Annual Staff Equality and Diversity Data Report 2018/19 · We are currently also carrying out a piece of work to cross reference all our equality and diversity initiatives against

Annual Staff

Equality and Diversity

Data Report 2018/19

Published February 2020

Introduction

This report of our staff profile for 2018-19 is based on staff in post at 31 August 2019. 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 is the second year of our annual workforce equality monitoring report in this 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 2018-19, there were 1984 staff in post, the equivalent of 1810 whole time

equivalent. This compares to 1949 staff in post and 1794 whole time equivalent in 2017-18

• 52.2% (1036 ) of the workforce were female and 47.8% (948) male

• 15.5% (308) staff were of BAME (Black, Asian, Minority Ethnic) background – above benchmark

( HEIs in England) of 14.9%, see figure 2 .The non- declaration rate is at 3.4% (67)

• 72.6% (1441) of staff were British, 27.4% (551 ) are non-UK - above benchmark at 20.5%

• 78.9% (1565) of staff were on permanent contract - above benchmark 0f 76.1%. 21.1% (419) of

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

• 90.8% (167) of all Researchers (184) were on fixed term contracts ( table 2)

• 70.1% (176) of permanent part-time staff and 59.5% (75) of fixed term part-time staff were

female (figure 8)

• The College’s for turnover for 2018-19 was 15.8%, with 273 leavers.

• Age

o 14.2% (282) - Aged 30 years and below; below benchmark at 16.9%

o 26.1% (517) - Aged 31 to 40 years; below benchmark at 28.6%

o 25.8% (512) – Aged 41 to 50 years; above benchmark at 24.9%

o 24.1% (478) – Aged 51 to 60 years; above benchmark at 21.7%

o 9.8% (195) – Aged 61 years and above; similar to benchmark at 7.9%

• Disability

o 3.6% (71) have declared a disability, below the benchmark rate of 5.1% (Figure 2)

o “long standing illness/health conditions” at 1.3% (25) is the highest declared condition

• Religion or Belief

o 66.9% (1328) provided this information

o 34.2% (678) - No religion or belief

o 25.3% (502) - Christian

o 2.5% (50) – Muslim

o 2.0% (39) – Hindu

o 0.8% (16) - Spiritual.

o 8 % (15) – Any other religion/ belief

• Sexual Orientation

o 5.6% (111) LGB – above benchmark at 2.5%

- Bisexual: 1.4% (28)

- Gay/Lesbian: 3.5% (70)

- Other: 0.7% (13)

o Declaration rate of 60.9% compared to 52.2% nationally (Figure 2)

Figure 1

Aged 61+ (81)

Aged 51-60 (253)

Aged 41-50 (250)

Aged 31- 40 (254)

Aged <30 (201)

Unknown/PNTS (671)

LGB+ (111)

Unknown/PNTS(18)

Disabled (71)

Part-time (356)

Full-time (1593)

Fixed Term (375)

Permanent (1575)

Non-UK nationality (551)

UK nationality (1441)

Not known/PNTS (69)

White (1577)

BAME (303)

Men (912)

Women (1037)

COLLEGE

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%

9.8%

24.1%

25.8%

26.1%

14.2%

33.8%

5.6%

0.9%

3.6%

19.0%

81.0%

21.1%

78.9%

27.4%

72.6%

3.4%

81.1%

15.5%

47.8%

52.2%

College Staff Profile 2018-19

2018-19 2017-18

Figure 2

*Benchmark data from Advance HE publication: Staff statistical report 2019

Aged 61+ (81)

Aged 51-60 (253)

Aged 41-50 (250)

Aged 31- 40 (254)

Aged <30 (201)

Unknown/PNTS (671)

LGB+ (111)

Unknown/PNTS(18)

Disabled (71)

Part-time (356)

Full-time (1593)

Fixed Term (375)

Permanent (1575)



Not known/PNTS (69)

White (1577)

BAME (303)

Men (912)

Women (1037)

7.9%

21.7%

24.9%

28.6%

16.9%

47.8%

2.5%

2.8%

5.1%

32.6%

67.4%

23.9%

76.1%

20.5%

79.5%

19.9%

85.1%

14.9%

45.7%

54.3%

9.8%

24.1%

25.8%

26.1%

14.2%

33.8%

5.6%

0.9%

3.6%

19.0%

81.0%

21.1%

78.9%

27.4%

72.6%

3.4%

81.1%

15.5%

47.8%

52.2%

College Profile Benchmarked

College England HEI (2017-18)

Figure 3a

Aged 61+ (102)

Aged 51-60 (217)

Aged 41-50 (271)

Aged 31- 40 (273)

Aged <30 (77)

Unknown/pnts (408)

LGBT+ (65)

Unknown (9)

Disabled (31)

Part-time (165)

Full-time (775)

Fixed Term (286)

Permanent (654)



Unknown/pnts(39)

White (649)

BAME (148)

Men (537)

Women (403)

ACADEMIC & RESEARCH

9.1%

22.8%

29.9%

31.1%

7.1%

42.4%

4.3%

1.2%

2.7%

16.7%

83.3%

28.3%

71.7%

42.2%

57.8%

4.6%

79.6%

15.7%

57.3%

42.7%

10.8%

23.1%

28.8%

29.0%

8.2%

43.4%

6.9%

1.0%

3.3%

17.6%

82.4%

30.4%

69.6%

42.8%

57.2%

4.1%

79.6%

15.7%

57.1%

42.9%

Academic and Researcher Profile

2018-19 2017-18

Figure 3b

Aged 61+ (93)

Aged 51-60 (261)

Aged 41-50 (241)

Aged 31- 40 (244)

Aged <30 (205)

Unknown/pnts (280)

LGB+ (46)

Unknown/pnts (9)

Disabled (40)

Part-time (212)

Full-time (832)

Fixed Term (133)

Permanent (911)



Unknown/pnts (23)

White (861)

BAME (160)

Men (411)

Women (633)

PROFESSIONAL SUPPORT SERVICES

7.8%

24.4%

24.1%

24.5%

19.4%

26.9%

3.6%

0.5%

2.8%

19.7%

80.3%

11.2%

88.8%

15.0%

85.0%

2.6%

81.8%

15.6%

37.6%

62.4%

8.9%

25.0%

23.1%

23.4%

19.6%

25.2%

4.4%

0.9%

3.8%

20.3%

79.7%

12.7%

87.3%

13.5%

86.5%

2.2%

82.5%

15.3%

39.4%

60.6%

Professional Support Services Profile

2018-19 2017-18

2. Contract type

• Overall 81.0% (1607) of all staff work full –time hours.

• 48.9% (785) of full time staff are female and 66.6% (251) of part-time staff are female. (Figure 8)

• The highest proportion of part-time staff are in the Teaching Fellows/Tutors at 40.0% (50)

followed by Administration 1-5 staff groups at 31.5% (102).

Table 1

2018 -19 Full - time Part -time Total

Academic 86.5% (546) 13.5% (85) 631

Administration grades 1 - 5 68.5% (222) 31.5% (102) 324

Administration grades 6 - 10 86.9% (439) 13.1% (66) 504

Manual & Ancillary 80.3% (114) 19.7% (28) 142

Research 83.7% (154) 16.3% (30) 184

Teaching Fellows & Tutors 60.0% (75) 40.0% (50) 125

Technical 77.0% (57) 23.0% (17) 74

Grand Total 81.0% (1607) 19.0%(377) 1984

• Academics represent the highest proportion (83.4%) and number (526) of staff on permanent

full time contracts

• 90.8% of Researchers are on fixed term contracts

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

22.5% (73).

Table 2

Staff Group (2018-19)

Fixed Term Contract Full

Time

Fixed Term Contract Part

Time Full Time

Permanent Part Time

Permanent Total

Academic 3.2% (20) 1.4% (9) 83.4% (526) 12.0% (76) 100% (631)

Administration grades 1 - 5 10.2% (33) 7.0% (29) 58.3% (189) 22.5% (73) 100% (324)

Administration grades 6 - 10 8.9% (45) 3.2% (16) 78.2% (394) 9.7% (49) 100% (504)

Manual & Ancillary 1.4% (2) 0 78.9% (112) 19.7% (28) 100% (142)

Research 75.0% (138) 15.8% (29) 8.7% (16) <5 100% (185)

Teaching Fellows & Tutors 41.6% (52) 30.4% (38) 18.4% (23) 9.6% (12) 100% (125)

Technical <5 6.8% (5) 73.0% (54) 16.2% (12) 100% (74)

Grand Total 14.8% (293) 6.4% (126) 66.2% (1314) 12.7% (251) 100% (1986)

3. Ethnicity

• Asian at 7.5% (148) forms the highest proportion of BAME in the College

• It is also highest in the Academic/Research staff group at 5.7% (34) and Professional

Services staff at 9.0% (94)

• Figure 4 shows that in the College non-UK BAME (22.5%; 122) are higher in proportion

than UK BAME (12.9%; 186)

• The proportion of BAME Academic/Research staff on fixed term contracts has

decreased; part-time at 14.5% (11) and full-time at 17.6% (37) compared to 28.8% (21)

part-time and full time at 18.9% (35) in 2017-18

• Compared to 2017-18, there are some changes in the proportion of BAME staff in

Professional Services:

i) 22.2% (6) BAME staff at RHUL 2 compared to 25.9% (7) in 2017-18

ii) 20.4% (11) BAME staff at RHUL 3 compared to 27.7% (13) in 2017-18

iii) 20.6% (7) BAME staff at RHUL 9 compared to 9.7% (3) in 2017-18

• 21.9% (30) of RHUL 7 and 15.3% (9) of RHUL 6 Academic/Researchers are BAME

compared to 20.9% (29) of grade 7 and 26.3 % (15) of grade 6 in 2017-18

Figure 3

1.1%

2.5%

1.4%

1.3%

9.0%

2.1%

2.6%

3.5%

1.8%

5.7%

1.6%

2.5%

2.4%

1.6%

7.5%

Other (11)

Mixed (26)

Chinese (15)

Black (14)

Asian (94)

PROFESSIONAL SERVICES

Other (20)

Mixed (24)

Chinese (33)

Black (17)

Asian (34)

ACADEMIC & RESEARCHER

Other (31)

Mixed (50)

Chinese (58)

Black (31)

Asian (148)

COLLEGE

ETHNIC GROUP 2018 -19

Figure 4

Figure 5

28.4% (40)

13.3% (120)

20.30% (84)

12.00% (72)

22.50% (122)

12.90% (186)

82.30% 116)

84.70% (765)

73.90% (306)

84.30%(506)

72.20% (392)

84.50% (1217)

15.60% (22)

2.00% (18)

5.80% (24)

3.70% (22)

5.30% (29)

2.60% (38)

N O N - U K ( 1 4 1 )

U K ( 9 0 3 )

P R O F E S S I O N A L S E R V I C E S

N O N - U K ( 4 1 4 )

U K ( 6 0 0 )

A C A D E M I C & R E S E A R C H E R S

N O N - U K ( 5 4 3 )

U K ( 1 4 4 1 )

C O L L E G E

ETHNICITY & NATIONALITY 2018-19

BAME White Unknown

16.7% (27)

15.6% (117)

6.0%

15.7% (13)

14.6% (148)

15.4% (87)

14.5% (11)

17.6% (37)

15.9% (40)

15.5% (204)

11.1% (14)

17.1% (50)

79.6% (129)

82.6% (619)

92.0% (46)

80.7% (67)

78.7% (70)

80.2% (453)

77.6% (59)

79.0% (166)

79.3% (199)

81.6% (1072)

83.3% (105)

79.5% (233)

3.7% (6)

1.7% (13)

2.0%

3.6%

6.7% (6)

4.4% (25)

7.9% (6)

3.3% (7)

4.8% (12)

2.9% 38)

5.6% (7)

3.4% (10)

Part Time Permanent (162)

Full Time Permanent (749)

Fixed Term Part Time (50)

Fixed Term Full Time (83)






ACADEMIC/RESEARCHERS





COLLEGE

Ethnicity, Contracts and Mode 2018-19

BAME White Unknown

Figure 6

22.2% (6)

20.4% (11)

16.5% (20)

16.2% (44)

13.0% (22)

15.2% (27)

13.9% (22)

20.6% (7)

3.7%

0.0%

2.2% (23)

0.0%

15.3% (9)

21.9% (30)

18.4% (40)

17.2% (45)

8.4% (21)

27.3%

15.8% (148)

27.3%

0.0%

22.2% (6)

20.4% (11)

16.5% (20)

16.0% (44)

13.6% (31)

18.1% (57)

16.5% (62)

17.6% (52)

8.4% (21)

3.7%

15.5% (308)

74.1% (20)

74.1% (40)

81.0% (98)

82.7% (224)

84.0% (142)

83.7% (149)

82.3% (130)

79.4% (27)

96.3%

100.0% (5)

82.5% (861)

100.0%

79.7% (47)

71.5% (98)

76.5% (166)

79.7% (208)

86.8% (217)

72.7% (8)

79.7% (748)

72.7% (8)

100.0% (5)

74.1% (20)

74.1% (40)

81.0% (98)

82.9% (228)

82.9% (189)

78.4% (247)

78.9% (296)

79.4% (235)

86.8% (217)

96.3%

81.1% (1609)

3.7%

5.6%

2.5%

1.1%

3.0% (5)

1.1%

3.8% (6)

0.0%

0.0%

0.0%

2.2% (23)

0.0%

5.1%

6.6% (9)

5.1% (11)

3.4% (9)

4.8% (12)

0.0%

4.7% (44)

0.0%

0.0%

3.7%

5.6%

2.5%

1.1%

3.5%(8)

3.5% (11)

4.5% (17)

3.0% (9)

4.8%(12)

0.0%

3.4% (67)

RHUL 2

RHUL 3

RHUL 4

RHUL 5

RHUL 6

RHUL 7

RHUL 8

RHUL 9

RHUL 10

AR-ORS-NS

TOTAL


RHUL 5

RHUL 6

RHUL 7

RHUL 8

RHUL 9

PROFESSORS

AR-RES-NS

TOTAL


AR-RES-NS

AR-ORS-NS

RHUL 2

RHUL 3

RHUL 4

RHUL 5

RHUL 6

RHUL 7

RHUL 8

RHUL 9

PROFESSORS

RHUL 10

TOTAL

COLLEGE

Ethnicity and Grades 2018-19

BAME WHITE UNKNOWN

4. SEX

• Administration Grades 1-5 have the highest proportion of females at 78.4% (254) down from

82.3% (268) in 2017-18 followed by the Administration Grades 6-10 at 61.7% (311), also down

from 63.2% (312) in 2017-18.

• The highest proportion of male staff were in the Manual and Ancillary staff group, 71.8% (102),

followed by Technical at 62.2% (74).

• There are a higher proportion of men in the Academic/Researcher staff 61.0% (631), with a

slight decrease in the proportion of male with non-UK nationality to 56.5% (227) from 58.2%

(227).

• In the case of Professional Services staff, 61.4% (554) of women are from UK and 56.0% (79) of

women are of non-UK nationalities

• At College level proportionately more females work part-time, regardless of whether they are

on permanent or fixed term contracts although it is lower with regards to women academic and

researchers working fixed term part-time at 47.4% (36).

• More females are on fixed term contracts, 53.2% (156) of fixed term full-time and 59.5% (75) of

fixed term part-time.

• From figure 9 it can be seen that generally as the grade increases, the proportion of men

increases. However, in Professional Services there are gender parity for grades RHUL 9 and

RHUL 3.

Table 3

Staff Group 2018-19 Women Men Total

Academic 246 39.0% 385 61.0% 631

Administration grades 1 - 5 254 78.4% 70 21.6% 324

Administration grades 6 - 10 311 61.7% 193 38.3% 504

Manual & Ancillary 40 28.2% 102 71.8% 142

Research 89 48.4% 95 51.6% 184

Teaching Fellows & Tutors 68 54.4% 57 45.6% 125

Technical 28 37.8% 46 62.2% 74

Total 1036 52.2% 948 47.8% 1984

Figure 7

Figure 8

61.4% (554)

56.0% (79)

60.6% (633)

42.4% (228)

43.5% (175)

42.9% (403)

54.3% (782)

46.8% (254)

52.2% (1036)

38.6% (349)

44.0% (62)

39.4% (411)

57.6% (310)

56.5% (227)

57.1% (537)

45.7% (659)

53.2% (289)

47.8% (659)

UK

Non-UK

Total


UK

Non-UK

Total


UK

Non-UK

Total

COLLEGE

Sex and Nationality 2018-19

Women Men

54.2% (45)

78.0% (39)

56.2% (421)

79.0% (128)

52.9% (111)

47.4% (36)

36.8% (208)

53.9% (48)

53.2% (156)

59.5% (75)

47.9% (629)

70.1% (176)

45.8% (38)

22.0% (11)

43.8% (328)

21.0% (34)

47.1% (99)

52.6% (40)

63.2% (357)

46.1% (41)

46.8% (137)

40.5% (51)

52.1% (685)

29.9% (75)

Fixed Term Contract Full Time (83)

Fixed Term Contract Part Time (50)













COLLEGE

Sex , Contract & Mode 2018-19

Women Men

Figure 9

100.00%

59.26% (16)

50.00% 27)

68.60% (83)

64.58% (175)

66.86% (113)

56.74% (101)

56.33% (89)

50.00% (17)

25.9% (7)

72.7% (8)

100.0%

64.4% (38)

44.5% (61)

44.7% (97)

43.9% (115)

32.0% (80)

100.0% (5)

72.7% (8)

59.3% (16

50.0% (27)

68.6% (83)

65.1% (179)

66.2% (151)

51.4% (162)

49.6% (186)

44.6% (132)

25.9% (7)

32.0% (80)

0.00%

40.74% (11)

50.00% (17)

31.40% (38)

35.42% (96)

33.14% (56)

43.26% (77)

43.67% (69)

50.00% (17)

74.1% (20)

27.3%

0.0%

35.6% (21)

55.5% (76)

55.3% (120)

56.1% (147)

68.0% (170)

0.0%

27.3%

40.7% (11)

50.0% (27)

31.4% (38)

34.9% (96)

33.8% (77)

48.6% (153)

50.4% (189)

55.4% (164)

74.1% (20)

68.0% (170)

AR-ORS-NS (5)

RHUL 2 (27)

RHUL 3 (54)

RHUL 4 (121)

RHUL 5 (271)

RHUL 6 (169)

RHUL 7 (178)

RHUL 8 (158)

RHUL 9 (34)

RHUL 10 (27)


AR-RES-NS (11)

RHUL 5 (4)

RHUL 6 (59)

RHUL 7 (137)

RHUL 8 (217)

RHUL 9 (262)

PROFESSORS (250)


AR-ORS-NS (5)

AR-RES-NS (11)

RHUL 2 (54)

RHUL 3 (121)

RHUL 4 (275)

RHUL 5 (228)

RHUL 6 (315)

RHUL 7 (375)

RHUL 8 (375)

RHUL 9 (296)

RHUL 10 (27)

PROFESSORS (250)

COLLEGE

Sex and Grades2018-19

Women Men

5. Intersectionality

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

groups <30 years – 14.5% (41), 31 to 40 years - 19.1% (99) , 41 to 50 years – 17.8% (91) and 51 to

60 years -13.4% (64).

• 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, 20.1% (49)

• There is a higher proportion of BAME women than men staff across the College (Figure 11);

with higher proportion of women across all ethnic groups in Professional services staff

• 55.7% (157) of 30 year olds and below in the College are women, with an increase

proportionately and in the number of men from 41.4% (110) in 2017-18 to 44.3% (125).

• 59.7% (46) of academic/research staff in the 30 years and less age group are women while there

are higher proportion of men in all other age groups

• In Professional Services women staff are higher in proportion in all age group, although there

are an increase in the proportion of men in the age groups below 50 years.

Figure 10

14.1% (29)

20.1% (49)

19.1% (46)

11.9% (31)

5.4% (5)

15.6% (12)

18.3% (50)

16.6% (45)

15.2% (33)

7.8% (8)

14.5% (41)

19.1% (99)

17.8% (91)

13.4% (64)

6.7% (13)

83.9% (172)

78.7% (192)

78.0% (188)

85.4% (223)

92.5% (86)

77.9% (60)

76.2% (208)

80.1% (217)

79.7% (173)

88.2% (90)

82.3% (232)

77.4% (400)

79.1% (405)

82.8% (396)

90.3% (176)

2.0%

1.2%

2.9% (7)

2.7% (7)

2.2%

6.5% (5)

5.5% (15)

3.3% (9)

5.1% (11)

3.9%

3.2% (9)

3.5% (18)

3.1% (16)

3.8% (18)

3.1% (6)

30 years & < (205)

31-40 (244)

41-50 (241)

51-60 (261)

61 > (93)


30 years & < (77)

31-40 (273)

41-50 (271)

51-60 (217)

61 > (102)

ADADEMIC & RESEARCHER

30 years & < (282)

31-40 (517)

41-50 (512)

51-60 (478)

61 > (195)

COLLEGE

Intersectionality Age and Ethnicity2018-19

BAME White Unknown

Figure 11

39.1% (9)

62.0% (534)

63.6% (7)

57.7% (15)

66.7% (10)

57.1% (8)

53.2% (50)

56.3% (90)

25.0% (11)

42.4% (317)

45.0% (9)

45.8% (11)

51.5% (17)

52.9% (9)

53.7% (29)

50.7% (75)

29.9% (20)

52.9% (851)

51.6% (16)

52.0% (26)

56.3% (27)

54.8% (17)

53.4% (79)

53.6% (165)

60.9% (14)

38.0% (327)

36.4%

42.3% (11)

33.3% (5)

42.9% (6)

46.8% (44)

43.8% (70)

75.0% (33)

57.6% (431)

55.0% (11)

54.2% (13)

48.5% (16)

47.1% (8)

46.3% (25)

49.3% (73)

70.1% (47)

47.1% (758)

48.4% (15)

48.0% (24)

43.8% (21)

45.2% (14)

46.6% (69)

46.4% (143)

Unknown (23)

White (861)

Other (11)

Mixed background (26)

Chinese (15)

Black (14)

Asian (94)

BAME (160)


Unknown (44)

White (748)

Other (20)


Chinese (33)

Black (17)

Asian (54)

BAME (148)


Unknown (67)

White (1609)

Other (31)


Chinese (48)

Black (31)

Asian (148)

BAME (308)

COLLEGE

Intersectionality Ethnicity and Sex2018-19

Women Men

Figure 12

54.1% (111)

60.7% (148))

59.8% (109)

67.4% (79)

58.1% (54)

59.7% (46)

49.8% (136)

40.2% (109)

36.4% (79)

32.4% (33)

55.7% (157)

54.9% (284)

49.4% (253)

53.3% (255)

44.6% (87)

45.9% (94)

39.3% (96)

40.2% (162)

32.6% (138)

41.9% (39)

40.3% 31)

50.2% (137)

59.8% (162)

63.6% (138)

67.6% (69)

44.3% (125)

45.1% (233)

50.6% (259)

46.7% (223)

55.4% (108)

30 years & < (205)

31-40 (244)

41-50 (241)

51-60 (261)

61 > (93)


30 years & < (77)

31-40 (273)

41-50 (271)

51-60 (217)

61 > (102)


30 years & < (282)

31-40 (517)

41-50 (512)

51-60 (478)

61 > (195)

COLLEGE

Intersectionality Age and Sex2018-19

Women Men

6. Recruitment

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

process; regardless of role applied for (Figure 13). The proportion BAME appointed has fallen by

2.1% point to 18.6% from 20.7% in 2017-18.

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

process (figure 14) and remain the same as the 2017-18 figures.

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

professional services roles, with a higher proportion of women academic/researcher at 54.9%

(28) appointed in 2018-19 compared to 43.9% (45) in 2017-18.

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

significant in applications for academic/research roles where 66.8% (1853) of applicants are

from non-UK nationals and only 49.0% (25) of successful academic/research applicants are from

n0n-UK background.

• We only received 3.5% (205) disabled applicants and out of that only 4.5% (8) are successful.

(Figure 17).

Figure 13

13.5% (17)

15.3% (28)

17.7% (46)

23.7% (710)

23.5% (12)

20.4% (20)

19.4% (18)

40.4% (1121)

18.6% (33)

17.4% (49)

20.1% (71)

33.4% (1927)

83.3% (105)

81.4% (149)

76.9% (200)

69.4% (2082)

72.5% (37)

74.5% (73)

75.3% (70)

53.4% (1481)

80.2% (142)

79.0% (222)

76.5% (270)

61.7% (3563)

0.0%

2.7%

2.7% (7)

3.8% (113)

3.9%

5.1%

5.4%

6.2%

1.1%

3.6% (10)

3.4% (12)

4.9% (285)

Appointed (126)

Offered (183)

Shortlisted (260)

Applied (3001)


Appointed (51)

Offered (98)

Shortlisted (93)

Applied (2774)


Appointed (177)

Offered (281)

Shortlisted (353)

Applied (5775)

COLLEGE

Recruitment and Ethnicity 2018-19

BAME WHITE UNKNOWN

Figure 14

Figure 16

86.5% (109)

85.2% (156)

82.3% (214)

74.5% (2236)

51.0% (26)

55.1% (54)

46.2% (43)

33.2% (921)

76.3% (135)

74.7% (210)

72.8% (257)

54.7% (3157)

13.5% (17)

14.8% (27)

17.7% (46)

25.5% (765)

49.0% (25)

44.9% (44)

53.8% (50)

66.8% (1853)

23.7% (42)

25.3% (71)

27.2% (96)

45.3% (2618)

Appointed (126)

Offered (183)

Shortlisted (260)

Applied (3001)


Appointed (51)

Offered (98)

Shortlisted (93)

Applied (2774)


Appointed (177)

Offered (281)

Shortlisted (353)

Applied (5775)

COLLEGE

Recruitment and Nationality2018-19

UK non-UK

64.3% (81)

72.1% (132)

54.6% (142)

60.1% (1803)

54.9% (28)

42.9% (42)

47.3% (44)

37.6% (1042)

61.6% (109)

61.9% (174)

52.7% (186)

49.3% (2845)

35.7% (45)

26.8% (116)

44.6% (116)

38.8% (760)

43.1% (22)

54.1% (53)

51.6% (48)

59.7% (1657)

37.9% (67)

36.3% (102)

46.5% (164)

48.9% (2822)

0.0%

1.1%

0.8%

1.1%

2.0%

3.1%

1.1%

2.7%

0.6%

1.8%

0.8%

1.9%

Appointed (126)

Offered (183)

Shortlisted (260)

Applied (3001)


Appointed (51)

Offered (98)

Shortlisted (93)

Applied (2774)


Appointed (177)

Offered (281)

Shortlisted (353)

Applied (5775)

COLLEGE

Recruitment and Sex2018-19

Women Men Unknown

Figure 17

7. Turnover

• The College turnover for 2018-19 was 15.8%.

• 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.

97.6% (123)

93.4% (171)

92.3% (240)

93.5% (2805)

86.3% (44)

87.8% (86)

91.4% (85)

93.0% (2580)

94.4% (167)

91.5% (257)

92.1% (325)

93.2% (5385)

2.4%

2.7%

4.2% (11)

3.7% (111)

9.8% (5)

6.1% (6)

4.3%

3.4% (94)

4.5% (8)

3.9% (11)

4.2% (15)3.5% (205)

0.0%

3.8% (7)3.5% (9)

2.8% (85)

3.9%

6.1% (6)

4.3%

3.6% (100)

1.1%

4.6% (13)

3.7% (13)

3.2% (205)

Appointed (126)

Offered (183)

Shortlisted (260)

Applied (3001)


Appointed (51)

Offered (98)

Shortlisted (93)

Applied (2774)


Appointed (177)

Offered (281)

Shortlisted (353)

Applied (5775)

COLLEGE

Recruitment and Disability2018-19

No Disability Disability Unknown

Figure 18

Men

Women

White

BAME

Overall turnover


Men

Women

White

BAME

Overall turnover

ACADEMIC

Men

Women

White

BAME

Overall turnover

COLLEGE

16.30%

17.10%

16.40%

16.70%

16.90%

6.30%

9.50%

6.50%

11.30%

7.60%

10.30%

14.30%

11.60%

14.10%

12.30%

20.7%

22.3%

22.3%

19.8%

21.6%

6.2%

10.8%

8.3%

7.4%

8.0%

13.1%

18.4%

16.4%

14.7%

15.8%

Turnover

2018-19 2017-18

Key Issues

The key issues from the report are as follows:

• The proportion of BAME staff (15.5%) was higher than benchmark, England HEIs (14.9%) but

under-represented given our proximity to London and centres of high BAME population e.g.

Slough and Hounslow

• Disability increased from 2.8% (52) in 2017-18 to 3.8% (71) although it was still below the

benchmark of 5.1%.

• The proportion of UK BAME staff at 12.9% (186) is lower than the proportion of BAME staff

from non- UK at 22.5% (122), figure 4.

• Highest proportion of fixed term, part–time staff, 15.8% (29), was from the Research staff

• Higher proportion of BAME staff was represented at lower grades – 22.2% (6) at Grade 2 and

20.4% (11) at Grade 3 (figure 6)

• Women in administrative grades 1 to 5 decreased from 82.3% (268) in 2017-18 to 78.4% (254) in

2018-19. Women in administrative grades 6-10 remained about the same at 61.7% (311). There

were proportionally more men in the Manual & Ancillary staff group, 71.8% (102), followed by

the Technical staff group at 62.2% (46), (table 3)

• Higher proportion of women work part-time hours - 70.1% (176) on permanent contract and

59.5% (75) on fixed term contracts in 2018-19 (figure 8), a drop from 63.1% (70) in 2017-18.

• In 2017-18, the highest proportion of BAME staff were in the age group 31 to 40 at 19.1% (99)

followed by the 41 to 50 age group at 17.8% (91), compared to 41 to 50 years at 18.0% (94) and

31 to 40 years old at 17.7% (95) in 2017-18

• The highest proportion of staff under 30 years were women at 55.7% (157) although the highest

number of women are in the 31 to 40 age group at 54.9% (284)

• BAME applicants were still proportionately less successful in getting accepted in job roles.

33.4% (1927) of all job applicants were from BAME but only 18.6% of those appointed were

BAME people.

• The proportion of non-UK applicants who were successful in 2018-19 were similar to that in

2017-18 (figure 14).

• The proportion of men , 48.9% (2822) and women, 49.3% applying for jobs were about the

same, however, women, 61.6% (109) appeared to be more successful in being appointed

(figure 16)

• The turnover rate for non-academic staff was at 21.7% compared to 8.0% for academic staff,

the rate for women professional services staff was slightly higher at 22.3%.

• The turnover rate for BAME staff is at 14.7% compared to 16.4% for White staff and was lower

for both BAME academic and non-academic staff.

The key issues summarized above remains largely the same as in the previous years. We appeared to

have an increase in the proportion by 1.0% point and numbers (by 19) of disabled staff. Women

appeared to be more successful in being appointed. There are issues pertaining to gender and ethnic

equality which have already been identified and being addressed in the College. For example our

Institutional Athena SWAN and Gender Pay Gap work had action plans in place to improve gender

equality. Similarly, action plans from the Institutional Race Equality Charter contained a range of

actions to help us address race equality issues.

We are currently also carrying out a piece of work to cross reference all our equality and diversity

initiatives against key College wide initiatives to enable us to monitor and co-ordinate our equality,

diversity and inclusion activities.

Conclusion

This Annual Workforce Monitoring aims to capture and present equality data more visually that will

provide a quick overview of the profile of the workforce at Royal Holloway. Key stakeholder can track

and monitor equality trends year on year from these annual reports.

Documents

Annual Staff Equality and Diversity Data Report 2018/19 · We are currently also carrying out a piece of work to cross reference all our equality and diversity initiatives against