EDI Monitoring & Reporting

Staff EDI Strategy success measures

We have key success measures against which we measure the progress of our EDI Strategy:

Our % of female Professors and grade 9 female academic staff
Our % of Black, Asian and minority ethnic staff at each grade in Professional Services and Academic roles
Our % of staff disclosing information on their protected characteristics

Female Professors and grade 9 female academic staff

Our female academic population significantly decreases at senior grades. We want male and female representation in these roles to be 50/50, with an initial aspiration of 30% female Professors and 40% female grade 9 academic staff.

University % female academics (as of January of each year)
	2018	2019	2020	2021	2022	2023	2024
Professorial grade	24.5%	27.5%	27.5%	28%	29.5%	29.6%	31.6%
Grade 9 academic staff	35%	33.5%	35.5%	36.5%	40.3%	42.2%	41.9%

Black, Asian and other minority ethnic staff

The EDI Strategy includes a success measure of increasing the ethnic diversity of our leadership and senior staff. This based on the University’s Race Equality Charter Action Plan commitment to increase representation of minority ethnic staff across the majority of grades across the University, (other than Band 200 and Academic Grades 6 – 7 where representation is already relatively high).

University Black, Asian and minority ethnic staff (%)
		Race Equality Charter 2021 starting point	Race Equality Charter Target	January 2023 position	January 2024 position
Academics	Professor	9%	15%	12%	13%
	Grade 9	17%	17% (Readers) 24% (Senior Lecturer)	18%	19.3%
	Grade 8	24%	33%	29%	31%
Professional Services	Grade 10	5%	8%	8%	9.6%
	Grade 9	8%	13%	9%	7.6%
	Grade 8	13%	17%	17%	16.6%
	Grade 7	17%	20%	20%	20.4%
	Grade 6	20%	23%	24%	26.3%
	Band 500	23%	23%	24%	24.6%
	Band 400	18%	24%	23%	25.4%
	Band 300	24%	24%	29%	28.8%

Staff disclosing their protected characteristics

Equality Act 2010 protected characteristic	Equality Act 2010 definition and additional notes	Staff disclosure rate as of January 2024
Age	A person’s specific age and age group	100%
Sex	A man or a woman of the same sex	100%
Race or ethnicity	A person’s colour, nationality and ethnic or national origins	94%
Disability	A person who has a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry bout normal day-to-day activities.	69%
Religion or belief	A person’s religion, philosophical belief or non-belief	66%
Sexual orientation	A person’s orientation to people of the same sex, of the opposite sex or of either sex	58.5%
Gender reassignment	A person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex. The University asks staff about their ‘gender identity’ and also if their gender identity differs from their birth sex. This will include staff who fall within the Equality Act 2010 definition of gender reassignment and staff who do not.	49% (gender identity) 46% (gender identity and birth sex)

Staff and student population data and EDI annual report

We produce annual data reports on our staff and student populations in relation to the Equality Act 2010 protected characteristics. An annual report on progress against EDI Strategy objectives is also made to University Council.

Staff data

The annual staff data report is based on a snapshot of the University population in January of each year. It examines staff population data by the Equality Act 2010 protected characteristics, intersections of those characteristics and by staff group and grade.

Read more about the January 2024 Staff Data Report.

Student data

Please refer to the Student Equality, Diversity, and Inclusion page for further information.

The annual student data report is based on a snapshot of the University’s student population in November of each academic year. The University publishes this information annually on data collected which is related to age, disability, gender reassignment, race, religion or belief, sex and sexual orientation. The University does not collect or hold specific data for statistical analysis in relation to students who are married or in a civil partnership or are pregnant or on maternity leave.

Equality Assurance Report

Read the 2023 Equality Assurance Report.

University Pay Gap Reports

We produce annual reports on our gender and ethnicity pay gaps.

Gender Pay Gap

The Gender Pay Gap compares the average hourly pay (mean and median) of female staff and male staff. It reflects the distribution of male staff and female staff across the grades of employment, with a gender pay gap typically reflecting a greater proportion of male staff holding posts at senior grades and a greater proportion of female staff holding posts at more junior grades. The gender pay gap is distinct from equal pay, which compares the pay of female and male staff undertaking the same or similar work.

The University publishes its gender pay gap data on an annual basis. Each report is based on the staff population as of 31st March.

As of 31st March 2023:

Women’s average hourly pay is 15.3% (mean) or 16.9% (median) lower than for men
Women’s average bonus pay is 45.1% (mean) or 0% (median) lower than for men

Further Information

Gender and Ethnicity Pay Gap Report 2023 (PDF)

Gender and Ethnicity Pay Gap Report 2023 (Word)

Ethnicity Pay Gap

The Ethnicity Pay Gap compares the average hourly pay (mean and median) of staff from Black, Asian and minority ethnic groups and staff from white ethnic groups. As with the gender pay gap, it reflects the distribution of staff from different ethnic groups across the grades of employment at the University, with an ethnicity pay gap typically indicating a greater proportion of staff from white ethnic groups holding posts at senior grades and a greater proportion of minority ethnic staff holding posts at more junior grades.

The University publishes its ethnicity pay gap data on an annual basis. Each report is based on the staff population as of 31st March.

The average hourly pay of Black, Asian and minority ethnic staff is 12.2% (mean) or 18.0% (median) lower than for staff from white ethnic groups
The average bonus pay of Black, Asian and minority ethnic staff is 17.2% (mean) or 0% (median) lower than for staff from white ethnic groups

Further Information

Gender and Ethnicity Pay Gap Report 2023 (PDF)

Gender and Ethnicity Pay Gap Report 2023 (Word)