Staffing compendium including Equality Act 2010 publication of equality information December 2013 Produced by Human Resources

Transcription

1 Staffing compendium including Equality Act publication of equality information December 3 Produced by Human Resources

2 Introduction This is the sixth annual staffing compendium produced by HR. The purpose of the compendium is to provide managers and other users with up to date information about UWE s workforce profile and to highlight emerging trends. Managers will be able to use this information to identify where we need to make improvements. UWE has a longstanding commitment to the promotion of equality and undertakes a wide range of activities to promote better outcomes and meet the needs of different groups of staff. In April we published our single equality scheme -5 which includes a commitment to increase our workforce diversity by increasing the numbers of black and minority ethnic and disabled staff, and women at a senior level. This compendium provides the information needed to monitor progress; it also provides a rich source of data for managers carrying out equality analysis. The Single Equality Scheme can be accessed by going to this page on the UWE website: The data is taken from a snapshot of the staff population on 3 December 3. The compendium is based on data held in the University s HR payroll system (SAP). The SAP database is populated with information supplied by new staff on their application forms; we then update the database with information supplied by current employees in response to periodic data surveys. Our latest equality and diversity data survey was carried out in December, and the next one is currently underway. This compendium should be read in conjunction with results from the 3 mini staff survey available in the HR intranet. I hope you find the compendium interesting and informative. If you have any ideas for how it might be improved, or have any queries relating to the data and its analysis, then please contact Lesley Donnithorne in the HR Systems, Information and Grading Team (Lesley.Donnithorne@uwe.ac.uk) or Valerie Russell Emmott in the Equality and Diversity Unit (Valerie.Russellemmott@uwe.ac.uk). Debbie England HR Director April 4

3 Index The compendium is separated into sections covering different topic areas. The main part of the document provides graphs and commentaries; an appendix contains the detailed data tables. Section Staff employment Page Staff/students full time equivalent (FTE) ratios 6 Total UWE expenditure and staff costs 6 Staff by faculties or services.. 7 Staff by employee group. 7 GENDER: Employee group by gender. 8 Gender pay gap. 8 Female staff in senior academic/management grades 9 Female staff in senior professional services grades 9 Family friendly leave.. Child care vouchers ETHNICITY : Black and minority ethnic staff, overall and in senior grades. Black and minority ethnic staff by ethnic origin. Staff by nationality.. DISABILITY: Disabled staff, overall and in senior grades. 3 AGE: Staff by age band by gender.. 4 LGB: Staff by sexual orientation.. 4 RELIGION: Staff by religion and belief 4 TRANS/TRANSGENDER: Staff by trans/transgender. 5 CONTRACT TERM (permanent, fixed term, temporary) Staff by contract term by equality group. 5 CONTRACT MODE (full time, part time) Staff by contract mode by equality group

4 Section Staff recruitment Success rates by equality group.. 7 Temporary Staff Unit recruitment success rates by equality group 8 Internal candidate success rates by equality group.. 9 Section 3 Leavers Turnover rates. Reasons for leaving Section 4 Staff development and career progression Internal training attendances by equality group. Career progressions by equality group Section 5 Formal procedures Staff grievances Staff disciplinary cases Section 6 Sickness absence UWE sickness rates overall and by equality group 3 Reasons for sickness absence. 4 Section 7 Employee assistance programme (EAP) Use of EAP Services.. 4 Section 8 Benchmark performance indicators Comparisons with other Universities and UWE targets. 5 4

5 Appendix data tables Section Staff employment Page TABLE - Staff headcounts and FTEs by faculty/service 6 TABLE - Employee group and grade by equality group 7 TABLE 3 - Age by gender.. 3 TABLE 4 - Sexual orientation 3 TABLE 5 - Religion and belief.. 3 TABLE 6 - Trans/transgender 3 TABLE 7 - Ethnic origin.. 3 TABLE 8 - Nationality.. 3 TABLE 9 - Family friendly leave. 3 TABLE - Child care vouchers.. 3 TABLE - Contract type by equality group.. 33 TABLE - Mode of employment by equality group. 33 Section Staff recruitment TABLE 3 - Recruitment by equality group. 34 TABLE 4 - Recruitment to temporary staff unit by equality group. 35 TABLE 5 - Internal candidate recruitment by equality group.. 36 Section 3 Leavers TABLE 6 - Leavers by equality group. 37 TABLE 7 - Reasons for leaving 38 Section 4 Staff development and career progression TABLE 8 - Internal training attendance by equality group.. 39 TABLE 9 - Career progression by equality group 39 TABLE - Careeer progression by type.. 4 TABLE - Gender pay gap. 4 Section 5 Formal procedures TABLE - Staff grievances by equality group.. 4 TABLE 3 - Staff disciplinary cases by type by equality group 4 Section 6 Sickness absence TABLE 4 - Sickness rates by faculty/service. 4 TABLE 5 - Sickness rates by equality group. 43 TABLE 6 - Reasons for sickness absence 44 Section 7 Employee assistance programme (EAP) TABLE 7 - Use of EAP services

6 Section Staff employment This chart shows over time the ratio of student FTEs to each staff FTE, including all employee groups (senior management, academic and professional services). The ratio increased in 9/ due to an increase in student FTEs, and in / due to a decrease in staff FTEs resulting from change programmes affecting both academic and professional services staff. UWE s staff costs as a proportion of its total expenditure has reduced over this period from 6.8% to 57.8% 6

7 In 3 49% of staff were located in faculties and 5% in services, unchanged from. The and figures reflect the position prior to the One University Administration restructuring in January. In 3 there has been a.7% increase in both staffing numbers and FTEs compared to. A fuller breakdown of the data, including by individual faculty and service, is in Table in the appendix. In terms of headcount then the largest employee group is administrative/professional and the smallest is senior management. 7

8 Staff by gender Academic and administrative/professional are the largest staff groups. The UWE workforce is 58% female and 4% male but there are differences in gender balance between the employee groups. A full breakdown, including historical data and by grade level is available in Table of the appendix. The gender pay gap is the percentage by which average female pay is lower than average male pay. Pay gap excludes senior management and temporary staff for whom historic data is not available; pay gap is for all staff. The next equal pay audit is scheduled for 5. This data is also shown in Table of the appendix. 8

9 The representation of women in senior research, senior academic and senior management grades has increased over time. A full breakdown is available in Table of the appendix. The representation of women in senior professional services grades increased significantly with the implementation of the University wide job evaluation exercise in 8. This increase has continued for administrative/professional staff, but the pattern is more variable for senior manual staff, and for technical staff this has reduced over the past four years. A full breakdown is available in Table of the appendix. 9

10 Academic staff (including associate lecturing and research) and administrative/ professional/technical staff make up 43% and 4% of the workforce respectively; 6% of the workforce is manual staff. The chart illustrates that in 3 family friendly leave was taken up in greatest proportion by administrative/ professional/ technical staff; this is the staff group with the highest proportion of women (64%). A full breakdown, including historical data, is available in Table 9 of the appendix. Child care vouchers are taken up by female and male staff approximately in proportion to the workforce gender split. This chart shows that as a proportion of the workforce, child care vouchers are taken up in much lower numbers by manual staff - this is an employee group with a high proportion of women but the lowest pay rates. A full breakdown, including historical data is available in Table of the appendix.

11 Staff by ethnicity UWE s BME staff percentage has increased over time to 7.3% in 3. BME staff representation in the senior grades of each employee group has also increased though not at the same rate. A full breakdown by employee group and grade level is available in Table of the appendix.

12 The UWE workforce is 89% White. Data is not held for 4% of staff. A full breakdown, including historical data is available in Table 7 of the appendix. The UWE workforce is 89% British. A full breakdown, including historical data is available in Table 8 of the appendix.

13 Staff by disability UWE staff with a declared disability has remained the same at 4.8% for the past four years. Disabled staff are represented slightly more highly in the senior grades of each employee group. A full breakdown by employee group and grade level is available in Table of the appendix. 3

14 Staff by age The average age of a UWE employee in 3 is 45 years, the same as in and. The average age was 44 years in and 9. A full breakdown, including gender analysis, is available in Table 3 of the appendix. Staff by sexual orientation In 3 UWE has.9% of staff declaring as lesbian, gay or bisexual (LGB) compared to.6% in. Historical data is available in Table 4 of the appendix. Further analyses of this protected characteristic in relation to recruitment, training, career progression and turnover are available in the Equality & Diversity Unit website Staff by religion and belief 3% of UWE staff have declared as having a religion/belief; this is unchanged from. Historical data is available in Table 5 of the appendix. 4

15 Staff by trans/transgender In 3 UWE s declared trans/ transgender population is.5%, the same as in. Historical data is available in Table 6 of the appendix. Staff by contract term * NK = not known In 3 a higher proportion of disabled staff were on permanent contracts compared to staff with no declared disability; a higher proportion of BME staff were on fixed term and temporary contracts compared to white staff; the same proportion of female staff were on permanent contracts as male staff. A full breakdown, including historical data, is available in Table of the appendix. 5

16 Staff by contract mode NK = not known In 3 a higher proportion of staff without a declared disability were working full time compared disabled staff; a higher proportion of BME staff were working full time compared to white staff; a higher proportion of male staff were working full time compared to female staff. A full breakdown, including historical data, is available in Table of the appendix. 6

17 Section Staff recruitment The /3 figures show the success rate of female applicants through the recruitment process continues to be better than for male applicants. Historical data is available in Table 3 of the appendix. BME applicants have a lower rate of success through the recruitment process compared to white applicants. Historical data is available in Table 3 of the appendix. Disabled applicants have a slightly lower rate of success through the recruitment process compared to applicants with no declared disability, but only 5% of applicants declared a disability. Historical data is available in Table 3 of the appendix. NK = not known Compared to the year /, there was a 3% increase in the number of appointments made. There was a 3% increase in the number of applicants, showing the full year effect of the ending in early of the temporary policy of jobs being advertised internally first. The average age of UWE starters in 3 was 38 years compared to 4 years in. 7

18 Recruitment to the Temporary Staff Unit Bank The /3 figures show the success rate of female applicants through the recruitment process continues to be better than for male applicants. Historical data is available in Table 4. Compared to white applicants a lower proportion of BME applicants were shortlisted, but an equal proportion were appointed. Historical data is available in Table 4. Applicants declaring a disability had a proportionate success rate through the process to those who did lot declare a disability, but only 5% of applicants declared a disability. Historical data is available in Table 4. NK = not known 8

19 Recruitment of internal candidates In /3 a higher proportion of internal applicants were female compared to the UWE female workforce of 58%. Their success rate was proportionate through the process. Historical data is available in Table 5. Compared to white internal applicants, a lower proportion of BME internal applicants were shortlisted, but an equal proportion were then appointed. The proportion of BME internal applicants and appointments remains higher than the UWE BME workforce of 7.3%. Historical data is available in Table 5. The proportion of internal applicants declaring as disabled has increased slightly and is proportionate to the UWE disabled workforce of 4.8%. The figures show a slightly reducing rate of success through the selection process. Historical data is available in Table 5. NK = not known 9

20 Section 3 Leavers The rate at which staff leave UWE employment (excluding at the end of a fixed term contract) has returned to the level prior to the economic downturn. The peak in was the result of organisational restructuring. Table 7 of the appendix contains an analysis of reasons for leaving from the leavers exit survey. The main categories of leaver in 3 were resignation, followed by end of fixed term contract and voluntary severance. The average of UWE leavers in 3 was 44 years, the same as the average age of all UWE staff. A full breakdown, including historical data and equality analysis, is available in Table 6 of the appendix.

21 Section 4 Staff development and career progression NK = not known In 3 UWE managed training course opportunities were taken up in higher proportion by female staff, by white staff and by disabled staff compared to their representation in the workforce. A full breakdown, including historical data, is available in Table 8 of the appendix. In 3 career progression opportunities (promotion, regrading, secondment, temporary upgrade) were taken up in higher proportion by female staff, but in slightly lower proportion by BME staff and disabled staff compared to their representation in the workforce. A full breakdown, including historical data, is available in Table 9 and Table of the appendix.

22 Section 5 Formal procedures Though varying over time, the number of formal grievances and disciplinary cases is low. A full breakdown, including historical data and analysis by equality strand, is available in Table and Table 3 of the appendix but it is difficult to ascribe statistical significance to the data due to low numbers.

23 Section 6 Sickness absence In 3 the sickness absence rate was.35%. There were about 8, days lost and 4, incidents, so on average sickness incidents were 4.5 days in duration. Reported sickness absence rates are lower in faculties (mainly academic staff), than in services (mainly professional services staff), though manual staff continue to have the highest rate of sickness. A breakdown by each faculty and service, including historical data is available in Table 4 of the appendix. NK = not known. In 3 the absence percentage rate was higher for female staff, lower for BME staff and higher for disabled staff (data includes disability leave and disability related absence). Historical data is available in Table 5 of the appendix. 3

24 In 3 the most days lost were due to stress/depression (554, compared to 548 in ). Cold/flu/virus continues to be the reason with the highest incident rate at,343 (up from,84 in ). The chart is restricted to reasons with an absence rate of % or more; data on all reasons and historical data is available in Table 6 of the appendix. Section 7 Employee assistance The proportion of staff accessing the services of the Employee Assistance Programme in 3 has remained the same compared to at 7% of the workforce. The UWE workforce is 58% female therefore the data shows that a higher proportion of female staff use the service compared to male staff. A full breakdown, including historical data is available in Table 7 of the appendix. 4

25 Section 8 Benchmark performance indicators *** Category DLA Piper Benchmark data* HEI HEI upper Public average quartile sector UWE performance Actual** Target (UQ) average Long term HR staff: all employees :66 :77 :7 :75 :68 :7 HEI average HR staff cost per employee HEI average Staff costs as % of total UWE costs 6% 59% 58% 58% 58% 58% Female staff in top 5% of earners 3% 4% 35% 35% 35% 36% 4% 4% 5% BME staff % 6% % 7.% 6.8% 7.% 9% % 6% Disabled staff 4.% 5.% 3.7% 4.4% 4.4% 4.7% 5.5% 6.5% 9% Staff on temporary/fixed term contracts 8% % % % 9% 4% Part time staff 3% 35% 34% 4% 4% 4% Voluntary staff turnover 6.7% 7.7% 6.5% 4.4% 5.4% 6.6% Grievances (per, employees) HEI UQ Disciplinaries (per, employees) HEI UQ Tribunal applications (per, employees) HEI UQ Sickness: days off per employee HEI UQ Sickness: % of working days lost.8%.% 3.%.5%.5%.8% HEI UQ Staff recommending UWE as a place to work - 58% 53% 65% 7% 8% Staff feeling valued/recognised for their work - 5% - 65% 7% 8% Staff feeling proud to work for UWE - 66% 59% 65% 7% 8% UWE in Stonewall top 77 th 45 th 35 th Top * The year shown is the year of the DLA Piper Benchmark survey publication the data is that returned for the previous year. ** Where DLA Piper benchmark data is provided the data for UWE relates to UWE s DLA Piper Benchmark survey response for that publication year based the DLA Piper data definitions so will be different from values for the same metric shown elsewhere in the compendium. 5

26 Appendix TABLE STAFF IN POST AT 3//3 FACULTY / SERVICE HEADS 3 FTE* 3 HEADS FTE* HEADS FTE* Business and Law Arts Creative Inds & Education Environment & Technology Health & Life Sciences Faculty totals Commercial Services Corporate & Academic Services Centre for Performing Arts Directorate 4 4 Dean of Students Development and Alumni Facilities Finance Human Resources IT Services Library Services Marketing and Communications Research, Business & Innovation SPS - Admissions & Intl Dev SPS Sch. & Colleges Part. Serv. 3 9 SPS - Student Services Transformation Services Service totals Faculty and service sub total Associate Lecturers** Temporary staff (in assignment) All staff * FTE = full time equivalent ** AL FTE relates to the total for the previous academic year. 6

27 TABLE EMPLOYEE GROUP AND GRADE BY EQUALITY GROUP EMPLOYEE GROUP/ GRADE Senior Management 3 YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT DISABLED NOT DISABLED / KNOWN NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 68% 7% % 3% 9% 3 3.9%.6% % % 96% 97%.6%.3%.6% % 9.% 7.8% % 9% 9% Academic Grade J % 6% 64% % 39% 36% % 5.% 5.9% % 9% 9% % 3.%.4% 3.9%.% 3.5% % 99% 96% Grade I % 5% 54% % 48% 46% % 8.% 8.% % 89% 9% %.9%.8% % 4.7% 4.9% % Grade H % 48% 46% % 5% 54% % 6.% 6.% % 9% 9% % 3.6% 3.6% % 4.% 4.5% % 96% Grade G % 45% 4% % 55% 59% 8 5 3% 6% 3% 6 6% 7% 73% 3 8.3% 3.% 4.5%.8% 3.% 4.5% % 97% Associate Lecturers (previously Hourly Paid Lecturers) % 4% 4% % 58% 59% % 7.8% 7.3% % 87% 86% 3 5.5% 5.5% 6.7% % 3.4%.9% % 97% 97% 7

28 EMPLOYEE GROUP/ GRADE Research Grade H YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 55% 6% % 45% 39% 7.4% 6.% 5.6% 8 3 8% 85% 86% % 9.% 8.3% % %.8% % % 97% Grade F&G % 5% 48% % 49% 5% % 4% % % 79% 84% % 6.3% 4.7% 3 3.8%.7%.3% % 97% 98% Admin & Prof G & above % 4% 43% % 6% 57% 9 6.4% 5.5% 6.5% % 9% 9% 9.9%.6% 3.% 8 5.8% 6.% 5.6% % 94% 94% Grade A to F % 5% 5% % 75% 75% % 5.7% 5.3% % 9% 9% 4 5.6%.8%.6% % 5.3% 4.7% Technical G & above % 83% 83% 7% 7% 7% % 4.7% 3.% % 89% 9% % 6.3% 6.3%.5%.6%.6% % 98% 98% Grade A to F % 64% 66% % 36% 34% % % 8.% % 85% 87% % 4.7% 4.9% % 7.4% 6.6% % 93% 93% Manual Grade C to E % 8% 78% % % %.6%.5%.3% % 9% 94% % 5.% 3.4% % 7.6% 6.9% % 9% 93% 8

29 EMPLOYEE GROUP/ GRADE Manual YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN Heads Heads % Heads % Heads % Heads % Head s DISABLED NOT DISABLED / NOT KNOWN % Heads % Heads % Grade A&B % 4% 3% % 76% 77% 7.% 7.% 6.9% % 86% 86% 6.5% 6.5% 6.9% 7.% 7.% 7.5% % 93% 9% TSU Temps % 33% 3% % 67% 68% 4 9.6% 9.9% 8.% % 84% 85% % 6.% 6.7% % 4.7% 4.7% % ALL STAFF (excluding ALs/&TSU) % 43% 43% % 57% 57% % 6.6% 6.% % 9% 9% 7 3.7% 3.6% 3.5% % 5.% 5.% ALL STAFF % 4% 4% % 58% 58% % 6.9% 6.5% % 89% 89% % 4.% 4.% % 4.8% 4.8%

30 TABLE 3 AGE AGE BAND HEADS 3 FEMALE 3 MALE 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE Under % 45% 3.6% 3.8% 3.6% % 4% 8% 8% 9% % 44% 6% 6% 5% % 39% 7% 8% 9% % 44% % % % % 57%.4%.%.% TABLE 4 SEXUAL ORIENTATION GROUP HEADS 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE Bisexual 7.8%.7%.7% Gay man 35.%.9%.7% Gay woman/lesbian 39.%.%.% Heterosexual/straight 76 6% 58% 56% Other 9.3%.%.% Not declared/prefer not to say 6.% 5.9% 5.9% No data held 94 3% 33% 35% TABLE 5 RELIGION AND BELIEF GROUP HEADS 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE Buddhist 33.9%.%.8% Christian 95 6% 6% 6% Hindu 4.7%.6%.5% Jewish 9.3%.3%.3% Muslim 37.%.%.9% Sikh 5.%.%.% Another religion/belief 6.7%.7%.7% No religion/belief 9 3% 8% 7% Not declared/prefer not to say % 7.4% 7.7% No data held 3 3% 33% 35% TABLE 6 TRANS/TRANSGENDER CATEGORY HEADS 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE Yes 7.5%.5%.5% No 34 65% 6% 59% Prefer not to say 6.7%.6%.7% No data held 8 33% 36% 38% 3

31 TABLE 7 ETHNIC ORIGIN GROUP HEADS 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE Asian Bangladeshi.3%.3%.3% Asian Indian 39.%.%.9% Asian Pakistani 4.4%.5%.4% Asian Other 9.8%.7%.6% Black African 34.9%.7%.6% Black Caribbean 8.8%.8%.8% Black Other 4.%.%.% Arab 3.% - - Chinese 8.8%.8%.9% Mixed White/African 5.%.%.% Mixed White/Asian 4.4%.3%.4% Mixed White/Caribbean.3%.%.% Mixed Other.6%.5%.4% Other Ethnic background.6%.8%.9% Sub total 6 7.3% 6.9% 6.5% White British 897 8% 8% 8% White - English 6.4% - - White Irish 45.3%.4%.5% White Northern Irish.% - - White - Scottish 4.% - - White - Welsh 3.4% - - White Other 4 5.9% 6.3% 6.3% Sub total 39 89% 89% 89% Prefer not to say 37.%.5%.5% No data held 3.% 3.4% 3.6% Sub total 48 4.% 4.% 4.% All staff 36 % % % TABLE 8 NATIONALITY GROUP HEADS 3 PERCENTAGE 3 PERCENTAGE PERCENTAGE British 3 89% 89% 9% Irish 3.9%.9%.8% German 6.7%.7%.7% American 4.7%.8%.7% Italian 7.5%.5%.5% Greek 4.4%.3%.% Indian 4.4%.5%.3% Spanish 4.4%.3%.4% French.3% - - Canadian*.3%.3%.3% Malaysian*.3%.3%.3% Sub total % 94% 93% All staff 36 % % % 3

32 TABLE 9 TAKE UP OF FAMILY FRIENDLY LEAVE BY EMPLOYEE GROUP CATEGORY ALL SENIOR MGMT Maternity leave ACADEMIC 3 4 ADMIN/ PROF/ TECH 55 5 MANUAL Adoption leave 3 Paternity leave Parental leave Carer s leave All leave types % % % 73 6% 8 % % % indicates the proportion of the workforce.3% 3.3% 5% 8% TABLE TAKE UP OF CHILD CARE VOUCHERS YEAR ALL MALE FEMALE Heads Heads % Heads % % 39% 38% % 6% 6% 3

33 TABLE CONTRACT TYPE BY EQUALITY GROUP CONTRACT TYPE YEAR ALL GENDER ETHNICITY DISABLED STATUS MALE FEMALE BME WHITE NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Permanent % 43% 43% % 57% 57% % 6.% 5.8% % 9% 9% % 3.3% 3.3% % 5.% 4.7% Fixed Term % 43% 43% % 57% 57% % 9.3% 9.5% % 85% 83% % 5.9% 7.6% % 4.%.6% % 96% 97% Temporary % 33% 3% % 67% 68% 4 9.6% 9.9% 8.% % 84% 85% % 6.% 6.7% % 4.7% 4.4% % 96% TABLE MODE OF EMPLOYMENT BY EQUALITY GROUP MODE YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % Full-time % 5% 5% % 49% 49% % 7.% 6.6% % 89% 9% % 3.8% 3.9% % 4.6% 4.% % 96% Part-time % 3% 9% % 7% 7% % 6.6% 6.3% % 89% 89% % 4.% 4.5% % 5.% 4.7%

34 Section Staff recruitment TABLE 3 RECRUITMENT BY EQUALITY GROUP 3 Applied Shortlisted Appointed ALL MALE* FEMALE* BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 43% 39% % 56% 6% % 3% % % 85% 89% %.9%.5% % 4.5% 5.% % 96% Applied Shortlisted Appointed % 4% 35% % 59% 65% % 3% 9.6% % 86% 89% 8 5.%.5%.% % 4.5% 3.9% % Applied Shortlisted Appointed % 48% 45% % 5% 55% % 5% % % 84% 87% 53 5.%.%.8% % 3.7% 3.3% % 96% 98% * Data excludes applicants who did not declare a gender. Data relates to the period August to July. 34

35 TABLE 4 - RECRUITMENT TO THE TEMPORARY STAFF UNIT BANK BY EQUALITY GROUP 3 Applied Shortlisted Appointed ALL MALE* FEMALE* BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 6% 5% % 7% 7% % % % % 76% 76% % 3.7% 4.% % 6.% 5.% % Applied Shortlisted Appointed % 34% 33% % 64% 65% % % 9.8% % 87% 86% 4.% 3.% 3.9% 5.7% 3.%.% % 97% 98% Applied Shortlisted Appointed % 3% 3% % 7% 69% % % 4% % 86% 83% %.% 3.3% % 7.7% 6.6% % 93% * Data excludes applicants who did not declare a gender. Data relates to the period August to July. 35

36 TABLE 5 - INTERNAL RECRUITMENT ONLY BY EQUALITY GROUP 3 Applied Shortlisted Appointed ALL MALE* FEMALE* BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 35% 34% % 65% 66% % 9.6% 9.6% % 9% 9% 3.4%.8%.6% % 3.7% 3.9% % 96% Applied Shortlisted Appointed % 35% 3% % 65% 69% % % 7.4% % 87% 9% 4.%.%.% % 4.% 3.5% % 97% Applied Shortlisted Appointed % 47% 45% % 5% 54% % % % % 89% 86% 3.3%.6% 3.6% % 3.% % % 97% % * Data excludes applicants who did not declare a gender. Data relates to the period August to July. 36

37 Section 3 Leavers TABLE 6 LEAVERS BY CATEGORY BY EQUALITY GROUP LEAVER CATEGORY HEADS MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Resignation Voluntary severance End of fixed term contract Maternity leave non-return** Ill Health Death Dismissal Redundancy ALL LEAVERS (43%) (57%) 7 (7.6%) 38 (87%) 8 (5%) (5.9%) 33 (94%) ALL LEAVERS (44%) 7 (56%) 4 (7.8%) 74 (89%) 9 (.9%) 8 (5.9%) 89 (94%) ALL LEAVERS (4%) **Includes non-return from adoption leave. The analysis excludes hourly paid and temporary staff. 6 (58%) 49 (%) 383 (85%) 6 (3.6%) 9 (4.%) 49 (96%) 37

38 TABLE 7 REASONS FOR LEAVING REASON FACULTIES SERVICES TOTALS 3 TOTALS TOTALS Moving out of area Returning to education Giving up employment Personal/domestic reasons Promotion/career devel/prospects Travel difficulties to/from work 3 4 Physical working environment Organisational culture Management style Working relations 3 3 Workload demands/stress Company benefits 5 Discrimination/harassment Retirement Redundancy 3 3 Ill health End of fixed term contract Seeking a more challenging role Seeking more training&development 6 3 Career change Higher salary 7 Seeking more flexible working NUMBER OF RESPONDENTS Notes: Data is taken from the exit survey completed by leavers; individuals can indicate more than one reason for leaving. 38

39 Section 4 Staff development and career progression TABLE 8 INTERNAL TRAINING ATTENDANCES BY EQUALITY GROUP Year ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % 3*** ** * % 33% 34% % 67% 66% % 7.6% 6.3% % 9% 9% %.%.9% % 5.4% 4.8% % * Includes 338 staff attendances for compulsory fire safety training. ** Includes 368 staff attendances for compulsory fire safety training. *** Includes 6 staff attendances for compulsory fire safety training. TABLE 9 CAREER PROGRESSION BY EQUALITY GROUP YEAR TOTAL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 6.9% 5.7% % 4.7% 5.4% % 8.5% 5.9% % 5.8% 4.9% % 7.% 5.8% % 3.9% 5.6% 7 6.7% 4.3%.7% % 7.% 5.9% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. 39

40 TABLE CAREER PROGRESSION BY TYPE TYPE YEAR TOTAL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED / NOT KNOWN Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % Promotion % 3.8%.8% %.7% 3.% % 4.6%.5% % 4.% 3.4% % 3.9%.8% %.8%.4% % 3.7%.7% % 3.9%.9% Regrading %.9%.8% 5 3.%.9%.8% %.8%.8%.8%.4%.5% 6.7%.9%.8%.8%.6%.6%.6% % % 8 5.7%.9%.8% Secondment %.%.9% 3 7.9%.5%.7% %.5%.%.8%.4%.5% %.%.9%.8%.6% % %.6% % %.%.9% Temporary Upgrade %.%.3% %.6%.6% %.5%.7% 4.7%.9%.5% %.%.3% % %.6%.6% % % %.%.3% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. TABLE GENDER PAY GAP GROUP All staff All staff excluding senior management and TSU temps * data not available % 5.3% * *.%.5%.% 8.% 4

41 Section 5 Formal procedures TABLE STAFF GRIEVANCES BY EQUALITY GROUP YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED/ NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % % 9 6% 6.7% 4 93% % 3 8 6% 5 38% 5% 85% - - 5% 85% 6 7% 5 83% % % TABLE 3 STAFF DISCIPLINARIES BY TYPE BY EQUALITY GROUP YEAR/TYPE ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED/ NOT KNOWN Heads Heads % Heads % Heads % Heads % Heads % Heads % Heads % 3 Conduct Capability Performance % - % % % % % - - % % - 5 % 5% % Total % % % % % 8 89% Total % 3 43% 4% 5 7% 4% % Total 7 7% 3 3% 3 3% 7 7% % Total 9% 9% 9% 9 8% 9% 8% 9 8% 4

42 Section 6 Sickness absence TABLE 4 - SICKNESS ABSENCE RATES BY FACULTY / SERVICE FACULTY/SERVICE DAYS LOST 3 INCIDENTS 3 ABSENCE RATE 3 ABSENCE RATE ABSENCE RATE Business and Law %.5%.% Arts Creative Inds & Education %.6%.% Environment and Technology %.5%.% Health and Life Sciences %.7%.8% Faculty sub total %.8%.7% Commercial Services 35 6.% Corporate & Academic Services %.6%.9% Directorate & other* 45.4%.5%.6% Facilities % 4.3% 3.7% Finance % 3.9%.3% Human Resources %.%.% IT Services %.9%.5% Library Services %.7%.8% Marketing and Communications 7.6%.8%.5% Research, Business & Innovation %.9%.5% SPS - Admissions & Intl Dev %.6%.3% SPS Sch. & Colleges Part. Serv % 4.7%.% SPS - Student Services %.8% 3.% Transformation Services 38.%.% - Service sub total % 3.%.9% All services excluding manual staff %.6%.4% Manual staff only % 5.4% 4.6% All staff %.4%.% *Includes Dean of Students, Development & Alumni, CPA, Excludes hourly paid staff. 4

43 TABLE 5 SICKNESS ABSENCE RATES BY EQUALITY GROUP YEAR ALL MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED* NOT DISABLED/ NOT KNOWN 3.3%.8%.7%.%.3% 3.% 5.%.%.4%.7% 3.%.6%.4% 5.3% 6.4%.% *Data includes disability leave and disability related absence 43

44 TABLE 6 - REASONS FOR SICKNESS ABSENCE Proportion of days lost Proportion of incidents REASON 3 (%) (%) (%) REASON 3 (%) (%) (%) Stress / depression 3.4% 7.6% 7.% Cold / flu / virus 33.5% 3.7% 3.9% Cold / flu / virus 6.5%.6% 3.8% Sickness / diarrhoea.%.% 7.9% Hospital admittance.5%.9% 7.6% Infection 8.4%.6%.8% Injury 7.8% 5.% 4.6% Headache / migraine 8.3% 8.% 7.4% Infection 6.8% 7.4% 8.9% Not known 7.8% 6.3% 3.% Disease 5.3% 7.8% 5.6% Stomach complaint 6.% 7.% 9.4% Not known 5.%.%.6% Stress / depression 5.4% 5.3% 4.% Sickness / diarrhoea 4.% 3.4% 3.% Back / sciatica 3.6%.8% 3.8% Back / sciatica 3.6%.9% 6.3% Injury 3.% 3.% 3.% Fatigue 3.%.3%.% Hospital admittance.7%.9% 4.3% Stomach complaint.6% 3.% 3.9% Dental / oral.3%.6%.3% Headache / migraine.4%.3%.% Fatigue.%.%.% Pain.%.7%.9% Pain.%.%.5% Heart / blood pressure.%.3%.3% Dizzy spells.%.%.6% Dizzy spells Maternity related Allergy; Asthma; Skin complaint Dental / oral Gynae / menstral Eye problems Hospital appointment Diabetes: Arthritis: Muscular / rheumatic Less than % Less than % Less than % Allergy; Arthritis Maternity related Asthma; Diabetes Hospital appointment Eye problems Heart / blood pressure: Disease Gynae / menstral Skin complaint Muscular / rheumatic Less than % Less than % Less than % 44

45 Section 7 Employee assistance programme (EAP) TABLE 7 USE OF EAP SERVICES TYPE 3 HEADS MALE FEMALE HEADS MALE FEMALE HEADS MALE FEMALE Helpline advice / information Telephone counselling Face-to-face counselling Legal information TOTAL USAGE Take up by gender 9% 7% 3% 77% 5% 75% Data relates to the period October to September 45