CONTENTS. Published Any queries regarding this report can be sent to:

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2 CONTENTS INTRODUCTION 3 PROTECTED CHARACTERISTICS 3 PROGRESS SUMMARY FOR MONITORING OUTCOMES 6 CONCLUSIONS AND RECOMMENDATIONS 14 APPENDIX A 15 APPENDIX B 16 Published 2017 Any queries regarding this report can be sent to: Angela Fisher Director of Human Resources Falkner Road Farnham Surrey. GU9 7DS Tel: afisher@uca.ac.uk If you would like to receive the information in this report in an alternative format, please contact Angela Fisher Director of Human Resources. 2

3 INTRODUCTION The equality report fulfils the University s monitoring and reporting obligations in relation to the Equality Act The specific duties of the legislation require HEIs to take reasonably practicable steps to publish each year the results of monitoring and to demonstrate progress against their equality action plans. This report continues to monitor trends. The report also includes published data (e.g. Equality in Higher Education Statistical Report) to support external comparisons. The report is broken down by equality strand and covers key trends. Any actions arising from this report will be taken forward via the University s Equality, Diversity & Inclusivity Committee in PROTECTED CHARACTERISTICS Protection against discrimination on account of protected characteristics has historically been spread over a number of pieces of legislation. The Equality Act 2010 brought all equality strands together. The 9 protected characteristics identified in the Act (s.4) are: age disability gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sex sexual orientation. 3

4 PROGRESS SUMMARY 2015/16 1. Overview The University has continued to promote equality and diversity during 2015/16 including the enhancement of quiet reflective spaces, gender neutral toilets and its on-going commitment to Disabled Go, Stonewall and trans inclusion. Greater emphasis has also been placed on supporting mental health, moving towards enhancing resilience and inclusive practice through the introduction of Mental Health First Aider training programmes. 2. Single equality action plan Overall good progress has been made on the Single Equality Scheme Action Plan during the reporting period. The updated plan monitored by the E&D Committee can be reviewed at appendix A. 3. Equality & Diversity Committee The Equality & Diversity Committee met three times in the reporting period. A Committee effectiveness review for the period August 2015 to July 2016 took place in November 2016, where overall the members of the Committee indicated that they were satisfied (87.5%) it had operated within the terms of reference and were satisfied it had carried out its responsibilities appropriately. 4. Case Work Staff and students continue to self-refer to members of the HR and Learning Support teams for advice and support on any equality and diversity issues. This includes issues relating to discrimination, harassment and bullying relating to employment issues for staff. For students there may also be issues relating to the teaching environment. 5. Stonewall Workplace Equality Index In 2015 UCA had risen from position 357 to 339 in the Index, with a greater number of organisations (397) from 15 industries taking part. The University had ranked 55 out of 64 in the education sector, which included FE and HE. A particular area of success were our positive results from staff, which demonstrated our inclusive culture Although the University did not participate in the full Workplace Equality Index (WEI) for , but did participate in the survey gathering staff feedback. This tool is used to evaluate our initiatives to promote a better working environment for lesbian, gay, transgender and bisexual employees. 4

5 6. Budget As in the previous year the majority of the Equality and Diversity Budget was allocated to training and awareness-raising. 7. Equality Monitoring During this reporting period attempts have been made to improve the equality monitoring data we hold for staff and Board of Governors. In addition UCA have been gathering additional data on sexual orientation and religion and belief. We have a full record for Board of Governors, the results of which are within this report and we have made good progress in obtaining data from all staff and new employees. 5

6 STAFF MONITORING - THE UNIVERSITY The total average headcount for the University for was 782. (This is based on the total number of staff employed during the period 1 August 2015 to 31 July 2016) The University has 535 members of support staff and 247 academic members of staff. 361 members of staff are on part time contracts. 34 members of staff are on Fixed Term contracts. STAFF MONITORING - AGE The following table shows the age composition of the workforce over the last four-year period along with a comparison against the HE sector for the most recent data. Age Group UCA HE Sector* % 4.0% 3.5% 4.3% 5.8% % 6.5% 7% 6.6% 11.0% % 14% 12.5% 12.5% 14.7% % 11.5% 13.5% 13.2% 12.9% % 12% 10.5% 10.4% 13.0% % 15.5% 17% 16.9% 13.2% % 16% 13% 13.5% 12.2% % 12% 13% 13.4% 9.8% % 6.5% 8% 7.8% 5.4% % 2% 2% 1.6% 2.1% Total 100% 100% 100% 100% 100% *ECU Equality in higher education: staff statistical report 2016 The table shows that there has been very little change in the age demographic of the University over the last four years. Whilst the HE sector has only 16.5% of staff under age 30, UCA has only 10.9%. 6

7 The table below shows the age groups for leavers during Age Group % age % age Year on Year % Difference % 30%% +5.5% % 11.4% +4.4% % 12.3% +1.3% % 12.3% -8.7% % 7.9% -4.1% % 10.0% +3% % 6.1% -6.9% % 7.0% +4% % 7.9% -1.1% % 4.4% +2.9% Overall there is an increase in the number of younger people leaving the University, with an increase in the number of leavers in all categories below age 35. This year also saw a significant decrease in the percentage of leavers aged and 51 to 55. STAFF MONITORING - DISABILITY The percentage of disabled staff at the University during was 10.23%, this is a marginal decrease from 10.78% in the reporting period This figure continues to be significantly higher than the University sector average (4.5%). This figure is made up of 10.23% of professional services staff and 10.37% of academic staff. There is no significant change in these figures year on year. The percentage of leavers in who declared a disability was 8.8% (Professional support 9.3% and 5.9% academic). The percentage of leavers in who declared a disability was higher at 12%. 7

8 STAFF MONITORING - ETHNICITY Of those staff with known ethnicity the number of staff from a background other than white British has remained stable 14.3% (previously 9.4% this includes BME and nonwhite British). This continues to be higher than our local community (see below.). Of those with known ethnicity 8.5% of UK staff identified as BME compared with 5.8% within UCA. The percentage of those recorded as undisclosed or unknown remains low at 2.9%. This continues to be far lower than the sector average for non-disclosure which is 5.2%. Kent %'age Surrey %'age Percentage of population who are white UK national Percentage of population who are white not UK national Percentage of population who are ethnic minority UK national Percentage of population who are ethnic minority not UK national Figures from the Office for National Statistics 2011 Census The percentage of leavers from a background other than white British was 15.8% up from 12.8% in which was up from 10.9% in With an upward trend developing, this area will be kept under closer review during STAFF MONITORING - GENDER During , the male to female ratio within senior management (LT and SMT grade) was 40% female to 60% male from 35% female 65% male the previous year. The gender split of leavers during was 57.9% female and 41.2% male and 0.9 indeterminate. This is a slight change from the last reporting period (2014/2015) of 60.8% female and 39.2% male and could be explained by the increase in the number of female staff (up by 5%). 8

9 STAFF MONITORING SEXUAL ORIENTATION Sexual orientation is a person s sexual orientation towards people of the same sex as him or her, people of the opposite sex from him or her, and people of both sexes. This relates to a person s feelings rather than their actions. The fields have the following possible options: bisexual, gay man, gay woman/lesbian, heterosexual, other, information refused. This information is recorded on the basis of the staff member s own self-assessment. Description UCA % HE Sector %* Bisexual Gay Man Gay Woman / Lesbian Heterosexual Other Prefer not to say Unknown Total 100% 100.% *ECU Equality in higher education: staff statistical report 2016 This is the first reporting period this data has been available, there is therefore year on year comparative data. Comparisons with the sector however demonstrate UCA has a higher number of lesbian, bisexual and gay staff and significantly fewer people who prefer not to say or for whom the data is unknown. 9

10 STAFF MONITORING RELIGION OR RELIGIOUS BELIEF Religion or belief refers to the full diversity of religious and belief affiliations within the UK, including non-religious and philosophical beliefs such as atheism, agnosticism and humanism. This information is recorded on the basis of the staff member s own self-assessment. The possible field options are: no religion; Buddhist; Christian (with further denominational options provided in Scotland and Northern Ireland); Hindu; Jewish; Muslim; Sikh; Spiritual; any other religion and belief; and prefer not to say/information refused. For the purposes of this report, all Christian denominational options have been aggregated into a single Christian category. Description UCA % HE Sector %* Other religion or belief Buddhist Christian Hindu Jewish Muslim No religion Prefer not to say Sikh Spiritual Unknown Total 100% 100% *ECU Equality in higher education: staff statistical report 2016 This is the first reporting period this data has been available, there is therefore year on year comparative data. Comparisons with the sector however demonstrate UCA has a higher number of staff who have no religion or who are Christian and as with data on sexual orientation, significantly fewer people who prefer not to say or for whom the data is unknown. 10

11 BOARD OF GOVERNORS MONITORING A summary of the monitoring data can be found in appendix B. This is the second reporting period and comparisons can be made with the previous year. There are a few observations that UCA can monitor and use this data to inform future recruitment campaigns. 85% of Governors are 46 years of age or older (down 5%) No Governors have declared as having disability 100% of Governors are of white ethnicity. We currently do not have any representation from a non-white background. 20% of Governors are LGBT 35% of Governors are female 11

12 RECRUITMENT & SELECTION - APPLICANT MONITORING The implementation of the Stonefish e-recruitment system has enabled significant improvements in gathering equality data throughout the recruitment process. Monitoring has been undertaken at applicant, shortlist and offer stage for the following protected characteristics: Gender Sexual Orientation Disability Ethnicity Age The data is from recruitment campaigns between 01 August 2015 and 31 July Age and Staff Recruitment Applicants Shortlisted Offered Prefer Not To Say Age Range No % No % No % No % <18 3 0% 0 0% 0 0% NA NA % % 64 36% NA NA % % 60 33% NA NA % % 34 19% NA NA % 89 14% 16 9% NA NA % 16 2% 3 2% NA NA Unknown/Not Disclosed 5 0% 5 1% 3 2% NA NA Total % % % NA NA Disability Staff Recruitment Declared Disability No Declared Disability Not Known Prefer Not To Say Total No % No % No % No % No % Applicants 69 4% % 6 0.3% 56 3% % Shortlisted 31 5% % 6 1% 23 4% % Offered Post 8 4% % 4 2% 6 3% % Total 108 4% % 16 1% 85 3% % Ethnicity Staff Recruitment BME White Not Known Prefer Not To Say Total No. % No. % No. % No % No % Applicants % % 10 1% 47 3% % Shortlisted 98 15% % 7 1% 15 2% % Offered 17 9% % 5 3% 4 2% % Total % % 22 1% 66 3% % 12

13 Gender - Staff Recruitment Male Female Unknown Prefer Not to Say Total No. % No. % No. % No % No % Applicants % % 12 1% 5 0% % Shortlisted % % 8 1% 2 0% % Offered 67 37% % 3 2% 1 1% % Total % % 23 1% 8 0% % Sexual Orientation Heterosexual LGBT Unknown Prefer Not To Say Total No. % No. % No. % No % No % Applicants % 94 5% 7 0.4% 122 7% % Shortlisted % 46 7% 7 1% 42 7% % Offered % 14 8% 5 3% 11 6% % Total % 154 6% 19 1% 175 7% % As this is the first reporting period there are no comparisons for previous years. However, there are a few observations that can be made highlighting areas to be kept under review. With regards to Age, the percentage of appointees in the age bands of 41+ reduces when compared to the numbers of applicants and the numbers shortlisted e.g. 24% of applicants were aged with only 19% of those offered being in this age band and, 15% of applicants were aged with only 9% of offers being in this age band. The number of applicants declaring a disability was consistent in each of the stages of recruitment from applicants through shortlisting to offer (4%, 5% & 4% respectively). Similarly, for sexual orientation the number of LGBT staff is consistent through each of the stages; Applicants 5%, Shortlisted 7% and Offered 8%. Whilst the University is attracting 17% of its applications from those from BME backgrounds, this reduces to 15% at the shortlisting stage, with a significant reduction of BME staff reaching offer stage (9%). 54% of all job applicants are female, with 61% of all offers being made to females. Further analysis would need to be undertaken to identify the reasons for this. One factor likely to influence this would be the particular nature of the role e.g. Catering, Fashion. 13

14 CONCLUSIONS AND RECOMMENDATIONS The analysis of the data covered by this report has not highlighted any particular areas of concern or issues that require further exploration at this time. However, in light of the increase in the percentage of leavers over the last two years from a background other than white British (15.8% up from 12.8% and 10.9%), this area will be kept under closer review during The known ethnicity statistics indicate that the University employees a lower percentage of BME staff than the sector (5.8% compared to 8.5%). Although both figures being extremely low. Further work is to be undertaken in to improve the diversity of staff and Governors recruited to UCA. Recruitment statistics at each of the key stages of the process will continue to be monitored to identify any emerging trends and areas requiring a deeper analysis. It is recommended that the University continue with the on-going work in relation to Equality & Diversity in relation to action identified in the Single Equality Action Plan (Appendix A), to build on and maintain the good practice in this area. 14

15 Single Equality Action Plan Staff and Students 2015/2016 Protected Characteristic Action Target Date Progress / Outcome Action Owner SO S P&M M&CP GR A R/B D R X X X X X X X X X Inclusivity Forum to be reestablished and action plan developed Autumn 2016 Membership to be established and initial meeting to be held E&D Committee Clerk X Ensure there are appropriate quiet reflection facilities on each campus in accordance with ECU guidelines. September 2016 In progress and will be available for the start of the academic year Head of E&F X X X Equal Pay Review Autumn 2016 Eversheds have been engaged to complete the audit in October 16. DoHR Outcomes to be reported to the February E&D Committee meeting 15

16 Appendix A Protected Characteristic Action Target Date Progress/Outcome Action Owner SO S P&M M&C P GR A R/B D R X X X X Review actions from stonewall WEI to put in place plans in preparation for a submission on September 2017 Revised staffing structure and delivery methods in response to Funding changes around Disability Support Allowance in 2016 To consider signage and mobile apps in relation to equality issues including access for staff and students X X X Increase the provision of gender neutral toilets across the University October 2016 UCA will work towards improvements particularly areas of procurement, monitoring data and network groups during 2016/ Restructure completed. Monitoring and review new delivery methodology and inclusivity agenda over the next academic year TBC On-going Until a brand refresh has been completed, signage will not be addressed as a major project All new builds to take this into account. Adaptations made to existing facilities were possible Director of Finance Director of HR DoLSS Head of E&F Head of IT Head of E&F Key R Race R/B Religion/Belief GR - Gender Reassignment A Age SO Sexual Orientation P&M - Pregnancy and Maternity S Sex D Disability M&CP Marriage and Civil Partnership 16

17 UCA Board of Governors Equality Monitoring Form Appendix B Governors (1 non completed) Governors (2 non completed) Gender Male 67% 65% Female 33% 35% Indeterminate 0% 0% Prefer not to say 0% 0% Marital Status 100% 100% Married or in a civil partnership Yes 71% 75% No 19% 15% Prefer not to say 10% 10% NB. No includes single, divorced and widowed 100% 100% Age % 5% % 0% % 0% % 0% % 5% % 0% % 15% % 30% % 20% 66 19% 20% 100% 95% Ethnicity White English 70% 80% Welsh 5% 5% Scottish 5% 5% Northern Irish 5% 5% Irish ` 5% 5% Gypsy or Irish Traveller 0% 0% Other White background 10% 0% Prefer not to say 0% 0% Mixed/multiple ethnic groups 0% 0% 17

18 Asian/Asian British 0% 0% Black/ African/ 0% 0% Caribbean/ Black British 0% 0% Other ethnic group 0% 0% Appendix B 100% 100% Disability Yes 10% 0% No 90% 100% Prefer not to say 0% 0% 100% 100% Sexual orientation Heterosexual/straight 66% 70% Gay woman/lesbian 0% 0% Gay man Bisexual 24% 20% Other 5% 0% Prefer not to say 5%20 10% 100% 100% Religion or belief No religion 57% 60% Buddhist 0% 0% Christian 24% 25% Hindu 0% 0% Jewish 5% 5% Muslim 0% 0% Sikh 0% 0% Any other religion 0% 0% Prefer not to say 14% 10% 100% 100% 18