EDI Monitoring & Reporting

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
Our University Access and Participation Plan targets

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
Professorial grade	24.5%	27.5%	27.5%	28%	29.5%	29.6%
Grade 9 academic staff	35%	33.5%	35.5%	36.5%	40.3%	42.2%

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	2024 Race Equality Charter Target	January 2023 position
Academics	Professor	9%	15%	12%
	Grade 9	17%	17% (Readers) 24% (Senior Lecturer)	18%
	Grade 8	24%	33%	29%
	RF7 RF8	33% 33%	None set	33% 37%
Professional Services	Grade 10	5%	8%	8%
	Grade 9	8%	13%	9%
	Grade 8	13%	17%	17%
	Grade 7	17%	20%	20%
	Grade 6	20%	23%	24%
	Band 500	23%	23%	24%
	Band 400	18%	24%	23%
	Band 300	24%	24%	29%
	Band 200	40%	None set	33%

Staff disclosing their protected characteristics

Equality Act 2010 protected characteristic	Equality Act 2010 definition and additional notes	Staff disclosure rate as of January 2023
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	94.9%
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.	70.1%
Religion or belief	A person’s religion, philosophical belief or non-belief	60.8%
Sexual orientation	A person’s orientation to people of the same sex, of the opposite sex or of either sex	59.4%
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.	20.6% (gender identity) 30% (gender identity and birth sex)

Student access and participation

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 2023 Staff Data Report.

Student data

2023 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 2022:

Women’s average hourly pay is 16.3% (mean) or 17.6% (median) lower than for men
Women’s average bonus pay is 53.6% (mean) or 25% (median) lower than for men

You can read the full Gender Pay Gap Report 2022 (PDF) , Gender Pay Gap Report 2022 (Word) here, which includes the actions the University is taking to reduce the gender pay gap.

We have reported on the University’s Gender Pay Gap since 2017. During that time:

Our mean pay gap has reduced year-on-year from 19.9% in 2017 to 16.3% in 2022
Our median pay gap has reduced overall from 23.3% in 2017 to 17.6% in 2022

Further Information

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's 2022 ethnicity pay gap is based on our staff population as on 31st March 2022. It shows:

The average hourly pay of Black, Asian and minority ethnic staff is 11.7% (mean) or 15.2% (median) lower than for staff from white ethnic groups
The average bonus pay of Black, Asian and minority ethnic staff is 38.9% higher (mean) or 25.0% (median) lower than for staff from white ethnic groups

The Ethnicity Pay Gap Report 2022 (PDF) , Ethnicity Pay Gap Report 2022 (Word) are available here and provide information on the actions the University is taking to reduce its ethnicity pay gap.

Further Information

Ethnicity Pay Gap Report 2021 (PDF), Ethnicity Pay Gap Report 2021 (Word)