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BSU Equality Data - Staff & Board of Governors
Staff & Board of Governors
The University produces an annual staff Diversity Report to our Vice-Chancellor, which includes equality data related to staff and the Board of Governors. The following data has been taken from the 2011 report, which reviews the period from 1 August 2009 to 31 July 2010. The data is based on staff employed as at 31 July 2010 and where possible has been benchmarked against UK and SW region HESA (South West regional Higher Education Statistics Agency) for 2009/10.
For reference:
- Senior staff at Bath Spa University are defined as being at Grade 9s/Ac4s and above.
- Academic staff are defined as staff responsible for planning, directing and undertaking academic research and teaching with higher education institutions.
- Support staff are defined as staff who do not have an academic function and will include functional professional staff, student welfare workers, cleaners, caterers and administrative staff.
Gender data
The female percentage for Academic and Support staff has decreased slightly in 2009/10. The academic percentage, including Part Time Lecturers (PTL’s), has dropped by 1% to 50% compared to a 0.5% decrease for support staff to 65.5%.Figure 1 shows the comparison to HESA UK and SW data which shows that despite this, BSU has a consistently higher percentage of academic and support females than both of these comparator groups. Due to the current economic climate and limited recruitment and promotion opportunities it is unlikely that there will be any change in the short-term. However, a female Vice-Chancellor was recruited in January 2012, which will be reflected in future reports.
The proportion of females at a senior level for Academic and Support staff remains lower than the proportion of female Academics and Support staff at BSU overall. Both sets of percentages are down compared to the previous year and details of the percentages are provided in figure 2a.This is also reflected in the overall BSU percentage of senior female post holders which has decreased to 31% from 34% in the previous year as shown in figure 2b.Female representation on the Board of Governors is 29%.All of our senior female percentages are higher than the percent quoted in Lord Davies report of February 2011, who recommended that representation of “women on Boards” should be at least 25%.The female representation by grade, excluding part-time hourly paid lecturers, shows that the key point where female representation diminishes for all staff is at Grade 9s/Ac4s (Figure 3a).Figure 3b shows that although the female representation for Academic staff drops at Grade 9s/Ac4s (from 49% to 36%), the drop in female representation for Support staff is most significant at Grade 9a/Ac4a and at DVC & VC level.
Figure 1 - Percentage of all female Academics and Support Staff in BSU compared to HESA data
Figure 2 - (a) Comparison of the percentage of females, at BSU and at senior grade, by staff type and year (excluding PTLs)
Data used in Figures 2 (a) and (b) does not include PTHP or casuals, using salaried staff only. Therefore percentages given in Figure 1 and Figure 2 are not comparable.
Figure 2 - (b) Actual Numbers and Percentages of Senior Females, by staff type and year
Figure 3 - (a) Total Female Representation Against Average BSU Female Representation (excluding PTLs)
Figure 3 - (b) % Female Representation at each Grade, by Support and Academic (excluding PTLs)
Disability data
The percentage of staff who declared a disability has risen by 1% to 6% for both Academic and Support staff. Among senior staff with a declared disability the percentage rises to 19%.There were no declared disabilities by members of the Board of Governors. The proportion of staff with a declared disability at BSU is above HESA UK and SW benchmarks.
Ethnicity data
There has been a steady increase in BME representation at the University, first noted in our 2008/09 report, to 3.6%. When this is broken down into Academic and Support staff, and compared to HESA SW and UK data (Figure 4), it shows that the percentage of Support staff matches SW data, the percentage of Academic staff is nearly half of SW data, this is comparable with previous annual reports.
Senior BME staff percentage has increased slightly; however, this is due to the reduction in other staff, rather than an increase in the numbers of BME staff. Within the Board of Governors, 89% declared they were of a white background and 11% were of a BME or other background.
Despite a rise in the representation of BME staff, the University remains under represented compared to other UK HEIs (Higher Education Institutes). The University will be considering whether positive action in recruitment, in accordance with the Equality Act 2010 will enable an increase in representation. However, while recruitment remains low, it is unlikely that it would have a significant effect.
Figure 4 - Comparison of 2009/10 HESA data, for BME representation, for UK, SW and BSU benchmarks (%)
Age data
In 2008/09 showed that we had a lower proportion of Academics below 35, compared with HESA UK and SW benchmarks. In 2009/10 the proportion of Academics below aged 31-35 is still below the HESA UK and SW benchmarks the gap has decreased from a variation of 6% to 3% (Figure 5a).The peak age group for both Academic and Support BSU staff is 46-50 years (Figures 5a and 5b).
Figure 5 - Age Distribution Comparison
(a) Academic staff 2009/10
(b) Support staff 2009/10
Staff Recruitment data
Recruitment data is divided across 3 of the protected characteristics, Gender, Disability and Race (BME). Data is collected on other protected characteristics, however, with the exception of Age; the information collected on other characteristics is small. Figure 6a shows the percentage of female, disabled and BME candidates in 2009/10.
Figure 6 - (a) Percentage of candidate applying, being shortlisted for interviews and being offered positions, by diversity area.
Gender Recruitment
The 2009/10 statistics are consistent with previous years in that a higher proportion of females than males are applying and being interviewed. Though 58% of all applicants were female a higher proportion of female candidates were offered posts.
Disability Recruitment
1% of applicants declared a disability, when comparing the number shortlisted and offered the percentage increases, indicating that a high number of disabled applicants were offered interviews. A higher percentage of those being offered posts are Academics.
BME Recruitment
The percentage of BME applicants applying to BSU has increased from 7.8% to 10.2% and the percentage offered posts has doubled to 10%. Figure 6b shows the steady increase in the percentage of offers made since 2005/06. We are below the HESA UK benchmark but if progress were to continue on a similar trend, we would expect to match the benchmark within 5 years.
Figure 6 - (b) Recruitment stages for BME Representation 2005/06 to 2009/10
Leavers data
Leaver data is divided across 4 of the protected characteristics, Gender, Disability, Race (BME) and Age. Data is now being collected on other protected characteristics; currently the amount of data is small. Out of the 68 staff that left BSU in 2009/10 the three main reasons were resignation (38%), redundancy (31%) and retirement (12%).
Leavers by Gender
More than 67% of resignations, redundancies and retirements were from female staff. Having looked at this further there were a higher proportion of resignations from female staff in 2009/10, due to recording difficulties 25% of these resignations are shown as reason unknown. As a result of this data collection problem, the system has been revised to enable better analysis.
Leavers by Disability
2.8% of total leavers were staff who declared a disability, this less than the overall proportion who declared a disability at BSU.
Leavers by Ethnicity
5.6% of the total number of leavers were BME staff, the actual number of BME staff are small.
Leavers by Age
Figure 7 shows that in 2009/10 58% of leavers were over the age of 51, this is similar to the distribution for the previous year.
Last Updated: 27 January 2012