University of Hull Equality and Diversity Annual Report 2017

Introduction

1. As a leading University we recognise the importance of providing a campus free from

discrimination, harassment and intolerance to equality. We are committed to tackling issues

that do not conform to our exacting standards on equality and diversity by changing behaviours

and embedding a culture of inclusiveness on campus. Through our Equality Scheme1, we have

set our strategic equality objectives, policies and actions out to 2020. We are committed to

these objectives ensuring we keep our students and staff at the centre of our equality and

diversity agenda. Our equality objectives are:

• Progress the embedding of equality and diversity across the campus

• Develop compliance and external drivers

• Develop diverse and inclusive organisational culture and values

• Enhance diversity and inclusion from a staff and student perspective

2. The University has moved the equality and diversity agenda forward at a pace in the

past 12 months and we will continue to accelerate the equality and diversity programme through

2018. The University is currently preparing our Athena SWAN bronze submission for April 2018.

This will be a significant step for the University as our aspiration is to achieve silver charter

status by November 2020. The University has joined the Equality Challenge Unit (ECU) Race

Equality Charter, which is a positive move forward and again a significant step up from where

we were 12 months ago.

3. This annual equality and diversity report will set out the findings from the staff and

students data and make recommendations to address any issue that impacts on equality and

diversity on campus. The report may be used to reinforce other measures on campus that are

designed to improve equality, fairness and the staff and student experience at the University.

Executive Summary

• Improve our understanding of low levels of BME staff numbers in PSS and investigate

how the University can improve BME PSS numbers.

• Use the development of the Race Equality Charter to improve our understanding of the

BME experience for academic staff seeking and applying for promotion.

• Understand and investigate the reasons why there are fewer women academics

promoted to professor. Women academic promotions was highlighted in the University’s

Athena SWAN submission and the University Athena SWAN Self-Assessment Team has

advised that women academic promotions be reviewed.

• There is a decrease in good degree (1st 2:1) attainment for students aged 21 and under.

• There is a student disability attainment gap, which will require further investigation and

monitoring.

• The numbers of UK domiciled and International BME students attending the University is

lower than sector averages. Determine how the University can attract more BME

students.

• The BME degree attainment gap is 11%.

1 University Equality Scheme 2020.

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Staff Data

4. The annual equality and diversity report provides diversity profile data for all University

staff as at 31 July 2016 and includes analysis of statistical data of the following protected

characteristics:

• Age

• Disability

• Ethnicity

• Gender

Staff data includes UK domiciled and international staff. Staff data is broken down into the

following occupational categories:

• Academic

• Professional and Support Services (PSS)

Benchmark data for the higher education sector is taken from the Equality Challenge Unit (ECU)

statistical report based on HESA data for 2014/15. A staff summary of the four protected

characteristics is at figure 1.

Figure 1 – Summary of total staff profile for age, disability, ethnicity and gender

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10.00%

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60.00%

70.00%

80.00%

90.00%

100.00%

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26 -

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Age Disability Ethnicity Gender

Percentages of Staff and the Protected Characteristics

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Age

5. Staff numbers are evenly distributed between the ages of 31 and 60 with 13.1% of staff

aged under 30 and 8.4% aged 61 years of age and above. There have been small variations

within each age range for the past three years, however overall the age distribution remains

unchanged as seen in figure 2.

Figure 2

For academic staff there has been a decrease in those aged 30 years of age and under over

the past 3 years as seen in figure 3. However, staff numbers are evenly distributed through the

other age categories. There is a decrease in the number of academic staff aged 61 years and

above, however the percentage of academic staff in these categories is higher than that for PSS

staff.

Figure 3 – Academic Staff Age Range

0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

14.00%

16.00%

18.00%

25 andunder

26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 - 60 61 - 65 66 andover

Total Staff Age Profile from 2013/14 to 2015/16

2013/14 2014/15 2015/16

0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

14.00%

16.00%

18.00%

25 andunder

26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 - 60 61 - 65 66 andover

Academic Staff by Age

2013/14 2014/15 2015/16

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In 2015/16 there has been an increase in the number of Professional and Support Services

(PSS) staff aged 25 and under from 6.5% to 10.8%. PSS staff are evenly distributed through the

age ranges, however there is a decrease in numbers of staff in the 61 to 65 age range.

Comparison with national data shows that the University of Hull employs fewer 26 to 35 year

olds in both PSS and academic staff roles. The percentage of staff aged 36 to 65 is higher than

the national average.

Figure 4 – PSS Staff Age Range

Disability

6. In 2016, 5.7% of staff disclosed a disability, which is 1.1% higher than disclosed in

2014/15. University disclosed disability is higher than the sector average of 4.5%. Physical

impairment (29%) and long-standing illness or health condition (24%) were the most commonly

disclosed impairments amongst staff. The proportion of disabled staff declaring a physical

impairment is 19.4% higher than for the higher education sector as a whole. However, the

University has less staff 13% who disclosed a specific learning difficulty compared against the

higher education sector, 18.3%. Overall disability data can be seen in figure 5.

0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

14.00%

16.00%

18.00%

25 andunder

26 - 30 31 - 35 36 - 40 41 - 45 46 - 50 51 - 55 56 - 60 61 - 65 66 andover

Professional and Support Services Staff by Age

2013/14 2014/15 2015/16

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Figure 5

Figure 6 – Breakdown of University academic staff numbers with disabilities as a

percentage

86%

88%

90%

92%

94%

96%

98%

100%

13/1414/15

15/16

93.5%93.7%

91.9%

5.0%4.5%

6.2%

1.4%1.7%

1.9%

Academic Staff - Disability Status

Non-Disabled Disabled Not Known

5.75%

92.65% 1.61%

Disabled Staff

2015/16

Disabled Non-disabled Not known

4% 3% 3%

24%

11%13%

29%

13%

Blind or seriousvisual impairment

Deaf or serioushearingimpairmentGeneral learningdisability

Long-standingillness

Mental healthcondition

Other type ofdisability

Physicalimpairment

Specific learningdisability

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Figure 7 – Breakdown of University PSS staff numbers with disabilities as a percentage

Higher education sector wide staff with a disability is higher among PSS staff than academic

staff with 5% of PSS and 3.9% of academic staff disclosing a disability in 2015/16. Data for the

University shows a different picture. The proportion of academic staff disclosing a disability is

higher for PSS staff (6.2% and 5.4% respectively). Figures 6 and 7 makes this comparison.

Ethnicity

7. The majority of the University staff identify as white (88.4%) with 7.4% of staff identifying

as BME. This proportion has increased marginally since 2013/14. Data taken from the 2011

Office of National Statics census shows that 89.7% of the population of Kingston upon Hull

identified as White British, which is 9.9% higher than for the rest of England. There are ethnicity

challenges within the city and regionally that may influence the University’s diversity staff profile.

Figure 8 provides an overview of total staff ethnicity.

Figure 8

88%

90%

92%

94%

96%

98%

100%

13/1414/15

15/16

94.4%93.6%

93.2%

4.7%

4.6%5.4%

0.9%1.7% 1.4%

Professional and Support Services Staff - Disability Status

Non-disabled Disabled Not known

7.39%

4.25%

88.36%

All Staff by Ethnicity

BME Not Known White

27%

18%

27%

16%

12%

Asian/Asian British Black/Black British

Chinese Mixed

Other Ethnic

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Figure 9 Figure 10

Figures 9 and 10 highlight the percentages of BME academic and PSS staff. The University is

marginally under the sector average for BME academic staff when adjusting for regional

variations. For PSS staff the University is significantly lower at 3.2% compared against national

benchmarks of 10.4%. The principle reason for this is the lower than average BME population in

the community.

Overall academic promotions show lower numbers of BME academic staff applying for

promotions. Given the lower number of BME academic staff this is not surprising. The key

action for the University is ensuring the promotion process is transparent, fair and equal for all

applicants and does not in anyway disadvantage BME academic staff.

Figure 11

Applications for academic promotion to Senior Lecturer 17.6% of those who applied were BME

academics and 76.5% were white academics. 33.3% of the BME academics who applied were

successful and this is just under the 34.6% of white academics who were successful. See figure

11.

0%

20%

40%

60%

80%

100%

Applied

Successful

26

9

6

2

22

Academic Promotions to Senior Lecturer by Ethnicity

White BME Prefer not to say

0

2

4

6

8

10

12

14

2013/14 2014/15 2015/16

12.2% 12.7%13.5%12.8%

13.3%13.9%

Percentage of BME Academic Staff

BME staff (%) Sector Average (%)

0.0

2.0

4.0

6.0

8.0

10.0

12.0

2013/14 2014/15 2015/16

3.3% 3.2% 3.2%

10.1% 10.3% 10.4%

Percentage of BME Professional and Support

Services Staff

BME staff (%) Sector Average (%)

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Figure 12

In the 2015/16 promotions 86.7% of academics applying for promotion to Reader were white

and 90% of those who were successful in their applications were white. Proportionately less

BME academics were successful in their applications, with 69.2% of white academics who

applied being successful in comparison to 50% of BME academics who applied. See figure 12

above.

Figure 13

During 2015/16, 70% of academics applying for promotion to Professor were white however

only 28.6% of those white academics were successful in comparison with 100% of the BME

academics who applied. Of academics who were successfully promoted to Professor 40% were

white and 40% were BME. See figure 13.

0%

20%

40%

60%

80%

100%

Applied

Successful

139

21

Academic Promotions for Readerby Ethnicity

White BME

0%

20%

40%

60%

80%

100%

Applied

Successful

7

2

2

2

11

Academic Promotions for Professor by Ethnicity

White BME Prefer not to say

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Gender

8. The proportion of women and men employed at the University has been consistent for

the last 3 years with overall 12% more women employees than men. When occupational

groups are considered there are 10% more men academic staff than academic women. The

picture is reversed for PSS staff with 26% more women than men employed on campus. The

University gender data is consistent with the sector average, where 54% of staff working in UK

higher education are women. University women PSS staff make up 62.7% of the PSS

employment group.

Figure 14, 15 and 16 breakdown University staff by gender and employment group.

Figure 14 Figure 15

Figure 16

The majority of women are employed in pay band 4 and 8 with higher numbers of women in

most pay bands except pay band 2. There are less women in senior pay bands 9 and 10. See

figure 17 below.

Female63%

Male37%

Professional and Support Services Staff by Gender

Female56%

Male44%

All Staff by Gender

Female45%Male

55%

Academic Staff by Gender

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Figure 17

Figure 18 - Promotion for 2014/15

The same proportion of men and women applied for promotion to Senior Lecturer and 41.2% of

the men were successful in comparison with 35.3% of the women. See figure 18.

Figure 19 – Promotion for 2014/15

0

50

100

150

200

250

300

Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8 Band 9 Band 10

Staff by Gender and Pay Band 2015/16

Female Male

0%

50%

100%

AppliedSuccesful

176

177

Academic Promotions for Senior Lecturer by Gender

Female Male

0%

50%

100%

AppliedSuccessful

75

9 5

Academic Promotions for Reader by Gender

Female Male

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For the same period, 56.3% of academics applying for promotion to reader were men, however,

only 55.6% of men applicants were successful in contrast to the 71.4% of women applicants

who were successful. See figure 19.

Figure 20 - Promotion for 2014/15

For 2014/15 there was no successful female promotion to professor. 90% of those applying for

Chair appointments were men and no women were successful in the application round. 55.6%

of the men who applied were successfully promoted. Of note in year 2015/16 one women was

promoted to professor. In the past 3 years there were 2 women promoted to professor against

13 men. See figure 20.

9. Further Action:

• Improve our understand for low levels of BME staff in PSS roles and investigate how the

University can improve its BME PSS numbers.

• Use the developing concepts and analysis from the Race Equality Charter to understand

the BME experience for academic staff seeking and applying for promotion.

• Understand and investigate why there has been fewer women academics promoted to

professor. This was highlighted in the University’s Athena SWAN submission and the

University SAT has asked that women academic promotions be reviewed as a matter of

urgency.

0%

50%

100%

Applied Successful

1 0

9 5

Academic Promotions for Professor by Gender 2015/16

Female Male

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Student data

10. The report provides diversity profile data for all University students as at 31 July 2016

and includes an analysis of statistical data of the following protected characteristics:

• Age

• Disability

• Ethnicity

• Gender

Student data includes information on undergraduate and postgraduate students except for

degree attainment data, which is based on undergraduate attainment. Student data includes UK

domiciled and international students unless otherwise stated.

Benchmark data for the higher education sector is taken from the Equality Challenge Unit

statistical report based on HESA data for 2014/15.

Age

11. The majority of University students (63.3%) are aged 21 years or under. There has been

an increase of students for the last three years within this age band (under 21). The University

attracts younger (under 21) students and its student profile is higher than sector averages which

is 55% for this age group. 2016/17 has also seen a slight increase in students aged 22 to 25

years of age. There has been a decrease in student numbers above the age of 25. See figure 1.

Figure 1

Degree attainment2 figures show that older students (36 years of age and above) were more

likely to achieve a first degree. The number of first degrees decreased for each of the lower age

group (under 21 years of age) with 24.7% those aged 36 years and above attaining a first class

degree and 47.7% a 2:1. For those aged 21 years and under, these figures fall to 17.9%

attaining a first degree and 51.1% a 2:1 degree. See figure 2.

2 Degree attainment for the purposes of this report is the award of 1st class and 2:1 degrees.

0

2000

4000

6000

8000

10000

12000

2013/14 2014/15 2015/16 2016/17

Students by Age 2013/14 to 2016/17

21 & below 22 - 25 26 - 35 36 & above

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Figure 2

Disability

12. The number of students who have disclosed a disability has increased each year for the

last three years with 13.9% of students disclosing a disability in 2016/17. This is higher than the

sector average of 10.1%.

There have been slight increases in the reporting of mental health conditions and specific

learning difficulties amongst the student population with 19.2% of those known to be disabled

identifying a mental health condition and 43.7% identifying a specific learning difficulty. Figure 3

outlines the percentages of students with disclosed disability on campus.

Figure 3 – Student Disability Data

0

20

40

60

80

21 & below 22-25 26-35 36 & above

Good Degree Attainment (1st and 2:1 degree) by Age of Students (%)

2013/14 2014/15 2015/16

87% 13%

No disability Disability

7% 1%2%

11%

20%41%

2%

8%

8%

A social/ communicationimpairment

Blind or a serious visualimpairment uncorrected byglassesDeaf or a serious hearingimpairment

A long standing illness or healthcondition

A mental health condition

A specific learning difficulty

Physical impairment or mobilityissues

A disability, impairment ormedical condition not listedaboveMultiple disabilities

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Figure 4

There has been a small attainment gap between those students disclosing a disability and those

students that have not disclosed any disability. This gap narrowed in 2015/16 and should be

monitored to ensure the University reaches parity for students with and without disabilities. See

figure 4.

Ethnicity

13. The number of UK domiciled students identifying as Black and Minority Ethnic (BME)

has increased over the last three years. In 2016/17, 13% of the UK domiciled student population

identified as BME. This is below the average for the sector in England, which is 23.2%.

Excluding London from the national figures for England the average BME student population

studying at Universities is 18.4%. This national average remains higher than the percentage of

UK domiciled BME students at the University of Hull. See figure 5.

The number of international students saw a small increase on the previous year with 184 more

international students studying at the University. This number is however lower than those seen

in 2013/14 or 2014/15.

Figure 5 – BME breakdown of students studying at the University

0

20

40

60

80

100

2013/14 2014/15 2015/16

70.6% 70.2% 68.6%67.8% 63.8% 66.6%

Good Degree Attainment by Disability Status (%)

No known disability Disability declared

40%

31%

4% 3%

18%

4%

Black

Asian

Chinese

Arab

Mixed

Other

86.35%13.04%

0.61%

Ethnicity of UKDomiciled Students

White BME Unknown

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Figure 6

There is an 11.4% degree (1st and 2:1) attainment gap between the achievements of UK

domiciled BME students compared with their white students at the University. However, the

11.4% attainment gap is a 7% reduction in the attainment gap since 2014/15. The higher

education sector average degree attainment gap is 16%. Whilst the University has a lower

attainment gap than many other Universities in the sector it is our priority to close the degree

attainment gap as quickly as possible. The University has joined the ECU Race Equality Charter

and will develop plans and actions to tackle BME degree attainment head on. See figure 6.

Gender

14. There has been a slight increase in the ratio of women to men students over the last

three years with women comprising 55.8% of students. See figure 7.

Figure 7

0

20

40

60

80

2013/14 2014/15 2015/16

74.6% 73.2% 72%

60%54.8%

60.6%

Good Degree Attainment by Ethnicity of UK Domiciled Students (%)

White BME

0%

20%

40%

60%

80%

100%

2013/14 2014/15 2015/16 2016/17

55.1% 54.9% 55.6% 55.8%

44.9% 45.1% 44.4% 44.24%

Students by Gender

Female Male

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Figure 8 – Female Student Degree Attainment

There is a small degree attainment gap with a higher proportion of women students awarded a

first or 2:1 degree than men. The degree attainment gap of 0.89% in favour of women students

is narrower than the average for the sector in England (5.1%). The number of women

accomplishing a 1st degree is 3.31% lower than for men. See figure 8.

15. Further Actions:

• Investigate the reasons behind the decrease in numbers of students over the age of 26,

particularly those aged 36 and above.

• Investigate the decrease in good degree attainment for students aged 21 years and

below.

• Monitor the disability attainment gap to ensure further narrowing of the gap.

• Use the Race Equality Charter to investigate the number of UK domiciled and

International BME students attending the University and ascertain how the University

can attract more BME students.

• Use the Race Equality Charter to investigate the degree attainment of BME students and

in particular close the degree attainment gap between BME and white students.

0

10

20

30

40

50

60

70

80

2013/14 2014/15 2015/16

71.8% 69.3% 68.7%68.4% 69.4% 67.8%

Good Degree Attainment by Gender (%)

Female Male