BRIEFING NOTE
Staff Equality and Diversity Questionnaire Summary of Key Points ........................... 2
Profile ...................................................................................................................... 2
Understanding of Equality and Diversity ................................................................. 2
Staff Experience ...................................................................................................... 3
Disabled Staff.......................................................................................................... 4
Further action / comments ...................................................................................... 5
Comparative Analysis Section .................................................................................... 6
Detailed Results Section........................................................................................... 12
Profile .................................................................................................................... 12
Understanding of Equality and Diversity ............................................................... 15
Staff Experience.................................................................................................... 17
Disabled Staff........................................................................................................ 24
Further action / comments .................................................................................... 28
Appendix 1 Comparison results for Ethnicity, Gender, Disability, Age, Sexual
Orientation (S/O), and Religion / Belief (R/B) .................................................... 31
1
Staff Equality and Diversity Questionnaire Summary of Key
Points
Profile


328 staff members completed the questionnaire.
Respondents from all of the various equality strands, except for transgender /
transsexual. This does not mean that no transgender / transsexual staff
members answered the questionnaire (1% of respondents indicated that they
preferred not to answer the question) nor that there are no transgender /
transsexual staff members.

Gender
54.9% of survey respondents were female and 44.2% were male (this is
compared to a staff breakdown of 47.7% female and 52.3% male)

Race
81.7% were white (compared to 71.7% of the university staff breakdown),
4.8% were Black (compared to 9.3%), 6% were Asian (compared to 10.5%),
4.8% were Mixed/Other (compared to 4.4%) and 2.4% preferred to say
(compared to 4.3%)

Disability
12.5% of survey respondents indicated that they were disabled (compared to
2.2% of the university staff breakdown).

Age
1.2% of survey respondents were under 26 (compared with 3.4% of the
university staff breakdown), 61.3% were aged 26-50 (compared to 61.9%),
36.3% were aged between 51-65 (compared to 33.9%) and .6% were over 65
(compared to .7%).

Sexual Orientation
80.2% of survey respondents identified as heterosexual, 14.6% identified as
bisexual, lesbian or gay, 5.2% preferred not to say.

Religion Belief
46.3% of survey respondents identified as secular/no religion/agnostic/atheist,
32.6% as Christians, 9% were in the remaining categories with 11.9%
indicating other or preferred not to say.


Caring Responsibilities
38.1% respondents have some kind of caring responsibilities.
Understanding of Equality and Diversity – (Q14-16 & 18)

92.7% of respondents are aware of the university’s policies on equality and
diversity. However comments point to a need to ensure policies are being
followed and more needs to be done to publicise the policies.
2

87.8% of respondents are aware of the harassment policies and procedures.
Comments indicate a lack of confidence that the policies and procedures are
being followed.

Only 54.3% of respondents would know what to do if they wanted to make a
complaint on equality and diversity issues. Comments indicate a lack of
confidence in the policies and procedures.
Over 99% of respondents knew that they had a duty not to discriminate on the
basis of Disability, Gender and Race/Ethnicity. This dropped to just over 98%
for the basis of Religion/Belief and Sexual Orientation and over 97% for the
basis of Age and Transgendered basis.

Staff Experience – (Q17, 19-24)





Age, Gender and Race / Ethnicity are the three top things that people felt was
a barrier to their career. Comments point to problems regarding:
o female representation at senior management level
o older staff being disadvantaged (including mandatory retirement)
o Lack of ethnic minority representation in the staff population as a whole
but also in university management.
o Preconceived notions regarding certain religions and negative views
regarding non-Christian religions
On a rating scale of 5 (very good) to 1 (very poor) work colleagues are seen
as being the most supportive regarding equality and diversity values (rating
average of 3.85) closely followed with line managers (3.78), heads (3.59) and
then human resources (3.30). Whilst all average on the good side of the mid
point, the scores and comments point to a feeling that:
o equality and diversity is not seen as a priority in the institution,
o equality and diversity values are not acted on,
o HR is seen as least supportive of equality and diversity values, and
o HR needs to promote equality and diversity more.
In rating University processes, activities or facilities (Very Good = 5 to Very
Poor = 1) the rating for the following processes, activities or facilities fell
below 3:
o Disabled parking - 2.35
o Catering options and facilities - 2.54
o Physical environment / Estate - 2.55
o Stress management initiatives - 2.71
o Work related benefits - 2.76
o Annual Review processes (eg PADs & PADAS) - 2.82
o General equality and diversity promotional materials - 2.83
o WellMet - 2.96
o Personal workspace (PC, desk etc) - 2.97
o Accessibility of official communications from the University - 2.99
The top 5 ratings were for the following:
o Job application & interview process - 3.57
o Chaplaincy - 3.35
o Individual adjustments made for disabled staff - 3.31
o Flexible working policies and procedures - 3.23
o Pensions - 3.22
Comments point to a need to address the following barriers:
o accessibility issues for buildings, offices, facilities and services
3
o
o
o
o



awareness raising of equality and diversity policies and procedures
increase support for staff with caring responsibilities
addressing workplace assessments/adjustments request
clearer / more transparent appraisal system
Comments indicate that both the EAP and flexible work policies are seen as
positive benefits regarding equality and diversity.
11.0% of survey respondents stated that they experienced unfavourable
treatment related to Age, 10.4% on Gender, 8.5% on Race/Ethnicity, 4.3% on
Religion/Belief, 2.7% on Disability, and 2.4% on Sexual Orientation.
Comments highlight concerns regarding:
o discrimination across all strands but most are on the basis of Gender
and Disability,
o a lack of faith in the complaint process (staff felt that either they would
suffer negative consequences or it would not make a difference).
Survey respondents reported witnessing unfavourable treatment of staff or
students on the basis of Age (21.6%), Race / Ethnicity (16.2%), Gender
(14.9%) and Disability (14.0%). Comments highlight the following:
o behaviour cited included interactions between groups of staff, groups of
students and groups of staff and students.
o unfavourable treatment based on Age is primarily focused on
mandatory retirement policy/practices
o unfavourable treatment of staff or students regarding Disability are
primarily based on accessibility issues for buildings, offices, facilities
and services
o unfavourable treatment of staff or students regarding Gender,
Race/Ethnicity, and Sexual Orientation are based on attitudes,
statements, or general behaviour
Disabled Staff (Q25-39)




12.5% of survey respondents identified as being disabled.
The highest incidence of reported disabilities were: physical disabilities
(26.8%), deaf or hard of hearing (22%), dyslexia or other specific learning
difficulties (17.1%) and long term recurrent conditions (17.1%).
Of the 12.5% who identified as disabled only 34.1% declared a disability when
they applied for a job at the university.
o of the 65.9% who did not declare a disability, the primary reason given
was because they did not have a disability at the time (59.3%) followed
by concerns of discrimination (22.2%).
o of those who did not declare, 66.7% have declared since starting
employment
Of those declaring since applying for a job or since starting work:
o Most made the disclosure to their line manager (37.5%) or Human
Resources (28.1%)
o 62.5% requested or were offered support.
o of these 75% received the support they requested and for the
remaining 25% who did not receive the help requested, only one
incidence was because they did not received a response (reasons
given focused on either the request was in progress or that they did not
need support).
o 25% rated the response to their request as poor.
4


39% of respondents who declared a disability thought that there was
insufficient information given regarding provision for disabled staff. Comments
highlight the following:
o more information needs to be provided to staff including information on
what support is available and where to go for help,
o improving the intranet and the university website to make disabled staff
better aware of related provision,
o provide an HR contact to disclose a disability to,
o do more in ensuring confidentiality, and
o Generally improve the intranet and website.
Comments from respondents who declared a disability highlight the need to
improve facilities and services and to increase awareness through training and
publicity as steps which could improve the experience of disabled staff.
Further action / comments (Q40-42)

The top five actions suggested that the university could take to promote
equality and diversity:
o training, staff development and communication regarding equality and
diversity policies, procedures and commitments (including mandatory
training);
o Address disability accessibility issues for buildings, offices, facilities and
services;
o Improve the promotion of equality and diversity;
o Promote more diversity at all staff levels but specifically senior
management levels;
o Give a clear indication that policies and procedures are being properly
implemented and enforced (provide more transparency);
Although not in the top five there is a clear indication from comments that
halting mandatory retirement is considered an important action
5
Comparative Analysis Section
In order to conduct the analysis for the comparison section, several categories under
the headings of Race/Ethnicity, Age, Sexual Orientation and Religion/Belief had to be
collapsed to ensure there were reasonable numbers of respondents in each of the
categories for the analysis to be meaningful.
Race/Ethnicity
 White = White British, White Iris, White Scottish and Other White background
 Black = Black or Black British – Caribbean, Black or Black British – African,
and Other Black background
 Asian includes those who chose Asian or Asian British – Indian, Asian or
Asian British – Pakistani, Asian or Asian British – Bangladeshi, Asian or Asian
British – Chinese, and Other Asian background
 Mixed /Other = Mixed - White and Black Caribbean, Mixed - White and Black
African, Mixed - White and Asian, Other Mixed background, and Other Ethnic
background
Age


50 and under = under 26 and the 26-50 respondents
51 and over = 51-65 and over 65
Sexual Orientation
 LGB = Bisexual, Gay/Lesbian and Unsure
 Heterosexual
Religion
 Christianity
 Secular/No religion/Agnostic/Atheist
 Other = Buddhism, Hinduism, Muslim, Judaism, Sikhism
A comparison results table is included in the appendix
Q 7 .Caring responsibilities
 38.1% respondents have some kind of caring responsibilities (26.5%
childcare, 7.6% carer and 4% both).
 A higher percentage of Black respondents have caring responsibilities (37.5%
childcare, 18.8 % carer and 6.3% both).
 Approximately the same percentage for both male and female respondents
have caring responsibilities.
 Respondents with disabilities have a lower percentage of childcare
responsibilities (9.8%) but a higher percentage of carer responsibilities (22%).
 A lower percentage of gay, lesbian, and bisexual respondents have caring
responsibilities (18.7%).
Q. 8 Grade
6



45.1 % of survey respondents were in the academic grade and 51.5 % were in
Professional services.
Black respondents were more likely to be in the professional services grade
(68.8%).
Respondents aged 50 and under were more likely to be in professional
services grade (60.5%) and those aged 51and over were more likely to be in
the academic grade (62%).
Q 10 Contract
 24.4% of respondents were on a fixed term contract and 75.6% were on
permanent.
 30% of Asian respondents were on a fixed term contract.
Q. 11 Full time / part time
 77.1 % of survey respondents were full time (FT) and 18.9% were part time
(PT).
 A higher percentage of Black, Asian and Mixed/Other survey respondents
were FT (81.3%, 80%, 87.5%).
 25% of female respondents were PT.
Q. 19. From your experience and/or observations, how well do you feel that the
following people support/promote equality and diversity values?
 Work colleagues are see as the most supportive regarding equality and
diversity values (rating average of 3.85) followed by line managers (3.78).,
heads (3.59) and HR (3.30).
 Black, Asian and Mixed/Other respondents all rated these categories lower on
average.
 Female respondents rated most categories slightly higher, except for HR.
 Disabled respondents rated heads, line managers and HR lower, but rated
work colleagues higher.
 Gay, Lesbian, Bisexual respondents rated HR lower
 Religions other than Christian and Secular rated all categories lower.
Q. 20 From your experience and/or observations, how well do you feel that the
following University processes, activities or facilities meet your equality and diversity
needs?
In rating University processes, activities or facilities (Very Good = 5 to Very Poor = 1)
the rating for the following processes, activities or facilities fell below 3:
 Disabled parking - 2.35
 Catering options and facilities - 2.54
 Physical environment / Estate - 2.55
 Stress management initiatives - 2.71
 Work related benefits - 2.76
 Annual Review process (eg PADs, PADAS etc) - 2.82
 General equality and diversity promotional materials - 2.83
 WellMet - 2.96
 Personal workspace (PC, desk etc) - 2.97
 Accessibility of official communications from the University - 2.99
For Black respondents the following rated below 3
7















Disabled parking - 2.13
WellMet - 2.43
Employee Assistance Programme - 2.50
General equality and diversity promotional materials - 2.60
Work related benefits - 2.69
Annual Review process (eg PADs, PADAS etc) - 2.73
Catering options and facilities - 2.73
Stress management initiatives - 2.79
Parental / paternity policies and procedures - 2.82
Personal workspace (PC, desk etc) - 2.86
Impact of employment policies and procedures on disabled staff - 2.88
Access to advice and support in relation to disability issues - 2.88
New staff induction - 2.93
Physical environment / Estate - 2.93
Pensions - 2.93
For Asian respondents the following rated below 3
 Work related benefits - 2.29
 Disabled parking - 2.44
 Catering options and facilities - 2.50
 Stress management initiatives - 2.53
 Employee Assistance Programme - 2.61
 General equality and diversity promotional materials - 2.63
 Chaplaincy - 2.70
 Personal workspace (PC, desk etc) - 2.71
 Physical environment / Estate - 2.75
 WellMet - 2.77
 Impact of employment policies and procedures on disabled staff - 2.83
 Annual Review process (eg PADs, PADAS etc) - 2.88
 Access to advice and support in relation to disability issues - 2.92
 Special leave policies and procedures - 2.94
For Mixed / Other respondents the following rated below 3
 Disabled parking - 1.89
 WellMet - 2.13
 Impact of employment policies and procedures on disabled staff - 2.13
 Physical environment / Estate - 2.14
 Stress management initiatives - 2.40
 Catering options and facilities - 2.43
 Annual Review process (eg PADs, PADAS etc) - 2.43
 Job share policies and procedures - 2.45
 Access to advice and support in relation to disability issues - 2.50
 Work related benefits - 2.62
 Employee Assistance Programme - 2.64
 Chaplaincy - 2.67
 Accessibility of official communications from the University - 2.69
 Special leave policies and procedures - 2.71
 Individual adjustments made for disabled staff - 2.80
 Parental / paternity policies and procedures - 2.83
8



Staff development - 2.88
Flexible working policies and procedures - 2.88
General equality and diversity promotional materials - 2.88
For female respondents the following rated below 3
 Physical environment / Estate - 2.47
 Disabled parking - 2.31
 Impact of employment policies and procedures on disabled staff - 2.99
 Accessibility of official communications from the University - 2.87
 Annual Review process (eg PADs, PADAS etc) - 2.84
 Personal workspace (PC, desk etc) - 2.47
 Catering options and facilities - 2.81
 Stress management initiatives - 2.75
 General equality and diversity promotional materials - 2.75
For male respondents the following rated below 3
 New staff induction - 2.97
 Staff development - 2.92
 Physical environment / Estate - 2.63
 Disabled parking - 2.39
 Annual Review process (eg PADs, PADAS etc) - 2.81
 Personal workspace (PC, desk etc) - 2.93
 Catering options and facilities - 2.63
 Work related benefits - 2.70
 Stress management initiatives - 2.66
 WellMet - 2.86
 General equality and diversity promotional materials - 2.93
For Disabled respondents the following rated below 3
 Catering options and facilities - 2.16
 Disabled parking - 2.24
 Physical environment / Estate - 2.37
 Work related benefits - 2.41
 Stress management initiatives - 2.47
 Parental / paternity policies and procedures - 2.47
 New staff induction - 2.59
 Personal workspace (PC, desk etc) - 2.63
 General equality and diversity promotional materials - 2.67
 Special leave policies and procedures - 2.69
 Access to advice and support in relation to disability issues - 2.75
 Accessibility of official communications from the University - 2.76
 Job share policies and procedures - 2.78
 Staff development - 2.79
 Impact of employment policies and procedures on disabled staff - 2.83
 WellMet - 2.84
 Annual Review process (eg PADs, PADAS etc) - 2.91
 Pensions - 2.94
For respondents 50 years of age and younger the following rated below 3
9











Disabled parking - 2.39
Physical environment / Estate - 2.64
Catering options and facilities - 2.63
Work related benefits - 2.74
Stress management initiatives - 2.75
General equality and diversity promotional materials - 2.80
Annual Review process (eg PADs, PADAS etc) - 2.82
Personal workspace (PC, desk etc) - 2.95
WellMet - 2.95
Parental / paternity policies and procedures - 2.99
Impact of employment policies and procedures on disabled staff - 2.99
For respondents 51 years of age and older the following rated below 3
 Disabled parking - 2.30
 Catering options and facilities - 2.38
 Physical environment / Estate - 2.41
 Stress management initiatives - 2.65
 Work related benefits - 2.80
 Annual Review process (eg PADs, PADAS etc) - 2.84
 l equality and diversity promotional materials - 2.89
 Accessibility of official communications from the University - 2.90
 General Staff development - 2.98
 Job share policies and procedures - 2.99
 New staff induction - 2.99
For LGB respondents the following rated below 3
 Disabled parking - 1.68
 Physical environment / Estate - 2.18
 General equality and diversity promotional materials - 2.22
 Catering options and facilities - 2.24
 Stress management initiatives - 2.31
 Work related benefits - 2.50
 Annual Review process (eg PADs, PADAS etc) - 2.50
 WellMet - 2.64
 Staff development - 2.67
 Job share policies and procedures - 2.70
 Parental / paternity policies and procedures - 2.71
 Access to advice and support in relation to disability issues - 2.73
 Accessibility of official communications from the University - 2.74
 Pensions - 2.74
 Personal workspace (PC, desk etc) - 2.74
 Special leave policies and procedures - 2.76
 New staff induction - 2.79
 Employee Assistance Programme - 2.81
 Impact of employment policies and procedures on disabled staff - 2.84
 Flexible working policies and procedures - 2.95
For Christian respondents the following rated below 3
 Disabled parking - 2.52
10







Catering options and facilities - 2.60
Physical environment / Estate - 2.68
Stress management initiatives - 2.74
General equality and diversity promotional materials - 2.80
Work related benefits - 2.81
Annual Review process (eg PADs, PADAS etc) - 2.88
WellMe - 2.94
For Secular respondents the following rated below 3
 Disabled parking - 2.23
 Physical environment / Estate - 2.44
 Catering options and facilities - 2.59
 Work related benefits - 2.72
 Stress management initiatives - 2.75
 Annual Review process (eg PADs, PADAS etc) - 2.81
 General equality and diversity promotional materials - 2.83
 Accessibility of official communications from the University - 2.92
 Personal workspace (PC, desk etc) - 2.95
For Other Religion respondents the following rated below 3
 Disabled parking - 2.40
 Catering options and facilities - 2.52
 Physical environment / Estate - 2.63
 Stress management initiatives - 2.63
 Work related benefits - 2.67
 Annual Review process (eg PADs, PADAS etc) - 2.86
 Staff development - 2.90
11
Detailed Results Section
Survey Responses - Staff Equality and Diversity Questionnaire Summary
Profile
Note - University information is from Human Resources report July 2008
Q. 1 Gender
Female
Male
Intersex
Prefer not to say
Survey
54.9%
44.2%
0.0%
0.9%
Uni
47.7%
52.3%
N/A
N/A
Q. 2 Transgender
No one indicated that they were transgendered. 1 % of respondents indicated they
did not want to answer the questions.
Q. 3 Age
under 26
26-50
51-65
over 65
Prefer not to say
Survey
1.2%
61.3%
36.3%
0.6%
0.6%
Uni
3.4%
61.9%
33.9%
.7%
N/A
Q. 4 Ethnicity
White British
White Irish
White Scottish
Other White background
Total White
Black or Black British - Caribbean
Black or Black British - African
Other Black background
Total Black
Asian or Asian British - Indian
Asian or Asian British - Pakistani
Asian or Asian British Bangladeshi
Asian or Asian British - Chinese
Other Asian background
Total Asian
Mixed - White and Black
Caribbean
Mixed - White and Black African
Mixed - White and Asian
Survey
58.2%
4.9%
1.5%
17.1%
81.7%
2.4%
2.4%
0.0%
4.8%
3.0%
0.6%
0.6%
0.9%
0.9%
6%
0.6%
0.0%
0.9%
Uni
58.7%
2.3%
0%
10.7%
71.7%
4.3%
4.2%
.8%
9.3%
3.2%
1.4%
1.5%
1.5%
2.9%
10.5%
.3%
.3%
.4%
12
Other Mixed background
Other Ethnic background
Total Mixed/Other
Prefer not to say / not known
Q. 5 Sexual Orientation
Bisexual
Gay/Lesbian
Heterosexual
Unsure
Prefer not to say
1.2%
2.1%
4.8%
2.4%
1%
2.4%
4.4%
4.3%
2.1%
11.6%
80.2%
0.9%
5.2%
Q. 6 Religion/Belief
Buddhism
Christianity
Hinduism
Muslim
Judaism
Sikhism
Secular/No religion/Agnostic/Atheist
Prefer not to say
Other (please specify)
1.8%
32.6%
2.4%
1.8%
3.0%
0.0%
46.3%
4.9%
7.0%
Q. 7 Carer Responsibilities
Do you have childcare or carer responsibilities?
Yes - Childcare
26.5%
Yes - Carer
7.6%
Yes - Both
4.0%
No
61.9%
Q. 8 Staff Category
To which staff category do you belong?
Survey
Academic
45.1%
Professional service
51.5%
Manual
1.2%
Contract
2.1%
Management
Research
Uni
34.9%
46.6%
3.5%
10.1%
4.8%
Q. 9 International or Home
a Home or UK staff member
an international staff member
Survey
93.3%
6.7%
Uni
80%
20%
Survey
24.4%
75.6%
Uni
13.7%
83.3%
Q. 10 Contract Type
Fixed term
Permanent/Indefinite
Q. 11 Full time / Part time
13
Full-time staff
Part-time staff
Other (please specify)
77.1%
18.9%
4.0%
Q. 12 Length of Service
Under 5 years
5-10 years
Over 10 years
Survey
36.9%
27.4%
35.7%
Uni
36.1%
27%
36.9%
14
Understanding of Equality and Diversity
Q. 14
Are you aware that the University has policies on equality and diversity?
Yes
92.7%
No / not sure
7.3%
Comment
Feel policies not being followed/ Can’t prove policies followed/way students
and staff being treated need to revise policy/no significance/not being
used/does not cover old boys culture
Need to publicise policies/hard to access/why not join Stonewall Champions
No protection for age discrimination – retirement policy is age discrimination
Impressed with procedures
Students with disability not getting adequate support
Need to celebrate English culture
#
12
5
1
1
1
1
Q. 15
Are you aware that the University has policies on harassment and bullying?
Yes
87.8%
No / not sure
12.2%
Comment
Note effective /harassment and bullying endemic/ not upheld/how they are
implemented
Not properly disseminated
#
14
4
Q. 16
Would you know what to do if you wanted to complain about how you were being
treated regarding equality and diversity issues?
Yes
54.3%
No
45.7%
Comment
Would check intranet/assume on HR web
Know where to start / Would go to line manager as first step
Not safe to take action/no confidence in process
Tried process but had problems/did not work
Seen policy – very confusing / step by step procedure would be useful
Managers need to be more knowlegeable about process and what to do
No comment
Would take legal advice
Not fully
Go to Union (not know where to go in uni)
#
11
8
5
4
1
1
1
1
1
Q. 18
Are you aware that all staff have a duty not to discriminate on the basis of:
15
Age
Disability
Gender
Race/Ethnicity
Religion/Belief
Sexual Orientation
Transgendered
status
Yes
97.9%
99.4%
99.7%
99.4%
98.5%
98.5%
No
2.1%
0.6%
0.3%
0.6%
1.5%
1.5%
97.6%
2.4%
16
Staff Experience
Q. 17
Do you feel the equality characteristics listed below are a barrier to your career
progress at the university?
Yes
No / NA
Age
25.3%
74.7%
Disability
5.5%
94.5%
Gender
15.2%
84.8%
Race/Ethnicity
13.1%
86.8%
Religion/Belief
6.1%
94.0%
Sexual Orientation
3.7%
96.3%
Transgendered status 1.2%
98.7%
Comment
Gender discrimination – disproportion men to women in decision making
post/no women professors/ Male colleagues being promoted/ Female
attributes not as valued/Gender discrimination re: caring responsibilities
Age discrimination (older employees being disadvantaged because of
being age)
Asking for date of birth on job application is age discrimination
Race discrimination – no ethnic minorities in university management
ethnic minority not being hired
Seen no anti racism drive so feel will not be judged on merit
Mandatory retirement policy is discriminatory
Feels discrimination in all areas listed/SMT not rep of staff/student
body/comments made on interview panels not connected to job criteria/
Subtle discrimination/ Senior management/ Bullying institution/ staff
discriminating against students who are different/ Not being treated equally
Religion Belief / Cannot socialise with colleagues if events serve alcohol
and may suffer for it/ Preconceived ideas re: islam/muslim/ Discrimination
re: judaism/
Reluctant to divulge religion – concern will be treated diff
Does not want to comment / unsure / deals with student provision and
making compensatory provision / it is my view /why/
Age discrimination – being paid less than older colleague yet more
experience and resp./Feels younger staff member would not get promoted
Discrimination on nationality/ Feel not being shortlisted because of
restricted visa and cannot access some job benefits/ why British people
achieve higher position
Barriers based on structure and not equality factors/Uni does not invest in
people
Disability discrimination / Has not had adjustments as requested/ Problems
with student disability parking
Discrimination – S/O
Social class discrimination
Feel not being treated equally but not sure if because of equality factors
#
21
13
12
11
9
6
6
4
3
3
2
2
2
2
17
Uni policy not clear on perceived disc.
Question not framed properly
Feel none have played a part in employment here
Feels white people being discriminated /Am Male, middle age hetero -
1
1
2
3
Q19.
From your experience and/or observations, how well do you feel that the following
people support/promote equality and diversity values?
Very
Unsupportive
Rating
Supportive
Neutral
N/A
Very Unsupportive
Average
Supportive
Heads of
3.59
54.9%
25.6% 13.7%
5.8%
Department
Line managers
63.9%
20.2% 11.3%
4.6% 3.78
Work colleagues 68.1%
20.9% 8.2%
2.8% 3.85
Human
3.30
39.6%
29.7% 20.2%
10.5%
Resources
Other staff
36.1 %
39.3% 7.7%
16.9% 3.45
Comment
Negative comments regarding policies/procedures/behaviour but no
mention related to equality or diversity issues /
don’t know/new/prefer not to comment/
No evidence that ED issues are priority / embedded / acted on/ talked
about but not reflected/not discussed in an appropriate way/like appoints
like/old boys network/feel current HEFCE clawback indicates problem
which if investigated would show that non-white students being negatively
affected
Some more supportive than others/positive experience but staff not
representative of student pop/ Managers being supportive does not stop
gender gap
Staff/HR/Department supportive re: disability issues
HR needs to do more to promote/HR not supportive of ED/ HR bullying/
Online form indicate ageism by HR/ No contact from HR – no department
identity/ Delay in getting info re: polisies on S/O
Lack of understanding of policy leads to inconsistency and perception of
inequality /Need more awareness /Policy needs to change because need
to have complaints in writing to be address
HOD unsupportive or discriminatory/Managers bully
More needs to be done to support second language european speakers/
International students face discrimination
Face discrimination because of childcare
Make accessible buildings a priority
Being white poorly regarded by non-white
#
25
16
13
12
9
4
3
2
1
1
1
Q 20.
18
From your experience and/or observations, how well do you feel that the following
University processes, activities or facilities meet your equality and diversity
needs?
VG – Very Good
G – Good
P – Poor
VG
G
Job application & interview process 51%
New staff induction
30.2%
Staff development
34.4%
Flexible working policies and
37.9%
procedures
Individual adjustments made for
25.6%
disabled staff
Physical environment / Estate
14.9%
Disabled parking
6.1%
Parental / paternity policies and
19.8%
procedures
Impact of employment policies and
14%
procedures on disabled staff
Accessibility of official
24.4%
communications from the University
Annual Review process (eg PADs,
23.2%
PADAS etc)
Special leave policies and
24.4%
procedures
Personal workspace (PC, desk etc) 29.9%
Job share policies and procedures 20.4%
Access to advice and support in
20.8
relation to disability issues
Catering options and facilities
14%
Chaplaincy
21%
Work related benefits
17.3%
Stress management initiatives
18.6%
Employee Assistance Programme 26.5%
WellMet
14.3%
Pensions
30.2%
General equality and diversity
19.8%
promotional materials
Other (If there is no other please
1.8%
tick N/A)
Q 21
What aspect of Q20 was considered a barrier
Comment
VP – Very Poor
27.7%
32.6%
32.9%
P
Rating
N/A
VP
Average
11.6% 9.8%
3.57
23.1% 14.0% 3.06
25.6% 7.0%
3.09
31.1%
20.7% 10.4%
3.23
19.2%
11.3% 43.9%
3.31
29.6%
12.2%
39.7% 15.9%
24.1% 57.6%
2.55
2.35
25.0%
16.5% 38.7%
3.05
22.9%
11.9% 51.2%
3.01
36.9%
20.4% 18.3%
2.99
32.0%
28%
16.8%
2.82
34.5%
19.2% 22.0%
3.04
32.6%
29.6%
26.2% 11.3%
12.5% 37.5%
2.97
3.08
22.9%
12.8% 43.6%
3.12
29.3%
19.8%
33.5%
30.2%
29.6%
22.0%
34.5%
37.5%
7.1%
25.6%
32.3%
15.2%
13.1%
15%
19.2%
52.1%
23.5%
18.9%
28.7%
50.6%
20.4%
2.54
3.35
2.76
2.71
3.13
2.96
3.22
37.5%
25.6% 17.1%
2.83
3.0%
3%
2.62
Adequate
92.1%
#
19
Problems with buildings/lifts/lack of proper equipment/office space re:
disability accessibility/parking/ toilets / if fire person in wheelchair would not
have a chance to exit /outdated IT equipment / Email system
Info hard to get hold of/staff need to be aware of /diff to find policies/ little
discussion of E&D/info needs to be distributed
Staff dev./promotion not supportive of staff with childcare / Male requesting
flex work for childcare reasons was denied yet female was accepted/Flexi
hours should be open to all not just carers
HOD not supportive/HR and Finance minimize value/ SMG and Exec
/bullying organisation/policies to protect HR but not enough action
Need to improve info & adjustment for staff/need routine workplace
assessments
Appraisal system does not id potential for promotion/PADAS not fair or out
of date/ PSG merit scheme not transparent and discriminatory manner
No way to check to see if job application/interview are fair/ policies need to
be implemented
Lack of ethnic minority among staff
Induction is weak, Need local dep. Training
Staff policies re: age disc /barriers based on age
Not enough consideration on blind/sight impairement issues
EAP needs improvement (esp LGBT stuff)
Prayer rooms for muslim bad / prayer room in Ladbroke shabby
No departmental budget for equality of provision to students
Lack of adequate student data barrier to look at ethnic pedoalogical
outcomes
Not barrier / N/A / no specific details/no comment
Feedback – not linked to particular ED issue
Online application system is poor/ better pension / better flex policies /
healthy food / should be help for stress /Need to listen to individual
feedback / structure of workforce does not support ordinary staff
making job description so narrow only one person can fill/ open plan office
disadvantage to academic working practices/ lack of info for part-time and
ad-hoc staff/ Work pressure barrier for staff dev.
19
7
4
5
4
4
3
3
2
2
2
1
1
1
1
9
8
Q. 22 Benefit
What aspect of Q20 was considered a benefit
Comment
EAP system good
Flexi policies are helpful/caring resp.
Staff development
HOD was very supportive
chaplaincy
processes are generally good/policies and procedures are good
Ethnicity, religion and transgendered better addressed
Job application and interview process
Stress management
Recruitment of disabled staff
Not a barrier/ /N/A/ no specific details/ could be benefit but nothing for
me/ ditto
#
5
5
2
2
2
2
1
1
1
1
20
20
Need to address ED issues Still hear anti ageism and working mother comments/ Everything of
benefit except for areas of religion and class/ Nothing is of benefit/ Prayer
room is badly designed/Bullying organisation/ Some apathy to help staff
with disabilities/ Policies are fine – implementation is a problem
7
Q. 23
In the past five years do you feel you ever experienced unfavourable treatment in
your employment at the university in relation to your.
Yes
No
N/A
Age
11.0%
83.2%
5.8%
Disability
2.7%
55.5%
41.8%
Gender
10.4%
82.0%
7.6%
Race/Ethnicity
8.5%
81.7%
9.8%
Religion/Belief
4.3%
83.2%
12.5%
Sexual Orientation
2.4%
79.6%
18.0%
Transgendered Status 0.0%
51.2%
48.8%
Comment
Experiencing gender discrimination from HOD/staff member/ could not
access flexi work for child care because of being male/ sexual harassment /
gender disc by hr/discriminated by head re: RAE and PADAS/
Departmental managers more friendly with males/sexist
comments/intimidating behaviour by senior managers / bullying / promotion
for women more difficult in department/ all good module courses go to male
/ felt bullied by manager but no support from HOD
People did not report issue because of fear of negative consequences /
instead left department/ did not want to go through grievance
disability discrimination by manager (diabetes) / not getting proper
adjustment/ manager disclosed disability to others / negative actions of
HOD and other managers in dept. / HOD or managers did not suggest
adjustment
Reported ED issue but not followed up / or was blocked / little was done
Reported issue not as ED but not followed up by HR
Sexual Orientation – treated with disdain / asked intrusive questions/ facing
negative comments/ did not receive support when partner was ill
Discuss with Line manager agreed nothing to be done / would have been
pointless / no faith in process
Race discrimination – positions where BME applicants have applied have
not been filled and no explanation given
Age discrimination – mandatory retirement
Reported ED issue but waiting to hear/ need to respond more swiftly/ need
an adviser on issues
Religion – staff do not have time off to celebrate non Christian holidays/feel
discriminated because of different religion
Age discrimination (older) – not being promoted
Issue regarding advertising and filing of post – no feedback as to why
persons were appointed/
#
18
8
6
5
4
4
3
3
3
2
2
1
21
Age discrimination (younger) – treated differently because of age
Bullying
Need to appreciate second language speakers
No indication what the ED issue was
uncertain if equality was a factor re: inequity of post and status compared to
rest of staff / happened over 5 years ago/ unsure/ no detail just sense / uni
does not want to invest in long term staff / less promotion opportunity /
negative experience from one interview panel member/ see above /
subjective view / prefer not to say / promotion of other / please see earlier
answers / punished for complaining about how a student was treated / not
given training opportunities because of part time status
1
1
1
18
Q. 24
While employed at the university in the last five years, do you feel you have
witnessed any unfavourable treatment of staff or students in relation to their:
Yes
Age
21.6%
Disability
14.0%
Gender
14.9%
Race/Ethnicity
16.2%
Religion/Belief
8.2%
Sexual Orientation
6.1%
Transgendered Status 1.5%
No
78.4%
86.0%
85.1%
83.8%
91.8%
93.9%
98.5%
Details
Comment
Incidents witnessed
Mandatory retirement / older staff picked for redundancy
Disability - Lifts broken down/ poor accessibility of buildings / members of
disability department not helpful to student/ inadequate access, toilets,
parking / disabled students have to wait months for equipment support / staff
with mobility issues seen as a nuisance / need more support for students
with mental health difficulties / academic staff negative towards disabled
students / blind staff member having to transfer to different floors for
teaching courses / Lack of access to curriculum for disabled students
Sexist staff attitudes/statements / men paid more and get promoted more
easily/ Child care responsibilities seen as nuisance
Sexual Orientation – gay colleague bullied / openly lgb staff treated
differently / schoolkeepers treating gay people with contempt / anti-gay
words written on white board / staff saying who is gay and who is not/ Staff
member allowing homophobic statement by student to go unchallenged
Race - Racist staff attitudes / Student on staff racist comment /
schoolkeepers treating African students badly/ staff making racist comments
/ disproportionate BME staff in hourly, part-time paid positions
Age - Ageism in an interview / older worker mocked / older staff not being
treated the same / older staff not being promoted
#
21
18
10
9
9
7
22
Bullying in an interview / witnessed bullying of staff / bullying organisation /
bullying based on race
Gender - Male staff sexual innuendo to female students / preyed on female
students/ No forum for female staff to challenge implicit discrimination / male
staff addressing female staff in negative way
Promotion structure – race and gender / some people not promoted
because do not fit stereotype / men being promoted over women /
promotion based on personal relationship
Discrimination not on strands - not having phd / earning money /
approaches which have been dealt with but could have been dealt with
better / insensitive remakes
Transgendered issues in student groups / Ill thought out response to
sexuality by students
Religion - Staff making negative comments about students’ religion / Female
students being pressured by students to abandon head scarf
Treatment in favour or religious students – did not serve alcohol at event
because islamic society requested it.
International students treated as if they are a chore / treated differently
No answer / as above / no specific details / prefer not to say / Can not recall
details / Colleague made redundant
Actions Taken
Complained about discrimination and resulted in job loss / Did not take
action because feared for position
Made complaint but no action taken – should be central system rather than
at discretion of department / hr took no action
Offered to support person but did not take action
Reported incident waiting for response
Student comments about other students which were addressed by staff.
5
5
4
3
2
2
1
1
12
2
2
2
1
1
23
Disabled Staff
Q. 25
Are you disabled?
Yes
No
Survey
12.5%
87.5%
University
2.2%
97.8%
Q. 26
Of those who answered yes - type of disability
Dyslexia or other specific learning difficulty
Physical disability (eg which affects mobility or manual dexterity)
Long-term progressive condition (e.g. cancer, HIV)
Blind or partially sighted
Autistic Spectrum Disorder (incl. Asperger’s Syndrome)
Long-term recurrent condition (e.g. sickle cell condition,
epilepsy)
Deaf or hard of hearing
Mental Health difficulty
General learning disability
Other (please specify)
17.1%
26.8%
14.6%
4.9%
0.0%
17.1%
22.0%
9.8%
0.0%
22.0%
Other
No disability
allergy
Depression
Respiratory
Migraines / headaches
Diabetes
Lung disease and arthritis
2
2
1
1
1
1
1
Q. 27
Of those who answered yes to having a disability - declared disability when
applied for job
Yes
34.1%
No
65.9%
Q.28
Those who did not declare – reasons for not declaring
I did not have a disability at the time
59.3%
I feel this information is private and not work7.4%
related
I did not consider it to be relevant to my job
14.8%
I was unaware of the benefits of doing so
11.1%
I do not remember being given the opportunity
14.8%
I was concerned I might be discriminated
22.2%
against
24
Other (please specify)
14.8%
Other
Answered question wrong
Illness not diagnosed at time
Began work through agency
2
1
1
Q. 29
Those who did not declare – have you disclosed since starting employment?
Yes
66.7%
No
33.3%
Why did you disclose?
Comment
Long-term absence therefore had to disclose / for sick leave /had to
go for appointments
Needed workplace assessment / needed adjustment
Felt I had to / wanted to inform
Important in case of illness
Had to see university doctor
Cannot remember / diagnosed while at university/ see above / not
formally to HR
#
3
2
2
1
1
4
Q. 30
Those who disclosed at the time of applying or since starting - Whom did you
disclose your disability?
My line manager
37.5%
Human Resources
28.1%
A work colleague
6.3%
Head of Department
12.5%
Other (please specify)
15.6%
Other
Comment
All of the above / most of the above
HR and line manager
Occupational Healt
#
3
1
1
Q 31
Were you offered support or did you request support?
Yes
62.5%
No
37.5%
Q. 32
Did you receive the help you requested?
Yes
75.0%
No
25.0%
If no, were any reasons given and if so what were they?
25
REASONS:
Comment
In progress
Still waiting for requested adjustment
Don’t need any support / Health and Safety has not provided specific
advice
Have not received a response to request
#
1
1
3
1
Q.33
How would you rate the response to your request?
Poor
25.0%
Average
25.0%
Good
15.0%
Excellent
35.0%
DETAILS
Comments
Response time to request was good, but work station assessment not
related to disability
Do not need adjustments but felt that general response is negative
Response to request was not poor but HR, managers and colleagues did
not know how to deal with someone who suffers from depression
HOD has left
University is disinterested
#
1
1
1
1
1
Q. 34
Is there anything that the University could be doing to make it easier for staff to
disclose a disability?
Comment
#
HR contact / named HR contact
3
More protection of confidentiality / make staff feel safe
3
Publicity – positive images of disability especially mental illness
2
How do staff disclose disability – not just at start of job
2
Have system in place
1
Not be a bullying organisation
1
Better / more sensative approach by Occupational Health
1
Annual questionnaire to update information
1
Recognise food allergies as disability
1
Better managers
1
No / don’t know / This is being done now
10
Q. 35
Do you think that sufficient information is given about University provision for
disabled staff?
Yes
61.0%
No
39.0%
26
Suggestion of what is needed:
Comment
Information for disabled staff
Information on – what is available / where to go for help / what happens if a
fire / better promotion of DES
General information regarding disabled staff
Information on an ongoing basis
No answer
Q. 36
What do you think that the University is doing well to support the needs of its
disabled staff?
Comment
Improved provision of facilities
Policies
More supportive line management
Depends on the line manager
Not doing it because of bullying organisation
Training
Flexibility
No comment
Very little/ nothing/ unsure
#
5
2
3
3
#
4
2
2
2
1
1
1
2
11
Q. 37
What do you think that the University should change to improve the experience of
its disabled staff. Your answer will help us to prioritise the actions we need to take
Comment
#
Improve facilities – lift access/ all rooms for staff induction have induction
4
loops/ design facilities for better acoustics
Training
2
Awareness sessions
2
Publicity - Regarding self defining disability
1
Address specific needs /requests
1
Better communication to person
1
Stop bullying
1
Improve way to disclose
1
No specific suggestion
4
Q. 38
How do you think disabled staff can be made better aware of disability related
provision?
Comment
#
Better intranet/website information/ better promotion of information
13
Induction pack
1
Tailored programme of support
1
Information in HR newsletter
1
Via managers
1
27
There isnt any – thats the problem
Access to work scheme
See above
1
1
1
Q. 39
Has this questionnaire missed any important issues or topics that affect the
experience and participation of disabled staff at London Metropolitan University? If
so, what are they?
Comment
#
No
8
Institutional bullying
2
Rights of a carer
1
Unseen disabilities not included
1
What will happen to people who behave Inappropriately
1
Food allergies
1
Further action / comments
Q. 40.
Are there any further actions the university could take to promote equality and
diversity?
Comment
#
Training, staff development and communication
22
Mandatory management training, training every three years/ let staff know
university can help / have training on issues outside of disability and race/
training on subtle discrimination/ better more accessible training/ staff
development for all staff/train on DDA/ compulsory training
Disability issues including support provided
15
Wider publicity on support available
Better accessibility, upgrade lifts to emergency standard / train staff for
emergency evacuation / more support for DDS/ more accessible website/
more informed response to international students with disabilities/more
support for dyslexic students/ better heating / classrooms not equipped for
students with hearing difficulties/ clarify funding and support for short
courses and CPD./ University disability group
Equality and diversity – improve promotion / greater profile of and training
14
in diversity issues/ present the relevance and successes of equality and
diversity /'us' rather than 'them' concept /make sure HPL’s are informed/
better web pages/ promote policies/ Have manuals to provide more info on
policies
Promotion of minority and ethnic groups / recruit BMEs for higher level
9
jobs / more diversity at senior levels
Act on policies / act on diversity action plans / act on laws / have proper
9
policy on promotion
Stop mandatory retirement
8
Retirement age and ageism
Comments regarding management / change management / stop bullying
7
by management / younger management
Transparency across the university (policies, employment process, hiring
5
28
process)
More flexible working / better flexi policies / work life balance / better staff
appraisal
Staff surveys
Need a culture of respect/ change in attitude / more open inclusive
collegial approach / better communication across the uni
General comments:
University is striving to make advances / university is good place
Promote anti-ageism/value older workers
Increase nurseries/ continue nurseries
Make sure complaints are resolved/followed up
Embed equality and diversity, communicate re: role models
Monitor programmes for equality / assessments of individual dept.
Retrain schoolkeepers
Consider class / Consider religion (other than islam)
Base decisions on merit
Strategy on harassment and abuse, including sexual assault and domestic
violence
More support for students whose first language is not english
Publicise cases of good practice
Take action on complaints other than through grievance
Access to library for staff and students with young children
No comment/ more important issues / see below /
5
4
4
4
3
3
2
2
2
1
1
1
1
1
1
1
1
25
Q. 41
Are there any other issues that you feel we should aim to address in our Single
Equality Scheme?
Yes
20.7%
No
79.3%
They are:
Comment
General equality and diversity comments Draw attention on E&D / Make ED simple and everyday
Get basics right first / Support for diversity coordinators / Notion of fairness
/More dietary choice /Ageism /Appoint senior person to look at E&D
complaints / training (especially mental health)/ no discrimination/ religion /
ban alcohol drinks at uni events / reduce stress / Need to ensure policies
and procedures are in accordance with SES/ support for lecturers in
providing alternative supports/ department action plan and impact
assessments
General comments:
Personal professional background academic / Secure bike parking /Engage
with unions / Basing pay on previous pay levels/ Transparency for all
policies procedures / Management have to be supportive of staff / Making
sure social networking and cliques don’t influence progression / Flexi work
policy for/ General workplace culture
More diversity in staff/ BME in management
Disabled access to buildings and car parks
Make sure buildings accessible
#
19
10
7
4
29
Class
Staff management, support managers / guidance for managers how to deal
with E&D issue
Mandatory retirement policy
Bullying / Academic staff treating professional staff with respect
Promote scheme
Those working part time, contractor or variable hours
More help for parents with young children / more generous maternity leave
Job applications – should be in overseen by departmenst not HR
Asylum seekers/refugees
Don’t know/ Bottom up/not top down / What is SES/ Won’t amount to
anything / Scheme not needed Biased questionnaire/ as above
Q. 42
Do you have any other comments?
Comment
No
General feedback on survey:
Stop asking questions and implement / See above
Comments on policies:
University policies – just ticking boxes instead of ensuring compliance /
Suggest having a central policy with an appendix for in each department in
which the head can state any special factors for that department / Make
policies available off campus / Need to promote policies better
Look forward to results from survey / survey could be basis of discussion in
departments
Pleased to have opportunity to contribute
Support for disabled staff for hearing impaired / More support for disabled
students
Won’t be giving name
Staff and policies are great/ uni promotes E&D
Try to be better HR
Act on what stats say
Bullying organisation
Need to raise awareness
More info what is available to International staff
Do follow up survey
Equal opps – middle class tick box activity with no consideration of class or
christianity / judaism
Staff have lack of exposure to commercial practices.
General conservatism re gender issues among students
4
4
3
3
2
2
2
1
1
8
#
27
6
4
2
2
2
2
2
1
1
1
1
1
1
1
1
1
30
Appendix 1 Comparison results for Ethnicity, Gender, Disability, Age, Sexual Orientation (S/O), and Religion / Belief (R/B)
Q 7 Carer Responsibilities
Survey
Yes - Childcare
Yes - Carer
Yes - Both
No
Black
37.5%
18.8%
6.3%
37.5%
26.5%
7.6%
4.0%
61.9%
Survey
Yes - Childcare
Yes - Carer
Yes - Both
No
26.5%
7.6%
4.0%
61.9%
Ethnicity
Asian Mixed/Other
25.0%
31.3%
5.0%
6.3%
10.0%
12.5%
60.0%
50.0%
Age
50 under 51 & over
28.8%
22.3%
5.9%
10.7%
2.9%
5.8%
62.4%
61.2%
Gender
White Women Men
25.4% 27.2% 26.2%
7.1%
8.3%
6.9%
2.6%
3.9%
4.1%
64.9% 60.6% 62.8%
S/O
Hetero
GLB
28.9%
8.3%
8.0%
6.3%
3.8%
4.2%
59.3%
81.3%
R/B
Christian Secular
29.9% 25.0%
4.7%
7.2%
2.8%
3.3%
62.6% 64.5%
Disability
Disabled Non-Disabled
9.8%
28.9%
22.0%
5.6%
4.9%
3.8%
63.4%
61.7%
Other
16.7%
16.7%
3.3%
63.3%
Q 8 Grade
Academic
Professional service
Manual
Contract
Management
Research
Survey
45.1%
51.5%
1.2%
2.1%
Uni
34.9%
46.6%
3.5%
White
46.6%
50.7%
1.1%
1.5%
Disability
Gender
Women Men Disabled Non-Disabled
40.6% 51.0% 41.5%
45.6%
57.2% 44.1% 56.1%
50.9%
1.7%
0.7%
2.4%
1.0%
0.6%
4.1%
0.0%
2.4%
10.1%
4.8%
Survey
Academic
Professional service
Black
31.3%
68.8%
0.0%
0.0%
Ethnicity
Asian Mixed/ Other
40.0%
43.8%
50.0%
43.8%
0.0%
6.3%
10.0%
6.3%
45.1%
51.5%
50 under
35.1%
60.5%
Age
51 & over
62.0%
36.4%
S/O
Hetero
43.7%
53.2%
GLB
56.3%
37.5%
Christian
40.2%
55.1%
R/B
Secular
47.4%
50.7%
Other
36.7%
53.3%
Manual
Contract
1.2%
2.1%
2.0%
2.4%
0.0%
1.7%
1.1%
1.9%
2.1%
4.2%
2.8%
1.9%
0.0%
2.0%
3.3%
6.7%
Q 10
Contract
Survey
24.4%
75.6%
Fixed term
Permanent/Indefinite
Survey
Fixed term
Permanent/Indefinite
24.4%
75.6%
Uni
13.7%
83.3%
Ethnicity
Black Asian Mixed/Other
25.0% 30.0%
25.0%
75.0% 70.0%
75.0%
Age
S/O
50 under 51 & over Hetero
GLB
25.9%
21.5% 24.0%
27.1%
74.1%
78.5% 76.0%
72.9%
White
24.6%
75.4%
Gender
Disabillity
Women Men Disabled Non-Disabled
22.2% 27.6% 24.4%
24.4%
77.8% 72.4% 75.6%
75.6%
R/B
Christian Secular
25.2% 25.0%
74.8% 75.0%
Other
20.0%
80.0%
Q.11 F/PT
Full-time staff
Part-time staff
Other
77.1%
18.9%
4.0%
Black
81.3%
6.3%
12.5%
Asian
80.0%
10.0%
10.0%
Age
50 under 51 & over
Full-time staff
Part-time staff
Other (please
specify)
Ethnicity
Mixed/Other
87.5%
6.3%
6.3%
White
76.1%
20.9%
3.0%
R/B
Christian Secular
S/O
Hetero
GLB
Gender
Disabillity
Women Men Disabled Non-Disabled
71.1% 84.1% 70.7%
78.0%
25.0% 11.7% 26.8%
17.8%
3.9%
4.1%
2.4%
4.2%
Other
77.1%
18.9%
81.0%
14.6%
71.1%
25.6%
76.4%
19.4%
81.3%
14.6%
78.5%
17.8%
77.0%
20.4%
83.3%
10.0%
4.0%
4.4%
3.3%
4.2%
4.2%
3.7%
2.6%
6.7%
Q. 12 Length of Service
Under 5 years
Survey
36.9%
Black
37.5%
Ethnicity
Asian Mixed/Other
30.0%
37.5%
White
37.3%
Gender
Disabillity
Women Men Disabled Non-Disabled
36.1% 37.2% 22.0%
39.0%
5-10 years
Over 10 years
27.4%
35.7%
Survey
Under 5 years
5-10 years
Over 10 years
36.9%
27.4%
35.7%
50.0%
12.5%
40.0%
30.0%
18.8%
43.8%
Age
50 under 51 & over
44.9%
23.1%
31.2%
21.5%
23.9%
55.4%
25.7%
36.9%
30.0% 24.1%
33.9% 38.6%
S/O
Hetero
38.4%
27.8%
33.8%
GLB
25.0%
29.2%
45.8%
Christian
37.4%
28.0%
34.6%
31.7%
46.3%
26.8%
34.1%
R/B
Secular
38.8%
25.7%
35.5%
Other
23.3%
33.3%
43.3%
Q19.
From your experience and/or observations, how well do you feel that the following people support/promote equality and diversity values?
Heads of
Department
Line managers
Work colleagues
Human Resources
Other staff
VS / S Neutral
U /VU
54.9%
25.6%
13.7%
Ethnicity
N/A
Rating Black Asian Mixed/
Average
Other
5.8%
3.59
3.40 3.29
3.36
63.9%
68.1%
39.6%
36.1 %
20.2%
20.9%
29.7%
39.3%
11.3%
8.2%
20.2%
7.7%
4.6%
2.8%
10.5%
16.9%
Rating
Average
Heads of Department
Line managers
Work colleagues
Human Resources
Other staff
3.59
3.78
3.85
3.30
3.45
3.78
3.85
3.30
3.45
3.69
3.50
3.29
3.17
3.45
3.50
3.06
3.00
Age
50 under
3.60
3.82
3.85
3.44
3.37
51 & over
3.56
3.70
3.88
3.07
3.57
3.40
3.69
3.07
3.31
Gender
White Women Men
3.67
3.66
3.51
3.38
2.39
3.85
3.97
3.38
3.51
3.83
3.98
3.29
3.66
3.73
3.73
3.32
3.42
3.61
3.98
3.05
3.35
2.20
2.16
2.67
2.54
R/B
S/O
Hetero
3.59
3.76
3.87
3.35
3.47
Disabillity
Dis Non-Dis
GLB
3.49
3.84
3.83
3.13
3.32
Christian
3.60
3.79
3.85
3.51
3.51
Secular
3.72
3.87
3.92
3.18
3.43
Other
3.33
3.57
3.57
3.29
3.38
Q 20.
From your experience and/or observations, how well do you feel that the following University processes, activities or facilities meet your equality
and diversity needs?
Ethnicity
Gender
Disabillity
Rating Black Asian Mixed/ White Women Men Dis Non -Dis
VG /G
Adequate P/VP N/A
Average
Other
3.57 3.69 3.35 3.47 3.61 3.67 3.45 3.31 3.61
Job application & interview process
51% 27.7%
11.6% 9.8%
New staff induction
30.2% 32.6%
23.1% 14.0% 3.06 2.93 3.16 3.13 3.07 3.14 2.97 2.59 3.13
3.09 3.07 3.00 2.88 3.13 3.21 2.92 2.79 3.13
Staff development
34.4% 32.9%
25.6% 7.0%
Flexible working policies and procedures
37.9% 31.1%
20.7% 10.4% 3.23 3.07 3.11 2.88 3.30 3.36 3.06 3.00 3.26
Individual adjustments made for disabled staff
25.6% 19.2%
11.3% 43.9% 3.31 3.60 3.00 2.80 3.36 3.24 3.38 3.06 3.37
Physical environment / Estate
14.9% 29.6%
39.7% 15.9% 2.55 2.93 2.75 2.14 2.53 2.47 2.63 2.37 2.58
Disabled parking
6.1% 12.2%
24.1% 57.6% 2.35 2.13 2.44 1.89 2.40 2.31 2.39 2.24 2.37
Parental / paternity policies and procedures
19.8% 25.0%
16.5% 38.7% 3.05 2.82 3.00 2.83 3.12 3.12 3.00 2.47 3.12
Impact of employment policies and procedures on disabled staff 14% 22.9%
11.9% 51.2% 3.01 2.88 2.83 2.13 3.09 2.99 3.04 2.83 3.06
Accessibility of official communications from the University
24.4% 36.9%
20.4% 18.3% 2.99 3.21 3.12 2.69 3.00 2.87 3.14 2.76 3.03
Annual Review process (eg PADs, PADAS etc)
23.2% 32.0%
28% 16.8% 2.82 2.73 2.88 2.43 2.87 2.84 2.81 2.91 2.81
Special leave policies and procedures
24.4% 34.5%
19.2% 22.0% 3.04 3.00 2.94 2.71 3.10 3.08 3.01 2.69 3.09
Personal workspace (PC, desk etc)
29.9% 32.6%
26.2% 11.3% 2.97 2.86 2.71 3.13 2.99 3.01 2.93 2.63 3.02
Job share policies and procedures
20.4% 29.6%
12.5% 37.5% 3.08 3.09 3.00 2.45 3.13 3.09 3.07 2.78 3.12
Access to advice and support in relation to disability issues
20.8 22.9%
12.8% 43.6% 3.12 2.88 2.92 2.50 3.20 3.09 3.16 2.75 3.21
Catering options and facilities
14% 29.3%
37.5% 19.2% 2.54 2.73 2.50 2.43 2.56 2.47 2.63 2.16 2.60
Chaplaincy
21% 19.8%
7.1% 52.1% 3.35 3.10 2.70 2.67 3.46 3.40 3.27 3.43 3.34
Work related benefits
17.3% 33.5%
25.6% 23.5% 2.76 2.69 2.29 2.62 2.83 2.81 2.70 2.41 2.80
Stress management initiatives
18.6% 30.2%
32.3% 18.9% 2.71 2.79 2.53 2.40 2.75 2.75 2.66 2.47 2.75
Employee Assistance Programme
26.5% 29.6%
15.2% 28.7% 3.13 2.50 2.61 2.64 3.30 3.22 3.02 3.06 3.14
WellMet
14.3% 22.0%
13.1% 50.6% 2.96 2.43 2.77 2.13 3.09 3.06 2.86 2.84 2.99
Pensions
30.2% 34.5%
15% 20.4% 3.22 2.93 3.20 3.25 3.25 3.24 3.20 2.94 3.27
General equality and diversity promotional materials
19.8% 37.5%
25.6% 17.1% 2.83 2.60 2.63 2.88 2.87 2.75 2.93 2.67 2.86
Other
1.8% 3.0%
3%
92.1% 2.62 3.33 1.50 0.00 2.70 2.20 3.00 1.33 2.78
Rating
Average
Job application & interview process
New staff induction
Staff development
Flexible working policies and procedures
Individual adjustments made for disabled staff
Physical environment / Estate
Disabled parking
Parental / paternity policies and procedures
Impact of employment policies and procedures on disabled staff
Accessibility of official communications from the University
Annual Review process (eg PADs, PADAS etc)
Special leave policies and procedures
Personal workspace (PC, desk etc)
Job share policies and procedures
Access to advice and support in relation to disability issues
Catering options and facilities
Chaplaincy
Work related benefits
Stress management initiatives
Employee Assistance Programme
WellMet
Pensions
General equality and diversity promotional materials
Other
3.57
3.06
3.09
3.23
3.31
2.55
2.35
3.05
3.01
2.99
2.82
3.04
2.97
3.08
3.12
2.54
3.35
2.76
2.71
3.13
2.96
3.22
2.83
2.62
Age
S/O
50 under 51 & over Hetero
3.65
3.47
3.61
3.10
2.99
3.10
3.16
2.98
3.14
3.26
3.17
3.27
3.32
3.30
3.33
2.64
2.41
2.59
2.39
2.30
2.43
2.99
3.16
3.12
2.99
3.03
3.04
3.05
2.90
3.02
2.82
2.84
2.87
3.01
3.10
3.08
2.95
3.01
2.99
3.13
2.99
3.13
3.12
3.12
3.20
2.63
2.38
2.59
3.28
3.50
3.40
2.74
2.80
2.79
2.75
2.65
2.79
3.09
3.20
3.21
2.95
3.00
3.04
3.21
3.26
3.29
2.80
2.89
2.93
2.71
2.20
2.70
GLB
3.33
2.79
2.67
2.95
3.12
2.18
1.68
2.71
2.84
2.74
2.50
2.76
2.74
2.70
2.73
2.24
3.21
2.50
2.31
2.81
2.64
2.74
2.22
2.50
R/B
Christian Secular
Other
3.65
3.59
3.52
3.07
3.09
3.00
3.14
3.14
2.90
3.20
3.27
3.21
3.41
3.23
3.39
2.68
2.44
2.63
2.52
2.23
2.40
3.08
3.02
3.17
3.06
2.99
3.33
3.07
2.92
3.07
2.88
2.81
2.86
3.14
3.00
3.11
3.00
2.95
3.11
3.04
3.09
3.28
3.13
3.14
3.26
2.60
2.59
2.52
3.44
3.41
3.25
2.81
2.72
2.67
2.74
2.75
2.63
3.18
3.18
3.07
2.94
3.01
3.00
3.27
3.13
3.48
2.80
2.83
3.00
2.86
2.60
2.40