Recruitment by Gender – All Vacancies

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					Equal Opportunities Monitoring Report
             May 2007
CONTENTS

                                                                              Page Number

Introduction and Background                                                        3

Remit of monitoring                                                                3

Conclusion and Recommendations                                                     5

      Conclusions                                                                  5
      Review of recommendations from 2006                                          7
      Recommendations for future initiatives                                       8

Applications and Appointments                                                      9
       Gender                                                                      9
       Disability                                                                  13
       Ethnicity                                                                   14

Current Staff by Type of Post                                                      19
      Gender                                                                       19
      Disability                                                                   20
      Ethnicity                                                                    21

Current Staff by Length of Service                                                 22
      Gender and Ethnicity                                                         22

Current Staff by Nature of Contract                                                23
      Gender                                                                       23
      Ethnicity                                                                    24

Discipline and Grievance                                                           25

Appendix A (Equal Pay Audit Results -July 2004)                                    26

Appendix B (Equal Pay Policy)                                                      28




                                                  2

                                  The Royal Veterinary College
                           Equal Opportunities Monitoring Report – May 2007
EQUAL OPPORTUNITIES MONITORING REPORT
May 2007

Introduction and Background
The Royal Veterinary College is committed to the promotion of equal opportunity for
all staff so that they are recruited, trained, appraised, and promoted on the basis of
their merits and abilities regardless of ethnic origin, nationality, disability, gender,
age, marital status, familial relationship, religion, belief or sexual orientation.

In order to monitor the College’s progress towards meeting this commitment and in
accordance with the College’s Race Equality Policy, the Gender Equality and Disability
Equality Schemes and the HEFCE funded (approved) College HR Strategy, the
following report has been produced.

The report will be used to influence decisions about the focus of equal opportunities
initiatives in the coming year and will be published on the College Internet and
intranet.

Remit of monitoring
The report will provide comprehensive monitoring information on employment
matters within the College covering gender, ethnic origin and disability status. It
should be noted that in the near future these categories might have to be extended
to cover other information such as religion & belief and sexual orientation, however
currently the College does not monitor these aspects. This will be done in line with
legislation and government guidance.

The College’s Race Equality Policy states that the College will monitor all stages of
employment including:
 Applications and appointments
 Permanent, temporary or fixed term appointments
 Home or international status in recruitment/selection
 Staff by grade and type of post
 Staff by their length of service
 Staff training and development (application and selection)
 Staff appraisals
 Staff promotion, including methods and selection criteria
 Disciplinary action
 Grievances/anti-harassment and bullying
 Dismissals

This report will cover applications and appointments, permanent or fixed term
contracts, staff by type of post, staff by length of service, disciplinary action and
grievances. Training monitoring details are published separately and are available on
the College Intranet. The staff appraisal system will not be covered as this is under
review.

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                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
The following report has been produced using data collected in a recent monitoring
exercise. The ethnicity categories currently being used are in line with the Census
2001 as well as Higher Education Statistical Agency (HESA) categories which enable
a comparison to be made with the local and national populations. Please note
however that in most cases minority ethnic data has been presented in terms of
white, minority ethnic and not known. This has been done in order to ensure that
the report is anonymous with no individual being able to be identified.

It should be noted that training scholars have not been included as this report
concentrates on employment statistics.




                                                4

                                The Royal Veterinary College
                         Equal Opportunities Monitoring Report – May 2007
CONCLUSIONS AND RECOMMENDATIONS

The following report is the eighth equal opportunities report that has been produced
in recent years. Since the first report was published in November 2001, increased
requirements have been implemented by HESA in relation to the range of
information required through monitoring. A data collection exercise for all staff
members was carried out in 2005, in an attempt to both confirm current data on file
and increase data held in the areas of ethnicity and disability. A similar exercise is
due to commence in June 2007 as part of the recommendations from the 2006 equal
opportunities report.

Whilst there is increased pressure to expand further the areas of monitoring to
include the areas of religion, belief and sexual orientation the College has so far
resisted these pressures and currently does not monitor in these areas. However, it
may be necessary to reconsider this in order to successfully defend any employment
tribunal cases which may occur in the future.


Conclusions
The following conclusions can be reached from the statistical data shown on pages 9
to 25:

   The percentage of women appointed to vacancies at the College is three times
    that of male appointments (75% female, 25% male). This figure broadly reflects
    the current College make-up (64% female, 36% male). The monitoring also
    reflects the ratio of applications received from male/female applicants.

   Women still remain under represented at the higher levels of the organisation.
    However for the third year in succession the statistics show that women are in
    the majority at both Lecturer level (53%, which is roughly the same as last year)
    and Researcher level (64%, an increase from 61% last year). The majority of
    women, however, remain in the traditionally lower status/paid positions.

   The diversity of College staff varies greatly dependant on staff group and Campus
    location in the case of Support Staff. The proportion of minority ethnic staff has
    remained static this year (12%, the same as last year – this is down 2% from
    2005).

   The College does attract a reasonable number of applications from minority
    ethnic groups overall (471). However, it is of concern that the percentage of
    applications has dropped from 30% to 22%. One of the reasons behind this may
    be that the level of the qualification requirements for academic posts within the
    RVC are such that some overseas qualifications will not satisfy the required
    standard. With the increasing use of web-based advertising and therefore an
    increased number of applications from overseas this may have a negative impact
    on the gap between the percentage of minority ethnic applicants applying and

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                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
    those meeting the requirements for shortlisting. The proportion of successful
    minority ethnic applicants has risen slightly throughout the recruitment process
    with 13% of those appointed being from minority ethnic groups (compared
    against 9% last year).

   It is encouraging to note that the percentage of those with a disability appointed
    has increased from 2% last year to 3% this year. The percentage at application
    and shortlist stage remains the same as last year (3%). The College continues
    to commit to the ‘Two Tick’ scheme and continues to promote equality of
    opportunity through its equality statement placed on all job advertisements. The
    number of current disabled staff has increased, broadly reflecting that shown for
    appointments at 3%.

   Predictably the majority of part time staff in the College continue to be female
    and this has risen from 88% last year and 83% in 2005 to 89% this year. The
    figures for ethnicity show that the vast majority of part time staff are white.

   The make up of the College by length of service remains consistent with that
    recorded for the previous three years. The majority of staff have less than 5
    years service (61%, down from 74% in 2006 highlighting that the College is
    retaining staff) with 17% of these having less than 1 year’s service.




                                                 6

                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
Review of Recommendations from May 2006 Report

1. The May 2006 report recommended that work should continue on ensuring that
   data collection was complete and the standard maintained. All new staff
   recruited are required to complete a monitoring form and information is recorded
   on the HR database to ensure accuracy of data. Having undertaken a data
   collection exercise in 2005 it was decided that this should be undertaken on a bi-
   annual basis rather than yearly, with the recommendation to undertake another
   exercise in 2007. A data integrity exercise will be undertaken in June 2007, for
   completion by July 2007.

2. The May 2006 report recommended that a Disability Equality Action Plan and
   Scheme should be produced by October 2006 and approved by SMG in time for
   publication by the deadline of December 2006. The Disability Equality Action Plan
   and Scheme was produced in good time, approved and published on the College
   website by 4th December 2006.

3. Basic analysis of the Equality and Diversity Web-based Training has taken place
   with some 250 members of staff having completed the training. HR also ensure
   managers confirm whether a member of staff has completed the web-based
   training by way of ticking the relevant box on the confirmation of probation letter.

4. Although contact with the Disability Employment Adviser at the local Jobcentre
   Plus office has not materialised as such, the College has employed a part-time
   Disability Officer and a consultant who has substantial expertise relating to
   disability issues within the veterinary profession. Their focus is to increase
   disability awareness within the College.

5. As part of the Work and Families Act (2006), the College has revised its Family
   Leave Guide and increased the statutory payment of maternity pay and leave
   allowances inline with government requirements.

6. As point 5, the College will look into amending the Family Leave Guide to consider
   the needs of staff who are required to care for an elderly partner or relative inline
   with government requirements.

7. Under the framework of the Disability Equality and Gender Equality Schemes, the
   College has made commitments to impact assess policies and procedures which
   have a college wide remit, in relation to increasing disability and gender equality.

8. Following the implementation of the National Framework Agreement and the
   Single Spine in June 2006, the College is now in a position to undertake an equal
   pay audit. Results of the first equal pay audit, conducted in 2004, are attached –
   see appendix A. For information, the College’s equal pay policy is also attached
   (appendix B).


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                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
Recommendations for future initiatives

1. Work should continue on ensuring that data collection is complete and that the
   standard is maintained. To ensure accuracy of personal data a data collection
   exercise should be carried out in 2007 and then again in 2009. Consideration
   should be given to the viability of collecting data relating to religion, belief and
   sexual orientation.

2. Work should be undertaken to reduce duplication of effort in meeting the three
   public duties and align the Race, Disability and Gender Equality Schemes into a
   Single Equality Scheme. Previous research suggested that the Equal Opportunities
   Commission (soon to be renamed to the Commission for Equality and Human
   Rights) did not recommend the move to a Single Equality Scheme as all three
   strands were not in place.

3. In depth analysis of the effectiveness of the Equality & Diversity Web-based
   Training in particular to ensure completion by all staff who participate in either
   staff or student recruitment and completion by all new starters as part of their
   probation period.

4. As part of the project focusing on Online Recruitment, ensure the system is
   disability compliant and data collection and reporting of such data at recruitment
   stage is efficient.

5. Increase awareness of disability issues and encourage disabled people to raise
   openly their concerns about access.

6. A second Equal Pay Audit should be conducted following the implementation of
   the Single Spine and completion of the Framework National Agreement. This will
   enable comparison with the results of the equal pay audit conducted in 2004 and
   the sector as a whole and flag up any new issues not identified previously.

7. Consideration given to the introduction of a formal policy on flexible working
   arrangements including part-time & job-share at senior level appointments to
   encourage additional female applicants to senior roles.

8. Impact Assessments to be carried out on all College wide policies identified as
   high risk. Particular attention should be paid to ensuring that a full Impact
   Assessment is carried out on the new pay and reward strategy.

9. Record recruitment monitoring data more effectively and efficiently by ensuring
   equal opportunity data is recorded as soon as a recruitment job file is closed.




                                                 8

                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
APPLICATIONS AND APPOINTMENTS

The recruitment process has been monitored from 1 May 2006 until 30 April 2007 for
the purposes of this report. During this period a total of 191 posts were advertised,
interviewed for and closed by the College. This shows a gradual increase when
compared against figures for 2003 (135 posts), 2004 (132 posts), 2005 (189 posts)
and 2006 (184 posts). Of the 191 posts advertised and interviewed for, 149
appointments were made. It is important to point out here that of the 191 posts
there is no data available for a number of posts and therefore to make data
comparison meaningful these posts have not been included in the figures for this
report.

A total of 2195 applications were received for these positions. Although there has
been a decrease in numbers received when compared against the figures for 2006,
this can be explained by the fact that there is no data available for a number of posts
mentioned above. However, when compared against the figures for previous years,
the number of applications have increased considerably (by 15% when compared
against 2003 figures, 21% when compared against 2004 figures and 4% when
compared against 2005 figures respectively).

The data below was produced from equal opportunities monitoring forms completed
by each applicant and gives a complete breakdown of applications received,
shortlisted candidates and appointed candidates by gender, disability and ethnicity

Gender

All advertised vacancies by gender


                             Recruitment by Gender – All Vacancies
                           Applied               Shortlisted                  Appointed
       Male                  824                    197                          36
        %                   38%                     34%                         25%
      Female                1371                    377                         113
        %                   62%                     66%                         75%
       Total                2195                    574                         149



                  Recruitment by Gender - All Vacancies


     100%

      80%

      60%                                                                                 Female
      40%                                                                                 Male

      20%

        0%
                 Applied              Shortlisted               Appointed


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                                  The Royal Veterinary College
                           Equal Opportunities Monitoring Report – May 2007
The figures above show a decrease in the percentage of male applicants from 42%
in 2005 to 38%. However, the number of female candidates appointed has increased
from 69% to 75%, with the number of male candidates appointed dropping from
31% in 2005 to 25%.

Academic vacancies by gender


 Recruitment by Gender – Lecturer/Senior
                                                            Lecturer/Senior Lecturer Vacancies by Gender
           Lecturer vacancies
         Applied    Shortlisted    Appointed             100%

 Male      62           22              8                80%

                                                         60%
  %       60%          56%            47%                                                                  Female
                                                         40%                                               Male
Female     42           17              9                20%

  %       40%          44%            53%                 0%
                                                                 Applied    Shortlisted   Appointed

 Total     104          39             17


Through 17 separate advertisements 21 Lecturer/Senior Lecturer positions were
advertised with 17 appointed in the relevant period. The results show that compared
to last year’s figures the percentage of females at all stages (application, shortlisting
and appointment) has increased (last year 35%, 37% and 40% respectively).
However, the percentage of male applicants at all stages has decreased (last year
65%, 63% and 60% respectively).


   Recruitment by Gender – Professorial
                                                                    Professorial Vacancies by Gender
          Applied   Shortlisted     Appointed
 Male       15           14              3                100%
                                                           80%
  %        83%          83%            75%                 60%                                             Female
Female       3           3               1                 40%                                             Male
                                                           20%
  %        17%          17%            25%
                                                            0%
                                                                  Applied   Shortlisted   Appointed
 Total      18           17              4

A total of 4 Professorial positions were advertised between the period detailed above,
with 4 appointments. The statistics show that ¾ of the appointments made were
male. Disappointedly, the number of applications received from female applicants
was very low (although all the female applicants who applied were shortlisted for
interview).




                                                    10

                                     The Royal Veterinary College
                              Equal Opportunities Monitoring Report – May 2007
 Recruitment by Gender – Other Academic                                Other Academ ic Vacancies by Gender

             Applied     Shortlisted    Appointed
                                                              100%
 Male           8            5               0                 80%

  %           32%           38%             0%                 60%                                                      Female
                                                               40%                                                      Male
Female         17            8               5                 20%
  %           68%           62%           100%                  0%
                                                                      Applied     Shortlisted   Appointed
 Total         25            13              5


A total of 7 other Academic positions were advertised between the period detailed
above, with 5 appointments. These positions included Veterinary Surgeons and
Demonstrators. The statistics show an increase in the number of female applications
(68% this year compared to 63% last year) with 100% of the appointments being
female. Surprisingly, of the 5 male applicants who were shortlisted, there were no
male appointments.

Research vacancies by gender

         Recruitment by Gender – Researchers                                        Research Vacancies by Gender

               Applied      Shortlisted       Appointed
                                                                     100%
  Male          125               37              10                  80%

   %            40%               42%            45%                  60%                                                        Female
                                                                      40%                                                        Male
 Female         183               52              12                  20%
   %            60%               58%            55%                   0%
                                                                                Applied     Shortlisted     Appointed
  Total         308               89              22

A total of 25 Research positions were advertised in the relevant period, with 22
appointments (down from 27 appointments in 2005). Following a substantial
increase in the number of females being appointed to research positions (from 56%
in 2005 to a record high of 74% in 2006), there has been a fall in the success rate of
female applicants this year. The figures for this year show that male applicants have
fared better from application to appointment stage than this time last year (34%
shortlisted and 26% appointed in 2005) even though the number of applications
received from male applicants has dropped (from 221 in 2006 to 125 this year
respectively).




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                                          The Royal Veterinary College
                                   Equal Opportunities Monitoring Report – May 2007
Support Staff vacancies by gender

 Recruitment by Gender – Support (Grades 1-5)                      Support Staff Vacancies by Gender (Grades 1-5)

          Applied   Shortlisted        Appointed
                                                               100%
 Male       462         83                  11                  80%

  %        32%         25%                 13%                  60%                                                    Female
                                                                40%                                                    Male
Female      988         246                 73                  20%

  %        68%         75%                 87%                   0%
                                                                         Applied     Shortlisted    Appointed

 Total     1450         329                 84

Figures for Support Staff vacancies are slightly more difficult to compare against
previous years due to the move to the single spine in 2006. Previous classifications
relating to staff groups are no longer valid and therefore it is not easy to make
comparisons. For the purposes of this report, the figures for Support Staff within
Grades 1 to 5 have been compared against the All Other Support Staff figures in
previous reports. The types of vacancies that have been reported on that fall within
the Grades 1 to 5 category include (but not limited to) clerical posts, veterinary
nurses and animal care posts. The figures for Support Staff within Grades 6 to 9
have been compared against Academic Related figures in previous reports. The types
of vacancies that have been reported on that fall within the Grades 6 to 9 category
include (but not limited to) Fundraising Manager, Head of Admissions and Director of
Clinical Investigations.

The figures above show an increase in the proportion of female candidates at the
application, shortlist and appointment stage (63%, 74% and 73% last year
respectively). Applications from male candidates have remained roughly the same
when comparing against last year, however, there has been a sharp drop in the
number of successful male candidates (from 27% in 2005).


 Recruitment by Gender – Support (Grades 6-9)
                                                                      Support Staff Vacancies by Gender (Grades 6-9)
          Applied   Shortlisted        Appointed
 Male       151         36                  4                   150%

  %        52%         41%                23%                   100%
                                                                                                                       Female

Female      142         51                  13                   50%                                                   Male

  %        58%         59%                77%                     0%
                                                                          Applied   Shortlisted    Appointed
 Total      293         87                  17


The figures show a continuation of last year’s increase in the percentage of
successful females at appointment stage (rising from 64%). The number of males
being shortlisted increased from 36% in 2006 to 41% this year. However, there has
been a sharp decline in the number of successful male applicants (down from 36% in
2006).


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                                     The Royal Veterinary College
                              Equal Opportunities Monitoring Report – May 2007
Disability

All advertised positions by disability

Due to the small proportion of applications received from people who consider
themselves to be disabled, the results below have only been presented across all
advertised posts and will not be split by grade or ethnicity.

                           Recruitment by disability – all advertised positions
                                       Applied                 Shortlisted                       Appointed
             Disabled                     75                        21                               4
                %                        3%                        3%                               3%
           Not Disabled                 1775                       500                             143
                %                       81%                        87%                             95%
  Disability Status Not Known            345                        53                               2
                %                       16%                        10%                              2%
               Total                    2195                       574                             149


                              All Advertised Vacancies by Disability


       100%
        80%
                                                                                  Disability Status Not Know n
        60%
                                                                                  Not Disabled
        40%
                                                                                  Disabled
        20%
         0%
                  Applied      Shortlisted       Appointed




Compared to previous monitoring exercises the above monitoring results show an
increase in the percentage from 2% to 3% of those appointed considering
themselves to be disabled. However the percentage at shortlisting stage has
decreased from 4% to 3% with the number of disabled applicants remaining static
(3%). Whilst the proportion of applicants whose disability status was not declared at
application stage has risen from 12% to 16%, the numbers appointed who have not
declared their disability status has remained static for the second year in a row.




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                                      The Royal Veterinary College
                               Equal Opportunities Monitoring Report – May 2007
Ethnicity

All advertised positions by ethnicity

                         Recruitment by ethnicity – all advertised positions
                                  Applied                 Shortlisted          Appointed
           White                   1415                       433                128
             %                     64%                       75%                 85%
     Black Carribbean               16                          2                  2
             %                      1%                        1%                  1%
       Black African                78                         22                  2
             %                      3%                        4%                  1%
        Black Other                  7                          4                  1
             %                      1%                        1%                  1%
           Indian                   130                        11                  4
             %                      6%                        2%                  3%
         Pakistani                  46                          7                  1
             %                      2%                        1%                  1%
       Bangladeshi                  34                          8                  0
             %                      2%                        1%                  0%
          Chinese                   54                         11                  4
             %                      2%                        2%                  3%
           Other                    106                        21                  5
             %                      5%                        4%                  3%
         Unknown                    309                        55                  3
             %                     14%                        9%                  2%
            Total                  2195                       574                149

The number of applicants whose ethnicity is not known has increased slightly at
application stage but doubled from last year at shortlisting stage, with the numbers
remaining static at appointment stage (11.5%, 4.5% and 2% respectively).

The percentage of successful applicants who are white has dropped slightly from
88% to 85% despite the percentage of applicants from minority ethnic groups
having also dropped from 30% last year to 22% this year. This shows that more
applicants who classify themselves from minority ethnic groups are being shortlisted
(16%) and appointed (13%) than in previous years (when compared against 15.5%
in 2006 and 14.5% in 2005 for shortlisting stage and when compared against 9.5%
in 2006 and 10% in 2005 for appointment stage).

Although Census 2001 figures are available it is difficult to provide a useful
comparison as the College recruitment pool varies from local for some positions to
international for others. However it is worth noting that when the percentages
above are adjusted to exclude ‘not known’ the percentage of white successful
applicants at 87% is still slightly lower than the percentage of people in England
(90%) who classify themselves as white.




                                                 14

                                  The Royal Veterinary College
                           Equal Opportunities Monitoring Report – May 2007
Academic vacancies by ethnicity

                         Recruitment by ethnicity – Academic positions
                                 Applied               Shortlisted          Appointed
           White                  105                     55                   23
             %                    72%                    80%                  88%
     Black Carribbean               2                      0                    0
             %                    1%                      0%                   0%
       Black African                5                      2                    0
             %                    3%                      3%                   0%
        Black Other                 0                      0                    0
             %                    0%                      0%                   0%
           Indian                  13                      5                    1
             %                    9%                      7%                   4%
         Pakistani                  3                      0                    0
             %                    2%                      0%                   0%
       Bangladeshi                  1                      0                    0
             %                    1%                      0%                   0%
          Chinese                   5                      0                    0
             %                    3%                      0%                   0%
           Other                    9                      4                    2
             %                    6%                      6%                   8%
         Unknown                    4                      3                    0
             %                    3%                      4%                   0%
            Total                 147                     69                   26

The results for recruitment to all Academic positions (26 appointments) show a
promising improvement from 2 appointments in 2006 and no appointments from the
minority ethnic community during 2005. This 12% total of Academic appointments
exceeds the national statistics provided through the 2001 Census relating to the
percentage of people in England classifying themselves as from a minority ethnic
group (10%).

However, it must be noted that the level of the qualification requirements for
academic posts within the RVC are such that some overseas qualifications will not
satisfy the required standard. With the increasing use of web-based advertising and
therefore an increased number of applications from overseas this may have a
negative impact on the gap between the percentage of ethnic minorities applying
and those meeting the requirements for shortlisting.




                                               15

                                The Royal Veterinary College
                         Equal Opportunities Monitoring Report – May 2007
Research vacancies by ethnicity

                             Recruitment by ethnicity - Researchers
                                 Applied                 Shortlisted        Appointed
           White                   208                      68                 20
             %                    66%                      76%                90%
     Black Carribbean                1                       0                  0
             %                     1%                       0%                 0%
       Black African                11                       5                  0
             %                     5%                       6%                 0%
        Black Other                  0                       0                  0
             %                     0%                       0%                 0%
           Indian                   29                       2                  0
             %                     9%                       2%                 0%
         Pakistani                   3                       0                  0
             %                     1%                       0%                 0%
       Bangladeshi                   6                       0                  0
             %                     2%                       0%                 0%
          Chinese                   18                       5                  1
             %                     6%                       6%                 5%
           Other                    16                       4                  1
             %                     5%                       4%                 5%
         Unknown                    16                       5                  0
             %                     5%                       6%                 0%
            Total                  308                      89                 22

The applicants for research positions come from a very diverse range of ethnic
backgrounds. There has been a slight decrease in the percentage of applicants who
classify themselves as white from 93% to 90%, when compared against 2005.
Whilst there has been a considerable decrease in the percentage of ethnic origins
that are not known at application stage (from 16% to 5%) it is interesting to point
out that the number of minority ethnic applicants shortlisted has remained static at
18% but increased by 3% from last year at appointments stage.




                                               16

                                The Royal Veterinary College
                         Equal Opportunities Monitoring Report – May 2007
Support Staff vacancies by ethnicity

                        Recruitment by ethnicity – Support Staff Grades 1 to 5
                                   Applied                Shortlisted            Appointed
           White                      876                     230                   69
             %                       60%                     70%                   83%
     Black Carribbean                 10                        2                    2
             %                        1%                      1%                    2%
       Black African                  60                       17                    3
             %                        4%                      5%                    4%
        Black Other                    5                        2                    0
             %                        1%                      1%                    0%
           Indian                     71                       10                    3
             %                        5%                      3%                    4%
         Pakistani                    36                        7                    1
             %                        2%                      2%                    1%
       Bangladeshi                    26                        4                    0
             %                        2%                      1%                    0%
          Chinese                     20                        4                    2
             %                        1%                      1%                    2%
           Other                      71                       13                    2
             %                        5%                      4%                    2%
         Unknown                      275                      40                    2
             %                       19%                     12%                    2%
            Total                    1450                     329                   83

The above figures show a downturn in the trend from previous years in the
proportion of minority ethnic applicants (from 30% in 2005, 33% in 2006 to 22%
this year) as well as a slight decrease in the percentage at appointment stage from
18% in 2005, 17% in 2006 to 15% this year. This may be due to the increase in the
‘not known’ percentage which has increased from 10% in 2006 to 19%.

It is worth noting that consideration may need to be given to looking at reducing the
number of unknown returns. It is hoped the new advertising styles, due to be
launched in the near future, will encourage a wider range of applicants.




                                                  17

                                   The Royal Veterinary College
                            Equal Opportunities Monitoring Report – May 2007
                        Recruitment by ethnicity – Support Staff Grades 6 to 9
                                   Applied                 Shortlisted           Appointed
           White                     226                       66                   15
             %                       76%                      76%                  88%
     Black Carribbean                  3                        1                    0
             %                       1%                       1%                    0%
       Black African                   2                        1                    0
             %                       1%                       1%                    0%
        Black Other                    2                        2                    1
             %                       1%                       2%                    6%
           Indian                     17                        4                    0
             %                       6%                       6%                    0%
         Pakistani                     2                        2                    0
             %                       1%                       2%                    0%
       Bangladeshi                     2                        1                    0
             %                       1%                       1%                    0%
          Chinese                     12                        3                    1
             %                       4%                       3%                    6%
           Other                      10                        2                    0
             %                       3%                       2%                    0%
         Unknown                      17                        5                    0
             %                       6%                       6%                    0%
            Total                    293                       87                   17

The above figures show a decrease in both the percentage of applicants who have
classified themselves as white (from 90% last year to 76% this year) and those that
have been appointed who have classified themselves as white (from 100% last year
to 88% this year). Following increases of applicants who have classified themselves
as white at all stages during the last two years, it is encouraging to point out that the
College has attracted and appointed more applicants from minority ethnic groups this
year.




                                                  18

                                   The Royal Veterinary College
                            Equal Opportunities Monitoring Report – May 2007
CURRENT STAFF BY TYPE OF POST

The report is based on data known as of 1 April 2007. The data used within the
College is based on categories used in the Census 2001 and enables comparisons to
be made with the wider community where necessary.


Gender

All current staff by gender and staff group



        Current staff by Gender and Group                                  Gender Profile by Staff Group
                Male       Female    Total
Professors             24         3              27
%                   10%         1%              4%
Senior
Lecturer               24        13             37           Support CT
%                   10%         3%             6%
Lecturer               31        35             66          Support HH
%                   13%         8%            10%
                                                           Acad Related
Researchers            25        45             70
%                   10%        11%            11%           Other Acad
Other                                                                                                            Male
Academic                5         5              10        Researchers                                           Female
%                     2%        1%              1%
                                                                   Lect
Academic
Related                29        53             82           Senior Lec
%                   12%        12%            12%
Support HH             59       199            258           Professors
%                   25%        47%            39%
                                                                      0%      20%      40%      60%        80%
Support CT             43        73            116
%                   18%        17%            17%
Total                 241       425            666
%                   36%        64%


With the promotion of a female Professor to the Senior Academic post of Head of
Department in August 2005 and the further appointment of 2 female Professors (in
October 2005 and January 2007), the previous pattern of a consistent decrease in
the proportion of female staff as the level of staff group becomes more senior has
been broken. However, aside from this particular area the above figures still show
an obvious trend towards this imbalance. In both the Lecturers and Researchers
staff group the proportion of female staff is now for the third year in succession
above the 50% mark with continual growth at both levels. Staff numbers have
increased in the Professorial Group, increasing by 3 male appointments and 2 female
appointments from last year. The numbers for the Senior Lecturer group has
remained static, having increased from 30 in 2005.


                                                      19

                                     The Royal Veterinary College
                              Equal Opportunities Monitoring Report – May 2007
The percentage of female staff overall has remained relatively static rising slightly
from previous years (when compared against 59% in 2003, 61% in 2004 and 2005,
and 62% in 2006). The percentage of male staff has started to decline over the
same period (from 41% in 2003 to 36% this year).


Disability

All current staff by disability


    Disability Status                                      Disability Profile (All Staff)
                No of
Status          Staff
Yes                     18
%                       3%
                                                                                            Yes
No                  633                                                                     No
%                  95%                                                                      Unknow n
Unknown                 15                                                                  Not Stated
%                       2%
Not Stated               0
%                       0%



Following a data cleansing exercise in late 2005, the above figures show a continual
decrease in the percentage of those staff for whom their disability status is unknown
- this now being at an all time low of 2%. The percentage of staff employed at the
College and declaring a disability has risen slightly from 2% last year to 3% and
therefore compares favourably when looking the figures for 2004 and 2005.




                                                   20

                                    The Royal Veterinary College
                             Equal Opportunities Monitoring Report – May 2007
Ethnicity

All current staff by ethnicity

It should be noted that because of the small numbers in some ethnic groups, figures
have been combined into the three categories below. This is to ensure anonymity is
maintained and also makes interpretation and comparison easier.

           Ethnicity Profile (all staff)
                         Minority
             White       Ethnic          N/A
Professors          26               1            0
%                96%               4%            0%
Senior
Lecturer            31               6            0
%                84%             16%             0%
Lecturer            59               7            0
%                90%             10%             0%
Researchers         57              12            1
%                81%             18%             1%
Other
Academic             9               1            0
%                90%             10%             0%
Academic
Related             72              10            0
%                88%             12%             0%
Support HH         235              21            2
%                91%               8%            1%
Support CT          90              25            1
%                77%             22%             1%
Total              579              83            4
%                87%             12%             1%

As can be seen from the figures above, the diversity levels vary depending on
different staff groups and levels. For example, academic staff are recruited on both
a local and international basis – 11% of academic staff have classified themselves as
from minority ethnic groups. Research staff had the highest proportion of minority
ethnic staff in 2005 but that accolade now goes to Support Staff in Camden. There
continues to be a low percentage in the not known category for all groups of staff at
1% overall.

When comparing the above figures with the Census 2001 (only useful for those
positions recruited locally) the following observations can be made. For support staff
at Hawkshead the percentage of staff that have classified themselves as white is
91%. This reflects that of the local Hertfordshire population, which is 93%. For
support staff at Camden however there is a difference between the local population
(London), which is 71% white, and the percentage of support staff that are white
(77%). It should be noted that this has dropped from 81% in 2005 and 2006.


                                                     21

                                      The Royal Veterinary College
                               Equal Opportunities Monitoring Report – May 2007
CURRENT STAFF BY LENGTH OF SERVICE

GENDER AND ETHNICITY

         Length of Service by Gender                                             Length of Service by Ethnicity
                  Male         Female                                                            Minority
<1 year                    19                             49                         White       Ethnic       Unknown
%                         8%                            12%             <1 year            59             7          2
                                                                        %                10%            8%        50%
1 to 4                    110                            232
                                                                        1 to 4            300            40          2
%                        46%                            55%
                                                                        %                51%          48%         50%
5 to 9                     56                             77
                                                                        5 to 9            110            23          0
%                        23%                            18%             %                19%          28%          0%
10 to 19                   30                             49            10 to 19           67            12          0
%                        12%                            12%             %                12%          15%          0%
20+ years                  26                             18            20+ years          43             1          0
%                        11%                             3%             %                 8%            1%         0%
Total                     241                            425            Total             579            83          4


                Length of Service (by Gender)                                     Length of Service (By Ethnic Origin)

    120%
                                                                           150%
    100%

    80%                                                                    100%
                                                                                                                         Unknow n
    60%                                                   Female
    40%                                                   Male              50%                                          Eth Minority

    20%                                                                                                                  White
                                                                             0%
     0%                                                                            <1        5 to 9     20+
           <1 year 1 to 4   5 to 9 10 to 19    20+
                                              years                               year                 years




The above results continue to show that the proportion of women working for the
College is greater than for men until the 20 year plus service is reached when there
is a reversal. The results also show that the diversity of the College increases after
the first year up to the 10 year service level at which point it decreases. There is still
a high percentage of staff who are classified as being white above the 10 year
service level (20% of all College staff).




                                                                   22

                                                 The Royal Veterinary College
                                          Equal Opportunities Monitoring Report – May 2007
CURRENT STAFF BY NATURE OF CONTRACT

GENDER

 Nature of Contract by Gender
            Male       Female
Full Time        229       332
%               41%       59%
Part Time         12        93
%               11%       89%

Permanent            196             338
%                   37%             63%
Fixed
Term                  87              45
%                   66%             34%


            Position Status by Gender                                    Contractual Status by Gender


    150%                                                          150%


   100%                                                           100%
                                                 Part Time                                              Fixed Term
                                                 Full Time                                              Permanent
    50%                                                           50%


                                                                   0%
     0%
            M ale          Female                                         Male          Female




Full time/part time status

The above results show that the gender split for full time staff has risen slightly for
female staff (from 57% to 59%). A continuing trend can be seen when looking at the
increase in female part time staff, this year it has seen an increase from 88% in
2006, up from 83% in 2005. This reverses the trend over the previous 3 years when
there have been continual falls. Although this figure is very high, this does reflect the
national trend with a substantially higher proportion of female part timers than men.
Even though the College offers flexible working to all staff, what may be the case is
that male staff are not taking up the offer.

Contractual status

When considering the gender split by contractual status the percentage of female
permanent staff remains similar as for previous years.




                                                             23

                                            The Royal Veterinary College
                                     Equal Opportunities Monitoring Report – May 2007
ETHNICITY

              Nature of Contract by Ethnicity
                               Minority
                   White       Ethnic         Not Known
Full Time                483            75              3
% of full time
staff by
ethnicity               86%           13%             1%
% of ethnic
group full time                     83%                94%                   100%
Part Time                             96                 9                      0
% of part time
staff by
ethnicity                           91%                  9%                      0%
% of ethnic
group part time                     17%                  6%                      0%


Permanent                            464                  68                       2
% of
permanent staff
by ethnicity                        87%                12%                       1%
% of ethnic
group
permanent                           80%                80%                       66%
Fixed Term                           115                 16                        1
% of fixed term
staff by
ethnicity                           87%                12%                       1%
% of ethnic
group fixed
term                                20%                20%                       33%


               Posiion Statusby Ethnicity                                          Percentage of Ethnic Group by Position
                                                                                                   Status
    100%

     95%
                                                                                   100%
     90%
                                                       Not Known                                                       %of et hnic group part
     85%                                               M inorit y Et hnic          50%
                                                                                                                       t ime
     80%                                               Whit e
                                                                                                                       %of et hnic group f ull
     75%                                                                               0%                              t ime
           %of f ull t ime   %of part t ime                                                 Whit e Minorit y    Not
            st af f by         st af f by
                                                                                                    Et hnic    Known
            et hnicit y        et hnicit y




Encouragingly, there has been a slight increase in the percentage of minority ethnic
staff in full time posts from 91% last year to 94% this year. This remains
substantially higher than in 2003 and 2004 when it was 79% and 86% respectively.




                                                                            24

                                                     The Royal Veterinary College
                                              Equal Opportunities Monitoring Report – May 2007
The figures shown below in relation to the percentage of minority ethnic staff on
permanent contracts continues to increase with a rise from 63% in 2005, 70% in
2006 to 80% this year.
             Contractual Status by Ethnicity                           Percentage of Ethnic Group by Contractual Status


     100%                                                             100%
      95%                                                             80%
      90%                                                             60%                                    % of ethnic group
                                               Not Know n
      85%                                                             40%                                    fixed term
                                               Minority Ethnic
      80%                                                             20%                                    % of ethnic group
                                               White
               % of % of fixed term                                                                          permanent
            permanent staff by                                         0%
             staff by  ethnicity                                             White   Minority Not
             ethnicity                                                               Ethnic Know n




DISCIPLINE AND GRIEVANCE

In the period 1 May 2006 until 30 April 2007 there were 14 cases of formal
disciplinary action being taken and 5 dismissals. Statistics show that only 1 of the
formal disciplinary actions involved an individual from a minority ethnic group and 3
involved female members of staff. All those dismissed were white males. None of
the individuals involved in either disciplinary action or dismissal were known to be
disabled.

There was 1 individual grievance raised during the relevant period.




                                                                 25

                                             The Royal Veterinary College
                                      Equal Opportunities Monitoring Report – May 2007
APPENDIX A

KEY FINDINGS OF EQUAL PAY AUDIT – JULY 2004

Headlines

      Overall Gender Pay Gap for RVC is 21% (Female mean salaries are 79% of
       male mean salaries)

      There is a significant overall Disability Pay Gap in favour of disabled staff
       (Disabled mean salaries 106% of non-disabled mean salaries)

      There is a small overall Ethnicity Pay Gap in favour of staff from ethnic
       minority backgrounds (mean salaries for staff from ethnic minority
       backgrounds 104% of white mean salaries)

      There is a Gender Pay Gap for staff on Fixed Term Contracts of 35% (Female
       FTC mean salaries are 65% of Male mean salaries)

      There is a Gender Pay Gap for Part-time staff of 45% (Female PT mean
       salaries are 55% of Male mean salaries)

      There is a Gender Pay Gap for Part-time staff on Fixed Term Contracts of 46%
       (Female PT FTC FTE mean salaries are 54% of male mean salaries)


External Comparisons

      The overall Gender Pay Gap in the UK is 18% (Female F/T salaries are 82% of
       Male F/T salaries)

      The Gender Pay Gap for female part-time staff in the UK is 40% (Female Part-
       time FTE salaries are 60% of male full time salaries).


Key Concerns

The information above highlights a particular concern relating to Gender Pay Gaps
within the RVC, especially as these exceed those for the UK in general:

      Overall Gender Pay Gap of 21%

      Fixed Term Gender Pay Gap of 35%

      Part-time Gender Pay Gap of 45%.


                                               26

                                The Royal Veterinary College
                         Equal Opportunities Monitoring Report – May 2007
Analysis

      There are proportionately more women employed in the lower grades of all
       staff groups than men

      The proportion of women drops steadily the further up the grade hierarchy
       you go

      There are very high number of women employed in the low-paid professions
       of the College (eg 96 out of 103 clerical staff are female, all veterinary nurses
       are female)

      The average length of service of women is 6.6 years and the average length
       of service of men is 8.7years.

      Considering the above you would expect men to be 2 incremental points
       higher on the scales than women, explaining some of the gender pay gap.

      There are high numbers of women employed in part-time positions and on
       fixed-term contracts.




                                                27

                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
APPENDIX B

EQUAL PAY POLICY


Equal Pay Statement

The Royal Veterinary College (the College) supports the principle of equal
opportunities and believes as part of those principles that male and female staff,
those from different ethnic groups, and those with and without disabilities should
receive equal pay for the same or broadly similar work, for work rated as equivalent
and for work of equal value.

The term pay in this context relates not just to base pay but to the overall package
which includes other benefits such as annual leave, London allowance, bonuses,
overtime, pension and sick pay, etc.

The College understands that a right to equal pay between women and men is a
fundamental principle of European Community law and is conferred by United
Kingdom legislation. It also understands that the Race Relations (Amendment) Act
2000 places a General Statutory Duty to promote race equality and that the Disability
Discrimination Act 1975 requires organisations not to discriminate without
justification against those with disabilities and that this duty and requirement extends
to the provision of equal pay for work of equal value. The implementation of the EU
Directive on Fixed Term Work and resultant UK regulations to be applied from 10
July 2002, aimed at preventing fixed-term employees being treated less favourably
than similar permanent employees, also include pay as part of their remit.

The College believes that in its own interest and in accordance with good practice
that pay should be awarded fairly and equitably.

The College recognises that in order to achieve equal pay for employees doing equal
work it should operate a pay system which is transparent, based on objective criteria
and free from bias on the grounds of sex, ethnicity, disability or age. It is important
that employees have confidence in the process and the College is committed to
working with trade unions/employee representatives to take action to ensure that it
provides equal pay. The College believes that in eliminating bias in our pay system it
is sending a positive message to its staff and customers.


Objectives

The College’s objectives are to:

      Eliminate any unfair, unjust or unlawful systems and practices that impact on
       pay
      Take appropriate remedial action.
                                                28

                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007
Action to implement policy

In order to put the College’s commitment to equal pay into practice it will:


      Examine its existing and future pay and reward systems and practices for all
       its employees including part-time workers, those on fixed-term contracts and
       those who are absent on pregnancy and maternity leave
      Implement appropriate systems, such as institution-wide job evaluation and
       appraisal, that support the aims of achieving equal pay and pay transparency
      Carry out regular monitoring of the impact of its systems and practices
      Inform employees of how these systems and practices work and how their
       own pay is arrived at
      Provide training and guidance for managers and supervisory staff involved in
       decisions about pay and benefits
      Discuss and agree the equal pay policy with employees, trade unions and staff
       representatives where appropriate.

The College intends through the above action to avoid unfair discrimination, to
reward fairly the skills, experience and potential of all its staff and thereby to
increase efficiency, productivity and competitiveness and enhance the College’s
reputation and image.




                                                29

                                 The Royal Veterinary College
                          Equal Opportunities Monitoring Report – May 2007

				
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