Staff Equality Profile 2014/15

Transcription

1 Staff Equality Profile 214/15

2 Introduction Introduction This information is based on the third People Data Report produced by HR. The purpose of the People Data Report is to provide a comprehensive overview of our management information about staffing between: 1st August 214 to 31st July 215. The data has been drawn from the 215 Higher Education Statistics Agency (HESA) Return and information held in the University HR system. The report also includes benchmarking data against the sector to help identify areas for further investigation. At the University of Gloucestershire we are committed to a quality staff experience, which supports equality and diversity and builds a strong sense of community within the university, as well as supporting our positive links in the local community. We require staff to behave in a non discriminatory manner and strive to create a positive environment in which all staff, present and prospective, are respected, are provided with development and progression opportunities and can reach their full potential. The data provided will inform our equality objectives, provide the information needed to monitor our progress and provide a source of data for managers carrying out equality analysis. Our equality objectives can be found on the University website. 2

3 Key points of People Data Report How many people work for the University? The FTE number of staff over the HESA period showed an increase of 11, from 819 to 83 (excluding hourly paid (PTHP) employees) [page 7]. When hourly paid staff are included the increase rises to 26, from 842 to 868 [Page 8] Some schools and departments have had reductions in numbers and some have had increases [page 14]. For example, the point in time data (comparing the FTE at 1 January 216 with 1 January 215) reflects the: voluntary redundancy exercises in Computing & Technology, Humanities, Leisure and Sport and Exercise; the successful recruitment campaign to increase the number of staff in Art and Design and Media to reflect growth in student numbers; unfilled vacancies in professional service teams to respond to budget reductions, and targeted new posts in CMSR, student services, and faculty administration. 3

4 What do we know about them? 87% of all staff are employed on an open ended contract, including 88% of all academic staff 72% (up from 65%) of academic employees (excluding PTHP staff) hold at least 1 HE teaching qualification. There has been a continuing shift in the profile of staff. 56% of employees are women as compared to 57% in 13/14 and 59% in 12/13. This masks greater disparities between different groups. For example, 35% of our academic staff are female compared to 44% across the HE sector (HESA 14/15 Staff return Statistical First Release (21/1/216) We are not making substantial progress on increasing our diversity of disabled and BME employees. The percentage of staff employed during the period declaring a disability increased to 2.87% from 2.3%. However, this is still below 2.9% in 212/213. The percentage of staff from BME groups shows a slight increase to 5.74% from 5% in 13/14. In the 211 census data for Gloucestershire 4.6% percent of the population were BME. (Gloucester 1.9% and Cheltenham 5.7%). Across the sector as a whole, the proportion of UK BME was 6.7% (Equality in higher education: statistical report 215 Part 1:staff p 132). The University began collecting data relating to sexual orientation and religious belief in 13/14 but there are still significant unknowns (85% religious belief and 86% sexual orientation). We will take action to reduce the number of unknowns by actively encouraging staff to update their personal data in the online system. We recognise that staff are more likely to do this if they believe it will make a difference. The average number of days lost to sickness in 14/15 is 5.63 which compares favourably with the UCEA benchmark for the sector of 5.7. Within the last 6 months we have cleansed the data and introduced online recording of sickness which will ensure greater data accuracy and reporting. Support is being provided to managers to bring increased management attention to manage people with high intermittent absence or extended period of long term absence, including proactive engagement with occupational health and employee assistance providers. 4

5 What do we know about recruitment of new staff? Male applicants are more likely to be appointed overall (they represent 35% of applicants for posts and 49% of appointments. However, for academic posts females represent 35% of applicants, 4% of people shortlisted and 36% of staff appointed. This pattern will not help us shift the overall gender balance of our academic staff as set out above. The greatest numbers of employees appointed were in the 21 to 3 as compared to 31 to 4 age group in the previous year. 6.3% of all newly appointed staff were from a BME background as compared to 1% in the previous year. 6.59% of applicants were from a BME background. In 14/15 8 newly appointed employees declared a disability as compared to 1 in both 12/13 and 13/14 academic years. Given our diversity profile we are taking further measures to achieve a more diverse workforce. The University Executive agreed to become a Stonewall Diversity Champion and we will make our first submission to the Workplace Equality Index in 218. We have also made a commitment to work towards achieving Level 1 of becoming Disability Confident and will look to introduce the Interview Guarantee Scheme as part of our recruitment and selection training which guarantees an interview for disabled applicants who meet the essential criteria. In addition, the Equality and Diversity Manager will work to improve the disclosure rates of disability, religion or belief and sexual orientation to provide more robust and accurate data, and work with recruiting managers to include positive action measures where appropriate. We will also do a further drive to get employees to update their personal information. What do we know about people leaving the University? Voluntary turnover during 14/15 was 8.71, up from 7.81% in 13/14. HE sector average 7.1% (DLA Piper 215). 5

6 How many people work for the University? 6

7 Staff numbers over the HESA period (August 214 to July 215) Full Time Equivalent (FTE) (excl. PTHP) August 214 July 215 (i.e. a full time emoloyee, or x2.5 employess = 1FTE)

8 Staff numbers over the HESA period continued Full Time Equivalent (FTE) (incl. PTHP) August 214 July 215 (i.e. a full time employee, or x2.5 employees = 1FTE)

9 Staff numbers over the HESA period continued Employee Headcount (incl. PTHP) August 214 July 215 (Each employee counted as 1 regardless of the number of hours they work 1st December population) Individual contracts (incl. PTHP) August 214 July 215 (Number of occupied contracts can be part or full time. One person may have had more than 1 contract, for example if they hold more than 1 post or have been promoted during the year)

10 Staff profile at 1st January *no FTE data held for PTHP staff Incl. PTHP Excl. PTHP Incl. PTHP Excl. PTHP Incl. PTHP* Excl. PTHP Individual contracts Headcount FTE Jan 15 Jan 16 1

11 What do we know about our people? 11

12 FTE by type of contract % 8.7% 4.48% % 6.6% 2.73% % 5.7% 2.34% % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Open Ended/Permanent Fixed term Part time, hourly paid 12

13 FTE by mode of contract /11 11/12 12/13 13/14 14/15 Full time Part time, term time only Part time Part time, hourly paid FTE by occupation /11 11/12 12/13 13/14 14/15 Senior Management Academic Hourly Paid Academic Professional Services Hourly Paid Prof Serv 13

14 Note: NS refers to all employees whose salary does not fall within the usual spine point scale HESA period FTE by grade (excl. PTHP) NS Academic Professional Services 14

15 Diversity profile characteristic by headcount HESA period Staff Profile: Sex HESA period Staff Profile: Sex 1% 25 8% 2 6% 15 4% 1 2% 5 % 1/11 11/12 12/13 13/14 14/15 1/11 11/12 12/13 13/14 14/15 Male Female Male Female HESA period Staff Profile: Disability HESA period Staff Profile: Disability 1% 25 8% 2 6% 15 4% 1 2% 5 % 1/11 11/12 12/13 13/14 14/15 Information not provided Not known to be disabled Declared disabled 1/11 11/12 12/13 13/14 14/15 Information not provided Not known to be disabled Declared disabled 15

16 HESA period Staff Profile: Age HESA period Staff Profile: Age 1% 25 9% 8% 7% 6% 5% 4% 3% 2% 1% Under to 3 31 to 4 41 to 5 51 to 6 61 to 65 Over Under to 3 31 to 4 41 to 5 51 to 6 61 to 65 Over 65 % 1/11 11/12 12/13 13/14 14/15 1/11 11/12 12/13 13/14 14/15 HESA period Staff Profile: Religion & Belief HESA period Staff Profile: Religion & Belief 1% 25 9% 8% 7% 6% 5% 4% 3% 2% 1% % 13/14 14/15 Christian Jewish Muslim Hindu Buddhist Spiritual Any other religion or belief No religion Information refused Unknown /14 14/15 Christian Jewish Muslim Hindu Buddhist Spiritual Any other religion or belief No religion Information refused Unknown 16

17 HESA period Staff Profile: Sexual Orientation HESA period Staff Profile: Sexual Orientation 1% 25 9% 8% 7% 6% 5% 4% 3% 2% Bisexual Gay man Gay woman/lesbian Heterosexual Other Information refused Unknown Bisexual Gay man Gay woman/lesbian Heterosexual Other Information refused Unknown 1% % 13/14 14/15 13/14 14/15 HESA period Staff Profile: Ethnicity HESA period Staff Profile: Ethnicity 1% 25 9% 8% White 2 White 7% 6% 5% Asian or Asian British Black or Black British 15 Asian or Asian British Black or Black British 4% 3% 2% 1% Chinese or other ethnic group Mixed Unknown 1 5 Chinese or other ethnic group Mixed Unknown % 1/11 11/12 12/13 13/14 14/15 1/11 11/12 12/13 13/14 14/15 17

18 14 15 HESA period staff profile: Ethnicity 112, 6% 9, % 7, 4% 176, 9% BME Information refused Not known White 14/15 HESA period BME Staff breakdown 37% 1% 8% 2% 5% 8% 3% Asian or Asian British Bangladeshi Asian or Asian British Indian Asian or Asian British Pakistani Other Asian background Black or Black British African Black or Black British Caribbean 5% 6% 2% 3% 8% 1% 1% Other Black background Chinese Other ethnic background Mixed White and Asian Mixed White and Black African Mixed White and Black Caribbean 1% Other mixed background Information refused Not known 18

19 Staff by mode of employment and sex Female Male Full time 64% 36% Part time 81% 19% % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Staff by academic marker and sex Female Male Academic 35% 56% Non academic 65% 44% % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% 19

20 Sickness days lost per employee per annum (academic years) ^UCEA benchmark: Average number of sickness days per employee * ^ Average FTE days lost Average working days lost Actual Sickness Days Number of sickness days * Total days (FTE) Working days (FTE) * a lot of work has been undertaken cleansing the data which may account for the apparent drop in sickness. Data quality should continue to improve now online Leave Management is implemented. 2

21 What do we know about recruitment of new staff? 21

22 Applicant profile: Sex (excl. unknowns) 14/15 13/14 12/13 11/12 Male Female 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Shortlisted profile: Sex (excl. unknowns) 14/15 13/14 12/13 11/12 Male Female 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Appointed profile: Sex (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% 22 Male Female

23 Applicant profile: Age (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Under to 3 31 to 4 41 to 5 51 to 6 61 to 65 Over 65 Shortlisted profile: Age (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Under to 3 31 to 4 41 to 5 51 to 6 61 to 65 Over 65 Appointed profile: Age (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Under to 3 31 to 4 41 to 5 51 to 6 61 to 65 Over 65 23

24 Applicant profile: Ethnicity (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 White Black or Black British Asian or Asian British Chinese or other ethnic group Mixed 82% 84% 86% 88% 9% 92% 94% 96% 98% 1% Shortlisted profile: Ethnicity (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 White Black or Black British Asian or Asian British Chinese or other ethnic group Mixed 84% 86% 88% 9% 92% 94% 96% 98% 1% Appointed profile: Ethnicity (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 82% 84% 86% 88% 9% 92% 94% 96% 98% 1% White Black or Black British Asian or Asian British Chinese or other ethnic group Mixed 24

25 Applicant profile: Disability (excl. unknowns) 14/15 13/14 12/13 11/12 Declared Disabled Information withheld Not known to be disabled 1/11 % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Shortlisted profile: Disability (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 Declared Disabled Information withheld Not known to be disabled % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% Appointed profile: Disability (excl. unknowns) 14/15 13/14 12/13 11/12 1/11 Declared Disabled Information withheld Not known to be disabled % 1% 2% 3% 4% 5% 6% 7% 8% 9% 1% 25

26 What do we know about people leaving the University? 26

27 Leaving reasons (incl. PTHP) /11 11/12 12/13 13/14 14/15 Resignation End of Contract Retirement (Age Related) Retirement (Early) Retirement (Ill Health) Voluntary Redundancy Compulsory Redundancy Dismissed Death in Service TUPE Transfer Reasons and Number of Leavers 1/11 11/12 12/13 13/14 14/15 Resignation *End of Contract Retirement (Age Related) Retirement (Early) Retirement (Ill Health) 1 1 Voluntary Redundancy Compulsory Redundancy Death in Service Dismissed TUPE Transfer 15 9 Total *includes ending dormant contracts (in the reporting period 251 dormant contracts were ended) 27

28 Figures below do not include End of Contract or End of Post as these were an administration function to delete dormant contracts from the system. Other reasons have also been excluded as it is unclear as to whether the leaving was voluntary or involuntary. Leavers by leaving cause (excl. PTHP) 28% 72% Voluntary Involuntary Leavers by occupation type (incl. PTHP) Hourly Paid Academic 23% Academic 17% Senior Management 2% Hourly Paid Professional Services 32% Professional Services 26% 28

29 Voluntary staff turnover (resignation) ^DLA Piper Benchmark: HE Average All Staff (215) 1% 9% 8.71% 8% 7.81% 7% 7.1%^ 6% 5% 4.89% 4% 3.96% 3.67% 3% 2% 1% % Indefinite and fixed term contracts (excluding PTHP), employed between 1 August and 31 July for each HESA period. Voluntary leavers only (resignation). 29