ࡱ;  4bjbjVV AZ<<+^-----$QQQP Q@ L___x@z@z@z@z@z@z@BE:z@-"@z@--__"@m"m"m"-_-_x@m"x@m"m":6B8_kMQwF6d@@0@ 78E8E0B8B8E-8m"z@z@ x@E :  EDC/1011/07 EDINBURGH NAPIER UNIVERSITY EQUALITY AND DIVERSITY COMMITTEE STAFF DIVERSITY REPORT 2009/10 Background and Context This paper is the final annual Staff Diversity Report in the transitional period of separate anti-discrimination legislation covering race, disability and gender equality. From April 2011, when the Public Sector Equality Duty under the Equality Act 2010 comes into force, the Universitys intention is to publish one report detailing staff and student diversity, as well as progress on delivering on the commitments contained within the Equality Scheme and Action Plan 2010-13. The paper provides comparative data from 2007/8 to 2009/10 and is intended to be used to identify trends over time from an equality and diversity perspective. This is a requirement under current Public Sector Duties covering race, gender and disability. In order to protect the identity of staff it has been necessary in some cases to aggregate up. This does not undermine the integrity of the data and is permissible under guidance issued by the Equality and Human Rights Commission. The data suggests that staff diversity continues to be a key feature at the University with a largely stable overall picture but with noteworthy changes in demographics in some key areas. Increased efforts are now being made to move from a position of simply publishing diversity data to investigating more fully the staff journey from application to leaving employment. A brief analysis of the Employee Engagement 2010 is also provided, focussing on the three revised equality-related questions. Alignment to Strategic Objectives/External Policy Driver The information summarised in this report aligns with the Universitys overall mission statement and in particular with its stated objectives: To be academically excellent To develop confident employable graduates To achieve the highest standards Summary of the data Against a backdrop of a reduction in the numbers of staff employed at the University by around 10% (down from 1804 in 2007/8 to 1629 in 2009/10), the data shows a small widening of gender imbalance of 2% in favour of female staff (Table 1). However, this overall trend masks changes taking place between the composition of academic and professional services staff and their respective patterns of work. Female academic staff continued to form an overall minority in 2009/10, despite a numerically greater decrease in the number of male academic staff (Table 2). Among professional services staff, the reduction in overall numbers has been less marked and consequently the gender imbalance, although far greater overall, has seen little change in percentage terms (Table 3). There has been a dramatic numerical change in the Under 35 and 35 to 54 age groups of academic staff, although the overall percentages have largely been maintained. The numbers of Under 35 academic staff working on a full-time basis has dramatically reduced from 80 in 2007/8 to just 36 in 2009/10. Similarly, the 35 to 54 age group has reduced from a high of 322 to 273 (although this age group continues to form a considerable overall majority (Table 4). The Universitys Voluntary Severance Scheme accounts for most of this decrease with 24 female and 22 male successful applicants and all except 2 applicants were aged 50 or over. There has been a similar decrease in the Under 35 full-time age group among professional services staff, down from 173 in 2007/8 to 129 in 2009/10 (Table 5). The decrease is less dramatic in percentage terms however (from 28% down to 24%). It appears from the data that the Universitys academic staff have maintained their ethnic diversity in overall terms, despite the considerable reduction in the numbers of total staff employed (Table 6). One positive worthy of note is the reduction of Unknown down from 10% in 2007/8 to 6% in 2009/10, perhaps suggesting a greater willingness to answer ethnic origin questions. There is however less ethnic diversity among professional services staff (3% minority ethnic staff), a figure which is roughly comparable to the 2001 Census figure for the minority ethnic population of Edinburgh as a whole (Table 7). However, most commentators agree that the 2001 Census figure was probably an under-estimate and with the increased migration from the European Union Accession countries over the last decade, one would have expected this figure to have increased. In November 2010, the University undertook its annual Employee Engagement Survey. As has been practice for three consecutive years, questions related to equality and diversity were asked again but with a reworded question 63. Respondents were asked if they agreed with the following statement: In the last 12 months I have not been bullied, harassed or suffered a detriment because of my age, ethnicity, disability, religion, sexuality, gender or other irrelevant attribute at 鶹. The percentage of respondents who answered that they disagreed with the statement remained the same as 2009 (9%) with the actual numbers who answered the question going up from 682 in 2009 to 765 in 2010. This merits further analysis and a further report may be produced outlining the findings. Conclusions and Next Steps The data suggests that despite a substantial fall in numbers of staff employed by the University, diversity continues to be a key feature at the University. Increased efforts are now being made to move from a position of simply publishing diversity data to investigating more fully the staff journey from application to leaving employment. The ability to do this and report on how the University will address challenges is a key feature of the requirements of the Equality Act 2010. The disappointing responses to Question 63 of the Employee Engagement Survey warrant further investigation. It is recommended that the responses are analysed at a micro level in order to establish why a significant number of staff responded in this manner. Communication Issues This paper is disclosable in full under the Freedom of Information (Scotland) Act 2002. Equality Considerations This paper is intended to meet the Universitys statutory obligations under equality legislation by providing comparative data. An Equality Impact Assessment is therefore not necessary. Recommendation Committee is asked to note the contents of this paper. Mohammed Hameed Diversity Partner 7 February 2011 EDC/1011/07A Table 1. All Staff by Gender (1/2/11) Gender2007/082008/092009/10Female933 (52%)939 (53%)879 (54%)Male871 (48%)838 (47%)750 (46%)Total180417771629  EMBED MSGraph.Chart.8 \s  Table 2. Academic Staff by Gender and Work Pattern (Part-time is anyone working less than 36.25 hours). Gender2007/082008/092009/10Full-Time Part-TimeTotalFull-TimePart-TimeTotalFull-TimePart-TimeTotalFemale193 (37%)152 (45%)345 (40%)186 (37%)155 (49%)341 (42%)166 (40%)136 (46%)302 (42%)Male329(63%)183 (55%)512 (60%)313 (63%)162 (51%)475 (58%)254 (60%)160 (54%)414 (58%)Grand Total522335857499317816420296716  EMBED MSGraph.Chart.8 \s  Table 3. Professional Services Staff by Gender and Work Pattern (Part-time is anyone working less than 36.25 hours) Gender2007/082008/092009/10Full-Time Part-TimeTotalFull-TimePart-TimeTotalFull-TimePart-TimeTotalFemale334 (55%)254 (75%)588 (62%)322 (55%)276 (73%)598 (62%)312 (56%)265 (75%)577 (63%)Male275 (45%)84 (25%)359 (38%)264 (45%)99 (27%)363 (38%)250 (44%)86 (25%)336 (37%)Grand Total609338947586375961562351913  EMBED MSGraph.Chart.8 \s  Table 4. Academic Staff by Age Group and Work Pattern (Part-time is anyone working less than 36.25 hours) Age Group2007/082008/092009/10Full-Time Part-TimeTotalFull-TimePart-TimeTotalFull-TimePart-TimeTotalUnder 358092172 (20%)8391174 (21%)3699135 (19%)35 to 54322164486 (57%)315151466 (57%)273144417 (58%)55 plus12079199 (23%)10175176 (22%)10559164 (23%)Grand Total522335857499317816414302716  EMBED MSGraph.Chart.8 \s  Table 5. Professional Services Staff by Age Group and Work Pattern (Part-time is anyone working less than 36.25 hours) Age Group2007/082008/092009/10Full-Time Part-TimeTotalFull-TimePart-TimeTotalFull-TimePart-TimeTotalUnder 35173 (28%)95 (28%)268 (28%)156 (27%)106 (28%)262 (27%)129 (23%)87 (24%)216 (24%)35 to 54322 (53%)167 (49%)489 (52%)318 (54%)184 (49%)502 (52%)324 (58%)193 (54%)517 (57%)55 plus114 (19%)76 (23%)190 (20%)112 (19%)85 (23%)197 (21%)103 (19%)77 (22%)180 (19%)Grand Total609338947586375961556357913  EMBED MSGraph.Chart.8 \s  Table 6. Academic Staff by Ethnic Origin Ethnicity2007/082008/092009/10Full-TimePart-TimeTotalFull-Time Part-TimeTotalFull-TimePart-TimeTotalMinority Ethnic45 (9%)24 (7%)69 (8%)47 (9%)33 (10%)80 (10%)34 (8%)31 (10%)65 (9%)White461 (88%)244 (73%)705 (82%)431 (86%)240 (76%)671 (82%)374 (89%)229 (78%)603 (85%)Unknown16 (3%)67 (20%)83 (10%)21 (5%)44 (14%)65 (8%)13 (3%)35 (12%)44 (6%)Grand Total522335857499317816421295712  EMBED MSGraph.Chart.8 \s  Table 7. Professional Services Staff by Ethnic Origin Ethnicity2007/082008/092009/10Full-TimePart-TimeTotalFull-Time Part-TimeTotalFull-TimePart-TimeTotalMinority Ethnic14 (2%)8 (2%)22 (2%)12 (2%)7 (2%)19 (2%)15 (3%)13 (4%)28 (3%)White579 (95%)307 (91%)886 (94%)553 (94%)334 (92%)897 (93%)530 (95%)319 (90%)849 (93%)Unknown16 (3%)23 (7%)39 (4%)21 (4%)24 (6%)45 (5%)13 (2%)23 (6%)36 (4%)Grand Total609338947586365961558355913  EMBED MSGraph.Chart.8 \s  Table 8. Staff by Disability Status 2007/082008/09No Known Disability17791772Disability2527Not Known05 Table 9. Staff Promotions AgeDisabilityEthnicityGenderUnder 3535 to 54Over 55No known disabilityDisabledWhiteMinority EthnicNot knownFemaleMale2008/9923537031241720 Table 10. Staff Grievances AgeDisabilityEthnicityGenderUnder 3535 to 54Over 55No known disabilityDisabledWhiteMinority EthnicNot knownFemaleMale2008/92491501320411 Table 11. Applications for employment by disability status 2008/092009/10No Disability3695 (92%)3092 (71%)Disability102 (3%)76(2%)Not stated210 (5%)1173 (27%)Total40074341 Table 12. Applications for employment by gender 2008/092009/10Male1487 (37%)1269 (29%)Female2272 (57%)1815 (42%)Not stated248 (6%)1257 (29%)Total40074341 Table 13. Applications for employment by ethnicity 2008/92009/10Minority Ethnic1165 (29%)1251 (29%)White British2508 (63%)1832 (42%)Not Stated334 (8%)1258 (29%)Total40074341 Table 14. 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