We are currently developing our EDI data analysis to better reflect the intersectional nature of EDI issues and individuals' experiences.
The following benchmarks have been identified in our EDI Scheme 2021 - 2024 as key markers of progress:
Percentage of female Professors and female grade 9 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. As the data below illustrates, there is considerable variance in the proportion of female academics across our Colleges. Colleges are developing their own targets and action plans to address women's representation locally.
|
University % Female Academics (as of January)
|
|
|
2018
|
2019
|
2020
|
2021
|
2022
|
|
Professors
|
24.5%
|
27.5%
|
27.5%
|
28%
|
29.5%
|
|
Readers/SL/SRF
|
35%
|
33.5%
|
35.5%
|
36.5%
|
40.3%
|
|
College % Female Academics (as of January)
|
|
|
|
2018
|
2019
|
2020
|
2021
|
2022
|
|
CAL
|
Professors
|
40%
|
44.5%
|
45.5%
|
48%
|
50%
|
|
Readers/SL/SRF
|
40.5%
|
38%
|
40%
|
39%
|
45%
|
|
CoEPS
|
Professors
|
8.5%
|
12.5%
|
13.5%
|
15%
|
16%
|
|
Readers/SL/SRF
|
17%
|
15%
|
17%
|
18.5%
|
19%
|
|
CoLES
|
Professors
|
21.5%
|
24%
|
24%
|
25%
|
29.5%
|
|
Readers/SL/SRF
|
32.5%
|
34%
|
35.5%
|
35%
|
37%
|
|
CoMDS
|
Professors
|
25%
|
28%
|
26.5%
|
25%
|
29%
|
|
Readers/SL/SRF
|
43.5%
|
41.5%
|
41.5%
|
43.5%
|
48.5%
|
|
CoSS
|
Professors
|
32.5%
|
33.5%
|
32%
|
33%
|
29%
|
|
Readers/SL/SRF
|
37.5%
|
37%
|
43%
|
45%
|
49.5%
|
All data is as of the 1st January of the given calendar year.
Percentage of staff choosing to confidentiality share information on their disability status, gender identity, sexual orientation and religion or belief with the University
There are some Equality Act protected characteristics where the information we hold in relation to our staff is very limited. This impacts on our ability to measure key employment activities by these factors, which in turn impacts on our ability to identify and address issues affecting staff with these characteristics or intersections of them.
We want to increase staff confidence in disclosing this confidential information to the University to at least 80%.
|
Protected Characteristic
|
Disclosure Rate 2021
|
Disclosure rate 2022
|
|
Disability
|
86.8%
|
74.3%
|
|
Gender identity
|
12%
|
18%
|
|
Religion or Belief
|
48.6%
|
57.4%
|
|
Sexual Orientation
|
49%
|
55.6%
|
Access and Participation Plan targets
Widening Participation and Access