Staff
1
Published: October 2012
Comments or queries about this report are welcomed and should be sent for the attention of the Head of Equality and Diversity.
The Equality, Diversity and Information RightsTeam
University Secretary’s Office
The Open University
Walton Hall
Milton Keynes
MK7 6AA
Tel01908 652867 / 652566
Minicom01908 653074
Web
Internal Staff
General
About Internal Staff
Internal staff include academic, academic-related and support staff and at December2011the University had around 4700staff in this category. Aroundthree quarters of these are based at Walton Hall in Milton Keynes with the remaining staff based at centres in Scotland, Wales, Ireland and English regions. The recruitment pool is local, national and international for some job categories.
Notes on the data
The 2011 reporting period is from 1 January 2011 to 31 December 2011. In several areas, where data was available, the previous five years’ or aggregated data for a number of years is reported.
Staff on unpaid leave as at the 31st December of each year have been included in the headcounts.Agency temporary staff are reported separately.
In line with the Monitoring strategy set out in our Equality Scheme, data for Training and Development, Promotions, Pay Gap and for Disciplinary, Bullying and Harassment and Disciplinary cases are monitored every 2 or every 3 years and is therefore not included in this report.
Workforce Composition
Data for five years is included, for the entire workforce as well as for staff just in the most senior job roles, which is defined as Pro-Vice-Chancellors, Deans, Professors and Heads of Units. Data by location, by unit, by staff category, by grade and by contract type for the most recent year is available to staff to download in Excel files.
Recruitment
There are three stages to the internal staff recruitment process (application, short listing and appointment) and monitoring data is provided for each. Data for the most recent year is provided and data for previous years is available to staff to download in Excel files. Charts include data for five years.
Leavers
In this section we include both voluntary and involuntary staff turnover data. Voluntary turnover is a particularly meaningful measure of staff satisfaction since in this situation the decision to leave rests with the member of staff. Voluntary turnover excludes reasons such as redundancy, end of fixed term contract and dismissals but since the abolishment of the default retirement age it does include retirements.
Voluntary turnover is calculated as follows:
Data for the previous year and the previous five years aggregated is included.
Reasonable Adjustments
There were 20 requests for reasonable adjustments made in the year to December 2011.
Internal Staff
General
Promotions
Due to improvements in the process by which promotions are identified from the staff database, the number of promotions has changed somewhat when comparing the historical figures in this report with previous EDMG reports.
Training
In previous EDMG reports data pertaining to internal staff training was calculated by providing the average number of courses taken by staff who had taken at least one course. Due to the fact that this method of calculations did not provide an accurate representation of uptake of training as a proportion of total staff within a given group, the method for calculating the average number of courses taken has been amended for this report. In this report, the average course uptake has been calculated by dividing the total number of courses taken by individuals within a given group by the average total number of staff within that particular group.
Grievances, Bullying & Harassment
Due to the decreasing use of monitoring forms and the increasing reliability of the database systems used to capture and monitor Grievances, Bullying & Harassment cases this year’s report will no longer include numbers of monitoring forms and only report on the number of cases reported through the HR caseload database.
Internal Staff
Age
Workforce Composition
In 2011 around 39% of internal staff are aged 51 and over and 19% of the workforce are aged 35 and under. There has been a similar pattern since 2006.
Table 1: Overall workforce composition, by age, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
20 and under / 12 / 0.2 / 9 / 0.2 / 4 / 0.1 / 4 / 0.1 / 5 / 0.1
21-25 / 166 / 3.1 / 181 / 3.3 / 162 / 2.9 / 124 / 2.3 / 97 / 1.8
26-30 / 392 / 7.4 / 410 / 7.5 / 406 / 7.4 / 390 / 7.2 / 349 / 6.6
31-35 / 606 / 11.4 / 618 / 11.3 / 597 / 10.9 / 582 / 10.8 / 544 / 10.3
36-40 / 638 / 12 / 677 / 12.3 / 721 / 13.1 / 706 / 13 / 685 / 13
41-45 / 749 / 14.1 / 765 / 13.9 / 740 / 13.5 / 703 / 13 / 710 / 13.5
46-50 / 764 / 14.4 / 780 / 14.2 / 797 / 14.5 / 808 / 14.9 / 806 / 15.3
51-55 / 792 / 14.9 / 794 / 14.5 / 803 / 14.6 / 783 / 14.5 / 801 / 15.2
56-60 / 791 / 14.9 / 776 / 14.1 / 765 / 13.9 / 779 / 14.4 / 743 / 14.1
61-65 / 398 / 7.5 / 463 / 8.4 / 477 / 8.7 / 500 / 9.2 / 501 / 9.5
66 and over / 4 / 0.1 / 19 / 0.3 / 26 / 0.5 / 33 / 0.6 / 33 / 0.6
Total / 5312 / 100 / 5492 / 100 / 5498 / 100 / 5412 / 100 / 5274 / 100
Chart 1: Workforce composition, by age, 2007-2011
Internal Staff
Age
Senior Staff Composition
Senior staff include Pro-Vice-Chancellors, Deans, Professors and Heads of Units. In 2011, 16% (42) of staff within this category were aged 45 and under.
Table 2: Senior staff composition, by age, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
21-25 / 1 / 0.4
31-35 / 2 / 0.8 / 1 / 0.4 / 1 / 0.4 / 2 / 0.7 / 1 / 0.4
36-40 / 8 / 3.1 / 5 / 2 / 7 / 2.6 / 9 / 3.3 / 7 / 2.7
41-45 / 27 / 10.4 / 25 / 9.8 / 27 / 9.9 / 26 / 9.7 / 33 / 12.6
46-50 / 29 / 11.2 / 31 / 12.1 / 36 / 13.1 / 38 / 14.1 / 35 / 13.4
51-55 / 52 / 20.1 / 47 / 18.4 / 49 / 17.9 / 46 / 17.1 / 45 / 17.2
56-60 / 80 / 30.9 / 77 / 30.1 / 75 / 27.4 / 62 / 23 / 62 / 23.7
61-65 / 60 / 23.2 / 66 / 25.8 / 70 / 25.5 / 77 / 28.6 / 69 / 26.3
66 and over / 1 / 0.4 / 4 / 1.6 / 9 / 3.3 / 9 / 3.3 / 9 / 3.4
Total / 259 / 100 / 256 / 100 / 274 / 100 / 269 / 100 / 262 / 100
Internal Staff
Age
Recruitment
In 2011, applicants in the age range of 46-55 were most likely to be shortlisted whereas applicants aged 25 and under were least likely to be shortlisted. In terms of actual appointments, shortlisted applicants aged between 26 and 35 were most likely to be appointed whereas shortlisted applicants aged 56 and over were least likely to be appointed.
Table 3: Applications and appointments, by age, 2011
applicants / % of known / shortlisted / % applicants shortlisted / appointed / % shortlisted appointedKnown / 25 and under / 1707 / 15.6 / 192 / 11.2 / 60 / 31.3
26-35 / 3450 / 31.5 / 643 / 18.6 / 235 / 36.5
36-45 / 2713 / 24.8 / 587 / 21.6 / 164 / 27.9
46-55 / 2315 / 21.1 / 562 / 24.3 / 177 / 31.5
56 and over / 761 / 7 / 169 / 22.2 / 39 / 23.1
Total / 10946 / 100 / 2153 / 19.7 / 675 / 31.4
Unknown / Unknown / 2
Total / 2
Total / 10948 / 100 / 2153 / 19.7 / 675 / 31.4
Chart 2 and Chart 3 overleaf compare these recruitment figures over the past five years.
Note: In order to identify the differences between the experiences of people in different groups, the data in these charts has been set to the same base. Therefore, all values above one, shown as 'University' indicate higher than average shortlisting and appointments and those below one indicate lower than average shortlisting and appointments.
Chart 2: Index of applicants shortlisted, by age, 2007-2011
Chart 3: Index of shortlisted applicants appointed, by age, 2007-2011
Internal Staff
Age
Leavers
The highest voluntary turnover of internal staff before retirement age is within the age band 56-60 and over, which shows a rate of 11%, compared to the University average of just 7.6%. Please note that due to the recent abolishment of the default retirement age, retirement leavers are now classified as voluntary.
Table 4: Leavers and turnover, by age, 2011
Involuntary / Voluntary / Totalleavers / turnover / leavers / turnover / leavers / turnover
20 and under / 2 / 40 / 2 / 40
21-25 / 8 / 8.2 / 8 / 8.2 / 16 / 16.5
26-30 / 21 / 6 / 31 / 8.9 / 52 / 14.9
31-35 / 23 / 4.2 / 31 / 5.7 / 54 / 9.9
36-40 / 22 / 3.2 / 36 / 5.3 / 58 / 8.5
41-45 / 17 / 2.4 / 29 / 4.1 / 46 / 6.5
46-50 / 19 / 2.4 / 26 / 3.2 / 45 / 5.6
51-55 / 23 / 2.9 / 13 / 1.6 / 36 / 4.5
56-60 / 30 / 4 / 82 / 11 / 112 / 15.1
61-65 / 19 / 3.8 / 129 / 25.7 / 148 / 29.5
66 and over / 2 / 6.1 / 18 / 54.5 / 20 / 60.6
Total / 186 / 3.5 / 403 / 7.6 / 589 / 11.2
Table 5: Leavers, by age, 2007-2011
Involuntary / Voluntary / Totalleavers / % of total / leavers / % of total / leavers / % of total
20 and under / 3 / 0.4 / 3 / 0.2 / 6 / 0.3
21-25 / 39 / 5.5 / 77 / 4.6 / 116 / 4.9
26-30 / 84 / 11.9 / 136 / 8.2 / 220 / 9.3
31-35 / 92 / 13.1 / 171 / 10.3 / 263 / 11.1
36-40 / 83 / 11.8 / 164 / 9.9 / 247 / 10.5
41-45 / 76 / 10.8 / 142 / 8.6 / 218 / 9.2
46-50 / 69 / 9.8 / 120 / 7.2 / 189 / 8
51-55 / 84 / 11.9 / 101 / 6.1 / 185 / 7.8
56-60 / 90 / 12.8 / 257 / 15.5 / 347 / 14.7
61-65 / 79 / 11.2 / 425 / 25.7 / 504 / 21.4
66 and over / 5 / 0.7 / 60 / 3.6 / 65 / 2.8
Total / 704 / 100 / 1656 / 100 / 2360 / 100
Table 6: Leavers, by age and reason for leaving, 2011
25 and under / 26-35 / 36-45 / 46-55 / 56 and over / Totalleavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total
Involuntary / Deceased / 2 / 40 / 3 / 60 / 5 / 100
Dismissal / 2 / 66.7 / 1 / 33.3 / 3 / 100
End of Temporary Contract / 9 / 7.9 / 39 / 34.2 / 26 / 22.8 / 24 / 21.1 / 16 / 14 / 114 / 100
Ill Health Retirement / 2 / 40 / 3 / 60 / 5 / 100
Offer Withdrawn / 1 / 100 / 1 / 100
Severance / 3 / 5.4 / 12 / 21.4 / 12 / 21.4 / 29 / 51.8 / 56 / 100
Unconfirmed Probation / 1 / 50 / 1 / 50 / 2 / 100
Total / 10 / 5.4 / 44 / 23.7 / 39 / 21 / 42 / 22.6 / 51 / 27.4 / 186 / 100
Voluntary / Compromise Agreement / 2 / 11.8 / 6 / 35.3 / 5 / 29.4 / 4 / 23.5 / 17 / 100
Early Retirement / 39 / 100 / 39 / 100
Enhanced early retirement / 1 / 1.1 / 90 / 98.9 / 91 / 100
Normal Retirement / 77 / 100 / 77 / 100
Resignation - Other / 3 / 5 / 19 / 31.7 / 20 / 33.3 / 11 / 18.3 / 7 / 11.7 / 60 / 100
Resignation - Personal Reasons / 3 / 4.8 / 21 / 33.9 / 19 / 30.6 / 11 / 17.7 / 8 / 12.9 / 62 / 100
Resignation Work-related / 2 / 3.5 / 20 / 35.1 / 20 / 35.1 / 11 / 19.3 / 4 / 7 / 57 / 100
Total / 8 / 2 / 62 / 15.4 / 65 / 16.1 / 39 / 9.7 / 229 / 56.8 / 403 / 100
Total / 18 / 3.1 / 106 / 18 / 104 / 17.7 / 81 / 13.8 / 280 / 47.5 / 589 / 100
Internal Staff
Age
Reasonable Adjustments
Staff aged 56 and over were the most likely to request reasonable adjustments.
Table 7: Reasonable Adjustment cases, by age, 2011
cases / average headcount / % of headcount26-35 / 1 / 893 / 0.1
36-45 / 5 / 1395 / 0.4
46-55 / 7 / 1607 / 0.4
56 and over / 7 / 1277 / 0.5
Total / 20 / 5274 / 0.4
Internal Staff
Disability
Workforce Composition
In the past year the percentage and number of internal staff with a declared disability decreased from 3.7% (200) to 3.5% (182).
Table 8: Overall workforce composition, by disability, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % / total / % / total / % / total / % / total / %
Disabled / 183 / 3.4 / 198 / 3.6 / 203 / 3.7 / 200 / 3.7 / 182 / 3.5
Non-disabled / 5125 / 96.5 / 5290 / 96.3 / 5285 / 96.1 / 5202 / 96.1 / 5081 / 96.3
Known total / 5308 / 100 / 5488 / 100 / 5488 / 100 / 5402 / 100 / 5263 / 100
Unknown / 4 / 0.1 / 4 / 0.1 / 10 / 0.2 / 10 / 0.2 / 11 / 0.2
Grand total / 5312 / 100 / 5492 / 100 / 5498 / 100 / 5412 / 100 / 5274 / 100
Chart 4: Workforce composition, by disability, 2007-2011
Internal Staff
Disability
Senior Staff Composition
The percentage of senior staff with a declared disability dropped from 2.2 % in 2010 to 1.9% in 2011.
Table 9: Senior staff composition, by disability, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
Disabled / 5 / 1.9 / 5 / 2 / 7 / 2.6 / 6 / 2.2 / 5 / 1.9
Non-disabled / 254 / 98.1 / 251 / 98 / 266 / 97.1 / 261 / 97 / 252 / 96.2
Known total / 259 / 100 / 256 / 100 / 273 / 100 / 267 / 100 / 257 / 100
Unknown / 1 / 0.4 / 2 / 0.7 / 5 / 1.9
Grand total / 259 / 100 / 256 / 100 / 274 / 100 / 269 / 100 / 262 / 100
Internal Staff
Disability
Recruitment
The percentage of applicants with a declared disability shortlisted has decreased from 30.4% in 2010 to 24.8% in 2011, whilst the percentage of shortlisted applicants subsequently appointed has increased from 23.1% in 2010 to 28.6% in 2011. However, although disabled applicants were more likely to be shortlisted than non-disabled applicants in 2011, shortlisted applicants with a declared disability were subsequently slightly less likely to be appointed when compared to non-disabled applicants.
Table 10: Applications and appointments, by disability, 2011
applicants / % of known / shortlisted / % applicants shortlisted / appointed / % shortlisted appointedKnown / Disabled / 254 / 2.3 / 63 / 24.8 / 18 / 28.6
Non-disabled / 10578 / 97.7 / 2069 / 19.6 / 652 / 31.5
Total / 10832 / 100 / 2132 / 19.7 / 670 / 31.4
Unknown / Unknown / 116 / 1.1 / 21 / 18.1 / 5 / 23.8
Total / 116 / 1.1 / 21 / 18.1 / 5 / 23.8
Grand total / 10948 / 100 / 2153 / 19.7 / 675 / 31.4
Chart 5 and Chart 6 overleaf compare these recruitment figures over the past five years.
Note: In order to identify the differences between the experiences of people in different groups, the data in these charts has been set to the same base. Therefore, all values above one, shown as 'University' indicate higher than average shortlisting and those below one indicate lower than average shortlisting.
Chart 5: Index of applicants shortlisted, by disability, 2007-2011
Chart 6: Index of shortlisted applicants appointed, by disability, 2007-2011
Internal Staff
Disability
Leavers
In 2011, staff with a declared disability were slightly less likely to leave the university. However, the relatively small number of leavers with a declared disability makes it difficult to provide a meaningful comparison.
Table 11: Leavers and turnover, by disability, 2011
Involuntary / Voluntary / Totalleavers / turnover / leavers / turnover / leavers / turnover
Disabled / 6 / 3.3 / 14 / 7.7 / 20 / 11
Non-disabled / 179 / 3.5 / 389 / 7.7 / 568 / 11.2
Unknown / 1 / 9.1 / 1 / 9.1
Total / 186 / 3.5 / 403 / 7.6 / 589 / 11.2
Table 12: Leavers, by disability, 2007-2011
Involuntary / Voluntary / Totalleavers / % of total / leavers / % of total / leavers / % of total
Disabled / 23 / 3.3 / 49 / 3 / 72 / 3.1
Non-disabled / 676 / 96 / 1603 / 96.8 / 2279 / 96.6
Unknown / 5 / 0.7 / 4 / 0.2 / 9 / 0.4
Total / 704 / 100 / 1656 / 100 / 2360 / 100
Table 13: Leavers, by disability and reason for leaving, 2011
Disabled / Non-disabled / Unknown / Totalleavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total
Involuntary / Deceased / 5 / 100 / 5 / 100
Dismissal / 3 / 100 / 3 / 100
End of Temporary Contract / 2 / 1.8 / 111 / 97.4 / 1 / 0.9 / 114 / 100
Ill Health Retirement / 3 / 60 / 2 / 40 / 5 / 100
Offer Withdrawn / 1 / 100 / 1 / 100
Severance / 1 / 1.8 / 55 / 98.2 / 56 / 100
Unconfirmed Probation / 2 / 100 / 2 / 100
Total / 6 / 3.2 / 179 / 96.2 / 1 / 0.5 / 186 / 100
Voluntary / Compromise Agreement / 1 / 5.9 / 16 / 94.1 / 17 / 100
Early Retirement / 3 / 7.7 / 36 / 92.3 / 39 / 100
Enhanced early retirement / 5 / 5.5 / 86 / 94.5 / 91 / 100
Normal Retirement / 4 / 5.2 / 73 / 94.8 / 77 / 100
Resignation - Other / 1 / 1.7 / 59 / 98.3 / 60 / 100
Resignation - Personal Reasons / 62 / 100 / 62 / 100
Resignation Work-related / 57 / 100 / 57 / 100
Total / 14 / 3.5 / 389 / 96.5 / 403 / 100
Total / 20 / 3.4 / 568 / 96.4 / 1 / 0.2 / 589 / 100
Internal Staff
Disability
Reasonable Adjustments
Not surprisingly, disabled staff were much more likely to request adjustments to be made in the past year (1.6%) in comparison to non-disabled staff (0.3%).
Table 14: Reasonable Adjustment cases, by disability, 2011
cases / average headcount / % of headcountDisabled / 3 / 182 / 1.6
Non-disabled / 17 / 5081 / 0.3
Total / 20 / 5274 / 0.4
Internal Staff
Ethnicity
Workforce Composition
In 2011, a total 7.6% of staff with a known ethnicity were from an ethnic minority background, slightly up from 7.5% in 2010. Over the past five years the percentage of staff from an ethnic minority background has gradually increased.
Table 15: Overall workforce composition, by ethnicity, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
Ethnic Minorities / Asian / 117 / 2.2 / 125 / 2.3 / 129 / 2.4 / 143 / 2.7 / 139 / 2.7
Black / 86 / 1.6 / 93 / 1.7 / 96 / 1.8 / 94 / 1.8 / 89 / 1.7
Chinese & Other / 92 / 1.8 / 94 / 1.7 / 105 / 1.9 / 100 / 1.9 / 105 / 2
Mixed / 52 / 1 / 56 / 1 / 60 / 1.1 / 60 / 1.1 / 62 / 1.2
Total / 347 / 6.7 / 368 / 6.8 / 390 / 7.2 / 397 / 7.5 / 395 / 7.6
White / White / 4870 / 93.3 / 5025 / 93.2 / 5004 / 92.8 / 4912 / 92.5 / 4781 / 92.4
Total / 4870 / 93.3 / 5025 / 93.2 / 5004 / 92.8 / 4912 / 92.5 / 4781 / 92.4
Known / Total / 5217 / 100 / 5393 / 100 / 5394 / 100 / 5309 / 100 / 5176 / 100
Unknown / Unknown / 95 / 1.8 / 99 / 1.8 / 104 / 1.9 / 103 / 1.9 / 98 / 1.9
Total / 95 / 1.8 / 99 / 1.8 / 104 / 1.9 / 103 / 1.9 / 98 / 1.9
Grand total / 5312 / 100 / 5492 / 100 / 5498 / 100 / 5412 / 100 / 5274 / 100
Chart 7: Workforce composition, by ethnicity, 2007-2011
Internal Staff
Ethnicity
Senior Staff Composition
The percentage of senior staff from an ethnic minority background has slightly decreased from 5% in 2010 to 4.8% in 2011.
Table 16: Senior staff composition, by ethnicity, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
Ethnic Minorities / Asian / 3 / 1.2 / 4 / 1.6 / 4 / 1.5 / 4 / 1.5 / 5 / 2
Black / 3 / 1.2 / 2 / 0.8 / 2 / 0.7 / 2 / 0.8 / 1 / 0.4
Chinese & Other / 3 / 1.2 / 4 / 1.6 / 6 / 2.2 / 5 / 1.9 / 3 / 1.2
Mixed / 3 / 1.2 / 3 / 1.2 / 3 / 1.1 / 2 / 0.8 / 3 / 1.2
Total / 12 / 4.7 / 13 / 5.2 / 15 / 5.6 / 13 / 5 / 12 / 4.8
White / White / 242 / 95.3 / 238 / 94.8 / 254 / 94.4 / 249 / 95 / 237 / 95.2
Total / 242 / 95.3 / 238 / 94.8 / 254 / 94.4 / 249 / 95 / 237 / 95.2
Known / Total / 254 / 100 / 251 / 100 / 269 / 100 / 262 / 100 / 249 / 100
Unknown / Unknown / 5 / 2 / 5 / 2 / 5 / 1.9 / 7 / 2.7 / 13 / 5.2
Total / 5 / 2 / 5 / 2 / 5 / 1.9 / 7 / 2.7 / 13 / 5.2
Grand total / 259 / 100 / 256 / 100 / 274 / 100 / 269 / 100 / 262 / 100
Internal Staff
Ethnicity
Recruitment
Ethnic minority applicants continue to be less likely to be shortlisted (18.3%) in comparison to staff from a white ethnicity (22.1%), although the difference has slightly decreased over the past two years. A similar patterns can be seen in relation to the percentage of shortlisted applicants being appointed, where shortlisted applicants from an ethnic minority background are less likely to be appointed (27.2%) as compared to applicants from a white ethnic background (31.9%).
Table 17: Applications and appointments, by ethnicity, 2011
applicants / % of total / shortlisted / % applicants shortlisted / appointed / % shortlisted appointedKnown / Ethnic Minorities / Asian / Asian Other / 128 / 1.3 / 18 / 14.1
Bangladeshi / 60 / 0.6 / 5 / 8.3 / 1 / 20
Indian / 432 / 4.2 / 63 / 14.6 / 14 / 22.2
Pakistani / 173 / 1.7 / 18 / 10.4 / 6 / 33.3
Total / 793 / 7.8 / 104 / 13.1 / 21 / 20.2
Black / African / 320 / 3.1 / 19 / 5.9 / 5 / 26.3
Black Other / 38 / 0.4 / 3 / 7.9 / 1 / 33.3
Caribbean / 138 / 1.4 / 12 / 8.7 / 3 / 25
Total / 496 / 4.9 / 34 / 6.9 / 9 / 26.5
Chinese & Other / Chinese / 205 / 2 / 30 / 14.6 / 9 / 30
Other / 129 / 1.3 / 18 / 14 / 7 / 38.9
Total / 334 / 3.3 / 48 / 14.4 / 16 / 33.3
Mixed / African & White / 42 / 0.4 / 4 / 9.5 / 2 / 50
Asian & White / 59 / 0.6 / 11 / 18.6 / 4 / 36.4
Caribbean & White / 47 / 0.5 / 6 / 12.8 / 2 / 33.3
Other Mixed / 100 / 1 / 21 / 21 / 8 / 38.1
Total / 248 / 2.4 / 42 / 16.9 / 16 / 38.1
Total / 1871 / 18.3 / 228 / 12.2 / 62 / 27.2
White / White / White British / 6693 / 65.6 / 1577 / 23.6 / 507 / 32.1
White English / 93 / 0.9 / 29 / 31.2 / 10 / 34.5
White Irish / 120 / 1.2 / 17 / 14.2 / 6 / 35.3
White Other / 1042 / 10.2 / 159 / 15.3 / 62 / 39
White Scottish / 362 / 3.5 / 60 / 16.6 / 14 / 23.3
White Welsh / 25 / 0.2 / 2 / 8 / 1 / 50
Total / 8335 / 81.7 / 1844 / 22.1 / 600 / 32.5
Total / 8335 / 81.7 / 1844 / 22.1 / 600 / 32.5
Known total / 10206 / 100 / 2072 / 20.3 / 662 / 31.9
Unknown / Unknown / Unknown / Not Known / 113 / 1.0 / 14 / 12.4 / 7 / 50
Refused / 197 / 1.8 / 28 / 14.2 / 1 / 3.6
Unknown / 432 / 3.9 / 39 / 9 / 5 / 12.8
Total / 742 / 6.8 / 81 / 10.9 / 13 / 16
Total / 742 / 6.8 / 81 / 10.9 / 13 / 16
Total / 742 / 6.8 / 81 / 10.9 / 13 / 16
Grand total / 10948 / 100 / 2153 / 19.7% / 675 / 31.4
Note: In order to identify the differences between the experiences of people in different groups, the data in these charts has been set to the same base. Therefore, all values above one, shown as 'University' indicate higher than average shortlisting and those below one indicate lower than average shortlisting.
Chart 8: Index of applicants shortlisted, by ethnicity, 2007-2011
Chart 9: Index of shortlisted applicants appointed, by ethnicity, 2007-2011
Internal Staff
Ethnicity
Leavers
Overall, voluntary turnover was lower for ethnic minority staff (5.6%) than it was for staff from a non-minority ethnic background (7.8%). Involuntary turnover showed the opposite pattern in 2011 with ethnic minority staff showing a higher involuntary turnover rate (4.6%) in comparison to non-ethnic minority staff (3.5%).
Table 18: Leavers and turnover, by ethnicity, 2011
Involuntary / Voluntary / Totalleavers / turnover / leavers / turnover / leavers / turnover
Ethnic Minorities / Asian / 8 / 5.8 / 9 / 6.5 / 17 / 12.2
Black / 5 / 5.6 / 2 / 2.2 / 7 / 7.9
Chinese & Other / 4 / 3.8 / 9 / 8.6 / 13 / 12.4
Mixed / 1 / 1.6 / 2 / 3.2 / 3 / 4.8
Total / 18 / 4.6 / 22 / 5.6 / 40 / 10.1
White / White / 165 / 3.5 / 374 / 7.8 / 539 / 11.3
Total / 165 / 3.5 / 374 / 7.8 / 539 / 11.3
Unknown / Unknown / 3 / 3.1 / 7 / 7.1 / 10 / 10.2
Total / 3 / 3.1 / 7 / 7.1 / 10 / 10.2
Total / 186 / 3.5 / 403 / 7.6 / 589 / 11.2
Table 19: Leavers, by ethnicity, 2007-2011
Involuntary / Voluntary / Totalleavers / % of total / leavers / % of total / leavers / % of total
Ethnic Minorities / Asian / 29 / 4.1 / 42 / 2.5 / 71 / 3
Black / 21 / 3 / 28 / 1.7 / 49 / 2.1
Chinese & Other / 17 / 2.4 / 32 / 1.9 / 49 / 2.1
Mixed / 8 / 1.1 / 16 / 1 / 24 / 1
Total / 75 / 10.7 / 118 / 7.1 / 193 / 8.2
White / White / 610 / 86.6 / 1510 / 91.2 / 2120 / 89.8
Total / 610 / 86.6 / 1510 / 91.2 / 2120 / 89.8
Unknown / Unknown / 19 / 2.7 / 28 / 1.7 / 47 / 2
Total / 19 / 2.7 / 28 / 1.7 / 47 / 2
Total / 704 / 100 / 1656 / 100 / 2360 / 100
Table 20: Leavers, by ethnicity and reason for leaving, 2011
Asian / Black / Chinese & Other / Mixed / Unknown / White / Totalleavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total / leavers / % of total
Involuntary / Deceased / 5 / 100 / 5 / 100
Dismissal / 3 / 100 / 3 / 100
End of Temporary Contract / 5 / 4.4 / 5 / 4.4 / 3 / 2.6 / 1 / 0.9 / 3 / 2.6 / 97 / 85.1 / 114 / 100
Ill Health Retirement / 5 / 100 / 5 / 100
Offer Withdrawn / 1 / 100 / 1 / 100
Severance / 3 / 5.4 / 1 / 1.8 / 52 / 92.9 / 56 / 100
Unconfirmed Probation / 2 / 100 / 2 / 100
Total / 8 / 4.3 / 5 / 2.7 / 4 / 2.2 / 1 / 0.5 / 3 / 1.6 / 165 / 88.7 / 186 / 100
Voluntary / Compromise Agreement / 17 / 100 / 17 / 100
Early Retirement / 1 / 2.6 / 38 / 97.4 / 39 / 100
Enhanced early retirement / 1 / 1.1 / 1 / 1.1 / 3 / 3.3 / 86 / 94.5 / 91 / 100
Normal Retirement / 2 / 2.6 / 1 / 1.3 / 2 / 2.6 / 72 / 93.5 / 77 / 100
Resignation - Other / 3 / 5 / 1 / 1.7 / 1 / 1.7 / 55 / 91.7 / 60 / 100
Resignation - Personal Reasons / 1 / 1.6 / 2 / 3.2 / 1 / 1.6 / 58 / 93.5 / 62 / 100
Resignation Work-related / 2 / 3.5 / 6 / 10.5 / 1 / 1.8 / 48 / 84.2 / 57 / 100
Total / 9 / 2.2 / 2 / 0.5 / 9 / 2.2 / 2 / 0.5 / 7 / 1.7 / 374 / 92.8 / 403 / 100
Total / 17 / 2.9 / 7 / 1.2 / 13 / 2.2 / 3 / 0.5 / 10 / 1.7 / 539 / 91.5 / 589 / 100
Internal Staff
Ethnicity
Reasonable Adjustments
The number of reasonable adjustment cases during 2011 has been too small to allow for any meaningful comparison between staff from different ethnic minority backgrounds.
Table 21: Reasonable Adjustment cases, by ethnicity, 2011
cases / average headcount / % of headcountMixed / 2 / 62 / 3.2
Unknown / 1 / 98 / 1
White / 17 / 4781 / 0.4
Total / 20 / 5274 / 0.4
Internal Staff
Gender
Workforce Composition
The relative balance between male and female staff has remained relatively unchanged over the past five years, with 2011 showing a distribution of 64.9% female staff against 35.1% male staff.
Table 22: Overall workforce composition, by gender, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
Female / 3471 / 65.3 / 3592 / 65.4 / 3567 / 64.9 / 3502 / 64.7 / 3422 / 64.9
Male / 1841 / 34.7 / 1900 / 34.6 / 1931 / 35.1 / 1910 / 35.3 / 1852 / 35.1
Total / 5312 / 100 / 5492 / 100 / 5498 / 100 / 5412 / 100 / 5274 / 100
Chart 10: Workforce composition, by gender, 2007-2011
Internal Staff
Gender
Senior Staff Composition
Similar to the overall gender distribution, the gender distribution of senior staff has remained largely stable over the past five years. The gender distribution of senior staff shows roughly the opposite pattern of the overall gender distribution with 34.4% of senior staff being female and 65.6% being male.
Table 23: Senior staff composition,by gender, 2007-2011
2007 / 2008 / 2009 / 2010 / 2011total / % of total / total / % of total / total / % of total / total / % of total / total / % of total
Female / 92 / 35.5 / 92 / 35.9 / 100 / 36.5 / 93 / 34.6 / 90 / 34.4
Male / 167 / 64.5 / 164 / 64.1 / 174 / 63.5 / 176 / 65.4 / 172 / 65.6
Total / 259 / 100 / 256 / 100 / 274 / 100 / 269 / 100 / 262 / 100
Internal Staff
Gender
Recruitment
In 2011, female staff were slightly more likely to be shortlisted (20.6%) than male staff (18.2%) but of all shortlisted staff males were slightly more likely to be appointed (32.3%) in comparison to female staff (30.8%).
Table 24: Applications and appointments, by gender, 2011
applicants / % of total / shortlisted / % applicants shortlisted / appointed / % shortlisted appointedFemale / 6617 / 60.4 / 1364 / 20.6 / 420 / 30.8
Male / 4331 / 39.6 / 789 / 18.2 / 255 / 32.3
Total / 10948 / 100 / 2153 / 19.7 / 675 / 31.4
Note: In order to identify the differences between the experiences of people in different groups, the data in these charts has been set to the same base. Therefore, all values above one, shown as 'University' indicate higher than average shortlisting and those below one indicate lower than average shortlisting.
Chart 11: Index of applicants shortlisted, by gender, 2007-2011
Chart 12: Index of shortlisted applicants appointed, by gender, 2007-2011
Internal Staff
Gender
Leavers
In 2011, voluntary turnover was slightly higher for male staff (8%) in comparison to female staff (7.5%). The same pattern can be seen for involuntary turnover where also turnover for male staff was higher (4.2%) than turnover for female staff (3.2%).
Table 25: Leavers and turnover, by gender, 2011
Involuntary / Voluntary / Totalleavers / turnover / leavers / turnover / leavers / turnover
Female / 108 / 3.2 / 255 / 7.5 / 363 / 10.6
Male / 78 / 4.2 / 148 / 8 / 226 / 12.2
Total / 186 / 3.5 / 403 / 7.6 / 589 / 11.2
Table 26: Leavers, by gender, 2007-2011
Involuntary / Voluntary / Totalleavers / % of total / leavers / % of total / leavers / % of total
Female / 417 / 59.2 / 1068 / 64.5 / 1485 / 62.9
Male / 287 / 40.8 / 588 / 35.5 / 875 / 37.1
Total / 704 / 100 / 1656 / 100 / 2360 / 100
Table 27: Leavers, by gender and reason for leaving, 2011
Female / Male / Totalleavers / % of total / leavers / % of total / leavers / % of total
Involuntary / Deceased / 2 / 40 / 3 / 60 / 5 / 100
Dismissal / 2 / 66.7 / 1 / 33.3 / 3 / 100
End of Temporary Contract / 66 / 57.9 / 48 / 42.1 / 114 / 100
Ill Health Retirement / 4 / 80 / 1 / 20 / 5 / 100
Offer Withdrawn / 1 / 100 / 1 / 100
Severance / 31 / 55.4 / 25 / 44.6 / 56 / 100
Unconfirmed Probation / 2 / 100 / 2 / 100
Total / 108 / 58.1 / 78 / 41.9 / 186 / 100
Voluntary / Compromise Agreement / 13 / 76.5 / 4 / 23.5 / 17 / 100
Early Retirement / 25 / 64.1 / 14 / 35.9 / 39 / 100
Enhanced early retirement / 59 / 64.8 / 32 / 35.2 / 91 / 100
Normal Retirement / 35 / 45.5 / 42 / 54.5 / 77 / 100
Resignation - Other / 44 / 73.3 / 16 / 26.7 / 60 / 100
Resignation - Personal Reasons / 42 / 67.7 / 20 / 32.3 / 62 / 100
Resignation Work-related / 37 / 64.9 / 20 / 35.1 / 57 / 100
Total / 255 / 63.3 / 148 / 36.7 / 403 / 100
Total / 363 / 61.6 / 226 / 38.4 / 589 / 100
Internal Staff
Gender
Reasonable Adjustments
In 2011, female staff were slightly more likely to request reasonable adjustments (0.4%) in comparison to male staff (0.3%) although the overall number of reasonable adjustments was too low to really make any comparison meaningful.
Table 28: Reasonable Adjustment cases, by gender, 2011
cases / average headcount / % of headcountFemale / 14 / 3422 / 0.4
Male / 6 / 1852 / 0.3
Total / 20 / 5274 / 0.4
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