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					Annual Monitoring Report on Staff Diversity 2008/2009




Alison Preece                    Rachel Demery
Equality and Diversity Manager   Equality and Diversity Adviser

July 2009
Contents

Page

3.     Introduction

3.     Section 1:Staff Profile

6.     Section 2:Benchmarking

8.     Section 3:Specific Strands

                  Ethnicity
                  Disability
                  Gender
                  Age

13.    Section 4: Specific Functions:

                  Recruitment
                  Contract Status
                  Staff Development and Training
                  Complaints/Grievance, Discipline

17.    Conclusion




                                                     2
Annual Monitoring Report on Staff Diversity

1. Introduction

1.1   As a public authority legislation requires us to report on the diversity of our
      staff with particular respect to disability, gender and race. Such reporting is
      important for the University to assist in identifying inequality and in assessing
      the outcomes of University equality and diversity policies.

1.2   The Race Equality policy, the Gender Equality Policy and the Disability
      Equality policy all have associated action plans from which single equality
      action plans have been drawn. These plans are now utilised by the academic
      schools and a number of corporate departments, so that progress can be
      recorded on the six equality strands (age, disability, ethnicity, gender, sexual
      orientation, and religion or belief). Progress reporting has taken place this
      year on actions that have been achieved and these were incorporated into
      the annual Equality and Diversity Report.

1.3   This report is split into three sections. The first gives an overall view of the
      diversity of the staff employed at the University whilst the second sets these
      statistics in the context of local, regional and national statistics. Section three
      considers the strands of ethnicity, gender, disability and age in more detail
      and the fourth looks at the functions of the Human Resources department
      with a particular emphasis on recruitment.

2. Section 1. Staff profile

2.1   This year’s report is based on the new grades resulting from the
      implementation of the framework agreement. The report will follow the
      reporting structures of the Higher Education Statistical return separating
      academic and non academic members of staff. The following table provides
      an indication of how the grades have changed

2.2   Figure 1. Comparison of grades
       Grades prior to framework         Grades post framework
       agreement                         agreement
       Admin APT&C Grade 1-6             Support
       Crèche workers                    Framework Grades 1-5
       Security
       Senior officers 1-2               Managerial and professional
       Middle management 3-1             Grades 6-10
       Researchers                       Academic
       Academics                         Grades 7-10
       Senior executives                 Senior executives


2.3   Of all staff who work at the University, 25% are employed on academic
      contracts, 5% as senior executives, 52% on support staff contracts, and

                                                                                 3
      18% are employed in managerial and professional grades. Figures 2 and 3
      below give an overall view of the staff employed at the University as of 31
      March 2009. It is based on a core permanent staff of 751 people and does
      not include staff on variable hours contracts.

2.4   Figure 2. Percentage of staff by gender, disability and ethnicity over
      previous years
                          2008/9          2007/8          2006/7
       Female staff       56              58              59.2
       Male staff         44              42              40.7
       Staff declaring a  2.2             1.8             1.6
       disability*
       Staff declaring an 5.5             5.8             6
       ethnic background
       other than white
       British or Irish*

      * as a percentage of known status.

2.5   Figure 3 gives details of the age profile of University staff as a whole. In total
      75.3% of all staff are aged over 35. The largest number of staff are in the 46-
      50 age bracket, with the age group 20 and under, having the lowest number
      of staff.

2.6   Figure 3. Numbers of staff in different age groups


                        140
                        120
                        100
         Numbers




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                                           Age



2.7   Figure 4. gives details of staff by gender, grade and ethnicity. This suggests
      that the male population of the employees is more diverse than the female
      with an even distribution across grades, however, numbers are relatively
      small and this causes concern for interpretation of statistical significance.




                                                                                4
2.8   Figure 4. Percentage of staff by gender, grade and ethnicity




                                                                               PROFESSIONAL
                                                                               MANAGERIAL
                                                    EXECUTIVES
                                        ACADEMIC




                                                                     SUPPORT
                                                    SENIOR




                                                                               AND
                   Ethnic
      Gender       Origin        %       %       %       %
                   White
      Female       British/Irish   86.95  100.00   92.46                         91.67
                   Other
                   white            2.40            1.98                           2.78
                   Black or
                   Black
                   British          2.40
                   Asian or
                   Asian
                   British                          0.40                           1.39
                   Chinese            2.40                         0.79            0.00
                   Other
                   ethnic             2.40                         0.00            1.39
                   Unknown            3.61                         4.37            2.78
      Female
      Total                        100.17*                       100.00        100.00
      Male
                   White
                   British/Irish    84.76           88.89         91.11          91.00
                   Other
                   white              4.76                         2.96            3.13
                   Asian or
                   Asian
                   British            1.90                         0.74            1.61
                   Chinese            0.95                         0.74            0.00
                   Other
                   Asian              0.95           3.70          0.74            1.61
                   Mixed              0.95                         0.74            1.61
                   Other
                   Ethnic             0.95                         0.74
                   Unknown            3.81           7.41          2.22
                   Refused            0.95
      Male Total                   100.00          100.00        100.00         98.96*
      *rounding errors



                                                                                              5
2.9     Visiting Lecturers
        For the first time details of the visiting lecturers are included in this report.
        The tables below giving an indication of the numbers, gender and ethnicity of
        the visiting lecturers employed by the University. This does not give an
        indication of how many hours each lecturer has worked or how often they
        have worked in the last year.

        Overall more men than are employed as visiting lecturers (a similar trend to
        permanent academic staff) with 4% declaring an ethnic background other
        than white British or Irish.

2.10    Figure 5. Numbers of visiting lecturers by school by gender
                                                 Female Male     Total
         Centre for Community and Lifelong
         Learning                                     13      18     31
         Newport Business School                      12      33     45
         School of Art, Media and Design              19      27     46
         School of Education                          38      29     67
         School of Health and Social Science          31      23     54
         Total                                       113     130    243

2.11    Figure 6. Percentage of visiting lecturers by school by ethnicity
                                   British/Irish




                                                                                       Unknown
                                                           Asian or
                                                           Black or

                                                           British


                                                           British


                                                                            Mixed
                                   White



                                                   White
                                                   Other




                                                           Asian
                                                           Black




                                                                                                       Total
                                          %          %        %      %      %          %               %
      Centre for Community
      and Lifelong Learning        87.09                    3.22                     9.67        99.98*
      Newport Business
      School                       84.44           2.22                             13.33        99.99*
      School of Art, Media and
      Design                       65.22           6.52            2.17   2.17      23.91        99.99*
      School of Education          88.06                           1.49             10.45          100
      School of Health and
      Social Science               70.30            3.7                              26.0          100
      Total                         78.6            2.5     0.41    0.8   0.41      16.28          99*
          *Error due to rounding

3. Section 2. Benchmarking

3.1     The majority of staff working at the University live within a 25 mile radius of
        Newport. 91.5% live in the postcode region with CF or NP prefix, which
        covers an area from Porthcawl in the west, to Caldicot in the east through to
        Merthyr Tydfil and Brynmawr in the north. By grade, 83% of academics live
        in the CF/NP geographical area, 98% of Managerial and Professional
        grades, 96% of Support staff and 62% Senior Executives.



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3.2   As the majority of staff travel from within the local area it is useful to compare
      the profile of this area with that of our employees (where statistics are
      available), whilst also considering national statistics for those grades of staff
      who live at a greater distance from the University.

3.3   Figure 7. National, regional and local statistics for gender.

                                     % female of          % male of
                                     working age          working age
                                     population           population
          UK                         48                   52
          Wales                      48                   52
          South East Wales1          48                   52
          All Welsh HEIs             52                   48
          University of Wales,       56                   44
          Newport
      1
        [000959] Stats Wales, Annual Population Survey labour market data for
      population of working age, rolling annual averages, Welsh local authorities

3.4   The table above indicates the higher proportions of women working in the
      education sector within Wales. The Office for National Statistics (ONS)
      confirms that almost 42 per cent of female jobs were in the sector of public
      administration, education and health compared with only 19 per cent of male
      jobs.

3.5   Figure 8. National, regional and local statistics for disability
                     University of       HEIs in    South East     Wales
                     Wales, Newport      UK         Wales

          % Disabled    2.2                  23          232              21.92

      2[005510] Local Labour Force Survey/Annual Population Survey: people of working
      age with disabilities, by disability type and local authority (disability type, local
      authority) NS
      3
        Higher Education in Facts and Figures – 2008 Universities UK (academic staff)

3.6   There has been an increase in the numbers of staff reporting that they
      consider themselves to be disabled in some way. A specific survey of the
      staff has recently been undertaken which is discussed in further detail in
      section 3. The discrepancy between the national figures and those for Higher
      Education Institutions may be due to a range of factors including the historical
      reluctance of staff to disclose or the way in which the data is collected and the
      definitions used for disability.




                                                                                    7
3.7   Figure 9. National, regional and local statistics for ethnicity
                           University
                           of Wales,     Newport %4 Wales %5 UK %5
                           Newport %
        White British/
       Irish                      90.1           93.9          96.6   92.1
       Other white                  2.7           1.3          1.28
       Black or Black
       British                    0.27            0.5          0.24    2.0
        Asian or Asian                                                 4.0
       British                    1.33            2.6          0.88
        Mixed                       0.4           1.2          0.61    1.2
       Chinese                      0.8           0.2          0.22    0.4
       Other ethnic
       group                      0.66            0.3                  0.4
       Unknown                      3.6
       Refused                    0.13
      4
          Newport City Council based on Census figures 2001
      5
          Office for National Statistics. Census figures 2001

3.8   The table above provides an indication of the ethnic diversity of the staff
      within the University compared to the surrounding area. Wales overall has a
      lower number of people from ethnic minority backgrounds than the UK in
      general, however the immediate area of Cardiff and Newport tend to have a
      more diverse population and it is this area that is useful to consider in
      comparison to the University. The figures indicate that the staff are drawn
      from a range of ethnic backgrounds with a higher percentage of employees
      declaring a background of other white and Chinese than the percentages for
      Newport.

4. Section 3. Specific strands

4.1   Ethnicity
      Figure 10. indicates the number and percentage of University staff by their
      ethnic background and where they are situated on the University grading
      structure. 3.6 percent have not declared their ethnicity and 0.1 percent do not
      wish to disclose. The ethnic group White British incorporates those who have
      declared themselves to be British, Scottish or Irish. The group White British
      represents the highest number of University staff situated in the Support
      grade. This is followed by the grade of Academic staff. The category Other
      White has been used in order to add clarification for staff who consider
      themselves to be white but not British. This streamlining of categories and
      move away from recording statistics under the heading BME (black minority
      ethnic) has been adopted to assist the University in reporting clearer trends
      and in comparing figures produced by other agencies. The most ethnically
      diverse group of staff appears to be those in the Academic grade.



                                                                              8
4.2   Figure 10. Ethnicity of staff by grade

                        Academic       Senior         Support         Managerial
                                       Executives                     and
       Ethnic Origin                                                  Professional
                            %              %              %                %
       White
       British/Irish            85.6           92.5             92             90.5

       Other white               3.7                            2.3             2.9

       Black or Black
       British                   1.2
       Asian or
       Asian British             1.6            2.5             0.8             2.2

       Chinese                   1.6                            0.8

       Mixed                     0.5                            0.3             0.7

       Other ethnic
       group                     1.6                            0.3             0.7

       Unknown                   3.7             5              3.5              3

       Refused                   0.5
       Total                    100            100            100              100

4.3   Disability
      Of those employed at the University who have declared a status, 2.2 percent
      of staff have declared a disability which could be recognised under the
      Disability Discrimination Act 2005. However, the University staff satisfaction
      survey of 2006, recorded that of 375 respondents, 7.4 percent stated they
      had a disability. The University has recently completed implementation of the
      National Framework agreement which has led to the delay in addressing the
      discrepancy in these figures. Work is now under way to improve formal
      disclosure rates by surveying all University staff as part of the request by the
      Higher Education Statistical Agency for the annual return of data. It is
      anticipated that the updated figures for University staff disability disclosure,
      will be published in the annual Equality and Diversity report due in
      September 2009. Early indications show that we have had a good response
      to the survey and already a higher number of staff have declared a disability.
      At the time of writing approximately 5% of staff have indicated that they do
      consider themselves to be disabled.




                                                                                      9
4.4   The historical data indicates that slightly more Academic staff at 13.8 percent
      refused to disclose whether they had a disability, compared to 10.8% of
      Support staff. The difference in these figures could be due to a number of
      reasons such as a member of staff having developed a disability since they
      have been in employment and do not feel the need to inform Human
      Resources, new staff not declaring a disability if they do not require
      adjustments, or it may be possible that as the category of Support staff
      covers a wide range of posts, there is a greater potential for support to be
      required in order to carry out the duties of the role and therefore more
      disclosure.

4.5   Figure 11. Staff disclosure of disability by grade
                            Yes     No         Not known Refused         Total
                                 %        %              %          %          %
       Academic                1.06    81.38            3.7      13.83    99.97*
       Senior
       Executives                         80              5         15      100
       Support                  2.6    82.43           4.13      10.84      100
       Managerial and
       Professional            1.47    82.35           5.15      11.01    99.98*
      *error due to rounding
4.6   Gender
      The University employs more women than men as recorded in the table
      below. Out of a total number of 751 core staff, 56% are female and 44% are
      male as shown below.

4.7   Figure 12. Percentage of staff by gender
       Gender                Total
       Female                      420       (56%)
       Male                        331       (44%)
       Total                                   751

4.8   There are a higher proportion of men than women in the Academic and
      Senior Executive grade which can be seen from the graph below. There are
      a slightly higher percentage of women in the Managerial and Professional
      grade than was recorded for 2007/08. Overall, the highest percentage of
      women can be found in the Support grade compared to the highest
      percentage of men in the Senior Executive grade.




                                                                             10
4.9    Figure 13. Percentage of staff by gender and grade



             120
             100
              80
                                                                   Male
              60
                                                                   Female
              40
              20
               0
                   Academic    Support   Managerial     Senior
                                             and      executives
                                         professional




4.10   The University is keen to ensure that women are encouraged to take up
       management roles and has been actively involved in the pilot of the
       Women’s Universities Mentoring Scheme. This scheme aims to support
       women who aspire to hold more senior roles within their institution by
       providing a mentor who can offer encouragement and advice on how to
       develop their careers. The pilot was celebrated by a well attended
       conference in December and there has been a significant amount of interest
       from Universities outside Wales who are keen to set up similar schemes
       within their institutions. It is anticipated that the scheme will continue to
       operate within the current University partners.

4.11   Age

       As can be seen from Figure 14, the age group 46-50 has the highest number
       of University staff in the Academic grade. One of the reasons for this may be
       due to the high level of qualifications required for such posts and the time
       required to obtain them. The Higher Education Statistics Agency recently
       reported that the average age of an academic working in a UK university is
       43 and that the proportion of academic staff aged over 55 is increasing whilst
       the proportion of those aged under 35 is falling.




                                                                             11
4.12   Figure 14. Numbers of Academic staff by age

              40
              35
              30
              25
              20
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4.13   By comparison there is a more even spread of staff across all age groups in
       the Support grades. One of the reasons for this could be due to the larger
       range of occupations found within that grade, therefore attracting a greater
       range of ages. The highest numbers of staff can be found in the age groups
       26-30 and 31-35

4.14   Figure 15. Numbers of Support staff by age

              60

              50

              40

              30

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                                                                            12
5. Section 4. Specific functions

5.1   Recruitment
      Legislation has set out a number of areas on which the University, as a
      public body, is required to gather statistics. Amongst other areas, with
      regard to recruitment, we are required to monitor applications and
      appointments, invitations to interview and success at interview.

5.2   The figures and analysis below are based on 54 vacancies which have been
      through the complete recruitment process from application through to offer of
      appointment during the last year (Apr 2008 – Mar 2009). For the 74
      positions available (10 vacancies were for more than one appointment) there
      were a total of 1064 applications. The majority of these posts, (70%) were for
      support staff vacancies. It should be noted that during the recruitment
      process that equality data disclosed on an application form is separated from
      the form when short listing.

5.3   Ethnicity
      Figure 16 gives the breakdown of the ethnicity of people who applied for a
      position, were invited to an interview and those that were subsequently
      offered a post at the University. At the offer stage there is a higher
      percentage of people from a White British or Irish background than at the
      application stage. However when comparing the percentages of those invited
      to interview to those actually offered a post, the backgrounds are more
      similar.

5.4   Caution must be taken in drawing conclusions from these figures as they are
      not set in the context of the recruitment and the numbers of representatives of
      different ethnic groups are low, causing concern for valid statistical analysis.
      Whilst application forms do not contain any personal data on ethnicity, it may
      be an option to remove names from application forms to avoid any
      assumptions being made of ethnicity at application stage and hence any
      possibility of inadvertent discrimination. However there is current debate on
      the validity of this suggestion within the Human Resources sector.




                                                                             13
5.5   Figure 16. Recruitment: Percentage and number of staff by ethnicity
                                        Invited to
                      Applications      interview        Offered post
                     Numbers    %    Numbers      %    Numbers       %
       White
       British/Irish     806 75.75        172 81.13            63 85.1
       Irish
       Traveller           2    0.19         1    0.47           0
       Other
       White              59    5.55         7    3.31           2   2.7
       Black or
       Black
       British            35    3.29         4    1.89           2   2.7
       Asian or
       Asian
       British            51    4.79         4    1.89           2   2.7
       Chinese            15    1.41         2    0.94           2   2.7
       Mixed
       ethnicity           5    0.47         1    0.47
       Other
       ethnicity          12    1.13         1    0.47
       Unknown            78    7.33       20     9.43           3   4.1
       Refused             1    0.09
                        1064     100      212 100              74 100

5.6   Gender
      Of those that recorded their gender at application state 48% were female and
      52% male. At the end of the process there was a reasonably even split
      between men and women with slightly more women than men being offered
      a post. This is of interest as there has been an increasing in the total
      percentage of male staff over the last three years, as can been seen from the
      figure 2 in section 1.The recruitment of males and females has also been
      even across the range of grades (Figure 18).

5.7   Figure 17. Recruitment: Percentage of staff recruited by gender

                                        Invited to
                     Applications       interview           Offered post
                       No.        %         No.       %      No.       %
       Female          489     45.96        109    51.42       38   51.35
       Male            513     48.21         92    43.40       36   48.65
       Unknown          62      5.83         11     5.19             0.00

       Total           1064       100       212      100       74       100




                                                                           14
5.8    Figure 18. Recruitment: Numbers of new staff by gender and grade

                              Female Male              Total
        Academic                    6              7       13

        Senior Executive              2            2         4

        Managerial and
        Professional                  2            2         4

        Support                      28           25        53
        Total                        38           36        74


5.9    Disability
       At application stage, of those that declared a disability status, only 1.97%
       declared that they considered themselves to be disabled, with 2.36% of
       those invited to an interview declaring a disability and of those offered a
       position 1.35% (1 out of 73) considered themselves to be disabled. Again
       the low numbers present a problem for statistical analysis and the reason for
       the low rates of disclosure at application may be due to a person not needing
       any adjustments, fear of discrimination or simply not wishing to disclose this
       information. For those people that do declare a disability the University
       offers the system of a guaranteed interview scheme where a disabled person
       is guaranteed the offer of an interview if they match the essential criteria for a
       post.

       Figure 19. Recruitment: Declaration of Disability
5.10                                      Invited to
                      Applications        interview       Offered post
                     No.      %       No.       %        No.     %
        No               906   85.15       183    86.32      73    98.65
        Yes               21    1.97         5     2.36       1     1.35
        Unknown          129   12.12        23    10.85
        Refused            8    0.75         1     0.47
        Total          1064      100       212      100      74      100

5.11 Age
     It was not possible to analyse this data as many dates of birth were not
     recorded for applications and shortlisted candidates.


5.12 Contract status
     Of the contracts that are held by permanent staff 11% are fixed term. Of
     those who hold a fixed term contract, 60% are female (down on last year’s
     figure of 64%). The majority of those that hold a part time contract are
     female (83%). This follows a national trend confirmed by recent report from
     the Higher Education statistics agency where more women than men are on
     both fixed term and part time contracts.


                                                                                15
5.13 Sickness
     Over the coming months we will work towards analysing the sickness reports
     to consider the possible implications for different groups of people.

5.14 Staff Training
     The total number of staff recorded as taking at least one internal staff training
     course offered by the University is 241. Of these, 151 were females and 90
     males. 32.3% of the attendees were aged between 41 – 50 years. 199
     people or 83% of staff stated that their ethnic origin was White British. 4.2%
     declared that they had a disability whilst 6.2% of people did not wish to
     disclose.

      5.14.1    Introduction to Management 2008/2009 group

                The University encourages all those that manage staff to attend this
                course as well as those with an ambition to develop their careers in
                the management field. In addition to the Women’s University
                Mentoring Scheme, it is another avenue by which female staff can
                build upon their skills and knowledge base and enhance their
                capacity to achieve promotion. It is not, however, solely targeted at
                women. Fourteen members of staff started the Introduction to
                Management programme during February 2008 (5 male and 9 are
                female). To date eight are still completing this course and there is
                now an equal split of male to female. 37% of the attendees are
                aged between 26 and 30 years. All 8 members of staff consider
                themselves to be White British with no disabilities.

      5.14.2    Corporate Energy Training
                This is a specific course run by external provider Elysian Training. It
                aims to assist in the development of staff who deliver training or
                have a high level of contact with staff and/or students in a range of
                areas. The emphasis is on making the training experience fun but
                meaningful by using a variety of methods. Between the period of
                July 2008 to January 2009, 29 members of staff attended the two
                day course. Of the 29, 34.4% were male and 65.5% were female.
                One person stated that they were disabled whilst 13.7% did not
                wish to disclose this information. 79% of attendees stated that they
                were from a White British background. The age of staff on this
                course ranged from 27- 61, with the majority being between the
                ages of 41-50.

      5.15.3    Additional Learning Needs (ALN), Cultural Awareness &
                Equality and Diversity
                The University endeavours to deliver the training to all new
                members of staff as part of their induction programme. Seventy-six
                members of staff have attended these courses, with 34% being
                male, 65% being female. 34% of the attendees were in the age
                bracket 41-50. The Additional Learning Needs training has been
                delivered by a Senior Lecturer in recent years and is now the remit

                                                                               16
               of the newly appointed Academic Leader (Additional Learning
               Needs) who will also develop a research base to establish which
               teaching approaches and strategies are effective for those students
               with Specific Learning Disabilities.

5.16 Complaints/Grievance, Discipline and Performance Management
     The diversity profile of these issues are now contained within the Human
     Resources report on management of Staff Performance.

6.    Conclusion
      The recently published Single Equality Bill has been designed to simplify and
      harmonise existing UK equality legislation. It is anticipated that the law will
      be given Royal Decree in 2010 and that the Equality and Human Rights
      Commission will be actively involved in its implementation. In line with these
      developments, the University will work to integrate any new strands of
      equality identified by the Bill into an institution wide single Equality Plan,
      which will incorporate the Disability Equality Plan, the Race Equality Plan
      and the Gender Equality Plan, and to developing monitoring processes for
      such a strategy. The legal duty remains with the institution to demonstrate
      what action it is taking strategically to ensure that equality and diversity is
      being considered in every element of the University’s business.




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