EXECUTIVE SUMMARY
1.
2.
Background
1.1
The University, in common with other employers in Northern Ireland, is required
under fair employment legislation to review its employment composition and
practices at least once every three years. The purpose of the review is to determine
whether or not the University is affording fair participation in employment to
members of the Protestant and Catholic communities.
1.2
Where fair participation is not afforded, the University is required to take appropriate
affirmative action and consider the setting of goals and timetables.
1.3
This report is the University’s “seventh statutory review”, covering the period from
February 2008 to February 2011. The review will form the basis for subsequent
discussion with the Equality Commission for Northern Ireland.
1.4
As with the previous Article 55 review the University has voluntarily expanded this
review to include gender, ethnicity, disability and age, an approach that has been
commended by the Equality Commission for Northern Ireland.
Key Points
2.1
Key points emanating from this review include the following:
(a)
The University’s overall workforce continues to be representative of the
population in Northern Ireland in relation to community background and
gender, bench marked against the 2001 census1 and the Northern Ireland
Statistics and Research Agency (NISRA) 2009 Labour Force Religion Survey2.
However some imbalances exist within a number of employment categories.
(b)
In 2011, 98.0% (3471) of the University workforce was employed full time3,
working 16 hours or more per week.
Community Background
(c)
Representation among members of the Catholic community within the full time
workforce increased from 39.1% (1058) in 2002 to 45.1% (1282) in 2008,
increasing further to 48.1% (1358) in 2011.
(d)
Based on an analysis of the University’s full time workforce in 2011, within the
main employment categories, and the identification of comparative labour
availability data from the 2001 census and the NISRA, 2009 Labour Force
Survey Religion Report, the conclusions are:
1
2001 Census: Northern Ireland economically active working age population (16-64 years), [57.3%]
Protestant, [42.7%] Catholic.
2
NISRA 2009 Labour Force Religion Survey: composition of Northern Ireland working age population
[49.0%] Catholic and composition of the Northern Ireland population age 16+ [45.0%] Catholic.
3
For the purposes of monitoring under fair employment legislation and throughout this report, full time refers
to those who normally work 16 hours or more per week and part time refers to those who normally work less
than 16 hours per week.
- the University’s overall workforce continues to be representative of the
Protestant and Catholic communities;
- fair participation is being afforded in the academic, academic-related,
technical and operational categories;
- there is an under-representation of Protestants in the clerical category; and
- for the first time an under representation of Protestants has been identified in
the research category. However only one-third of the applications for
research vacancies included a Northern Ireland post code and more than
sixty percent of applications could not be determined as coming from either
the Protestant or Catholic community.
(e)
The analysis of the University’s workforce, and of applications, during this
review period has highlighted an increase in Catholic representation in respect
of all job categories. Over the same period applications from the Protestant
community have experienced, a similar, or higher success rate. However the
decrease in the percentage of Protestant applications, in conjunction with staff
from the Protestant community accounting for a higher percentage of staff
leaving due to retirement, could lead to an under representation of Protestants
within the University’s workforce within the next review period.
(f)
Goals based on labour availability data from the 2001 census have been set
for the main employment categories where an under-representation of
members of the Protestant community have been identified. The goals are set
to be achieved by 2014, the date of the next statutory review (see Table A). It
will be important, as relevant data from the 2011 census becomes available, to
undertake a further review of the University’s employment data and of the
goals set.
Table A: Community Background Goals
Employment
Category
Research
Clerical
Profile
2008
46.2
56.2
Protestant
[%]
Profile
2011
41.2
54.4
Goal
2014
44.0
57.0
Profile
2008
53.8
43.8
Catholic
[%]
Profile
2011
58.8
45.6
Goal
2014
56.0
43.0
Gender
(g)
Representation among female members of staff within the full time workforce
increased from 48.4% (1543) in 2002 to 50.7% (1788) in 2008, increasing
further to 52.3% (1816) in 2011.
(h)
Since 2008, the date of the last review, there has been an increase in female
representation in the academic, academic-related and research employment
categories and an increase in male representation in the clerical category.
There has been no increase in female representation in the technical category.
(i)
Based on an analysis of the University’s full time workforce in 2011, within the
main employment categories, the conclusions are:
- the University’s overall workforce continues to be representative of the
population in Northern Ireland in relation to gender;
- fair participation is being afforded in the academic-related, research and
operational categories;
- while there is an under representation of females in the academic category,
there has been a continuous increase in female representation at Lecturer A
(AC1 - AC2), Lecturer B (AC3) and Professoriate grades. Over fifty percent
of Lecturer A staff, and 46% of Lecturer B staff, are female, and female
representation within the Professoriate has increased to 22%;
- there is an under-representation of females in the technical category, with a
decrease in female representation. However over the past seven years
there has been a decrease in the number of technical posts across the
University and recruitment to technical posts now tends to be of a more
specialist nature; and
- there is an under-representation of males in the clerical category; albeit
there has been an increase in male representation.
(j)
Goals have been set for the main employment categories and, where
appropriate, for grades within some employment categories, where an under
representation of females or males have been identified. The goals are set to
be achieved by 2014, the date of the next statutory review (see Table B).
Table B: Gender Goals
Employment
Category
Academic
Lecturer B
Reader/Senior
Lecturer
Professor
Technical
Research –
AC3/AC4
Clerical
Profile
2008
65.4
55.2
70.6
Male
(%)
Profile
2011
63.4
54.0
70.7
Profile
2008
34.6
44.8
29.4
Female
(%)
Profile
2011
36.6
46.0
29.3
Goal
2014
60.0
50.0
65.0
Goal
2014
40.0
50.0
35.0
84.8
67.7
66.7
78.1
71.0
73.8
75.0
66.0
67.0
15.2
32.3
33.3
21.9
29.0
26.1
25.0
34.0
33.0
9.7
10.7
15.0
90.3
89.3
85.0
Ethnicity
(k)
Representation among members of staff from an ethnic minority background
within the full time workforce increased from 3.5% (121) in 2005 to 5.0% (175)
in 2008, and increased further to 5.7% (197) in 2011.
(l)
In 2011, the largest number of full time staff from an ethnic minority
background were employed in the research and academic categories, at 85
(15.5%) and 81 (7.7%) respectively.
(m) In 2002, an overall workforce goal of 5.0% was set to be achieved by 2012;
the goal was subsequently increased to 6.0% in 2005.
(n)
Over the three year review period applications from persons from an ethnic
minority background have experienced a lower success rate than those from
persons from a white background.
Disability
(o)
Representation of members of staff who have declared a disability within the
full time workforce increased over the period covered by this review. In 2005
and 2008, 2.4% of the University’s full time workforce had declared a disability
increasing to 5.1% (176) in 2011.
(p)
In 2010 the University undertook a workforce re-monitoring exercise aimed at
encouraging staff with a disability who had not previously disclosed the
disability to the University to do so. The exercise resulted in an increase in the
percentage of staff confident in disclosing a disability.
(q)
The representation within the University of staff who have declared a disability
exceeds the representation across the university sector in the UK.
(r)
In 2011, the largest percentage of full time staff who had declared a disability
were employed in the operational, clerical and academic categories, at 9.7%
(30), 5.7% (40) and 5.2% (54) respectively.
(s)
The overall workforce goal of 5.0% set in 2002 in respect of members of staff
who have declared a disability, to be achieved by 2012, has been achieved.
The goal has been increased to 7.0%.
Age
3.
(t)
Representation among members of staff age 35 or above within the full time
workforce increased from 70.5% (2426) in 2005 to 71.3% (2512) in 2008,
increasing further to 73.1% (2538) in 2011. Representation among members
of staff under 35 years of age decreased from 29.3% (1008) to 26.9% (933)
over the same period.
(u)
In 2011, the highest percentage of full time staff under 35 years of age were
employed in the research category and the lowest percentage of staff under
35 years of age were employed in the academic category, at 60.1% (329) and
12.0% (125) respectively.
Affirmative Action
3.1
The University has had a series of affirmative actions in place since the early 1990s.
The actions have been reviewed and expanded to ensure that they are responsive
to changes, both in the workforce composition in relation to community background,
gender, ethnicity, and disability, and in relation to employment policies, practices
and procedures.
3.2
As a result of the identification of some under-representation, within some of the
equality dimensions, a wide-ranging affirmative action programme has been
developed, which includes a number of outreach affirmative actions measures to be
taken as appropriate:
- the development of an outreach programme with controlled post primary schools
in the Belfast Travel to Work Area aimed at increasing applications from members
of the Protestant community to grade 2 clerical vacancies;
- the establishment of an outreach programme with the South Belfast Partnership,
aimed at increasing the number of applicants from various under-represented
groups in the local community;
- on those occasions when vacancies are advertised on an individual basis
consideration will be given to the inclusion of a welcoming statement, as
appropriate, specifically welcoming applications from women in respect of senior
academic positions and specifically welcoming males and members of the
Protestant community in respect of clerical vacancies:
- continue to include a statement in all advertisements for job vacancies
encouraging applications from persons with a disability;
- the development of those links already established with the Multi-Cultural
Resource Centre and the Northern Ireland Council for Ethnic Minorities, to explore
ways of ensuring that members from an ethnic minority background are aware of
employment opportunities at the University;
- the continued implementation of a one year employment placement programme
specifically for people with a disability, offering opportunities to gain employment
experience and qualifications and to develop skills;
- the further development of those links already established with the Employers’
Forum for Disability, Disability Action, the Orchardville Society and Action Mental
Health New Horizons, with a view to providing work experience opportunities and
increasing the number of applications from people with a disability; and
- the provision of details of publicly advertised vacancies to the Disability Advisory
Service and to disability interest groups.
4.
3.3
In 2010, the University revised and updated its Disability Action Plan to promote
positive attitudes towards disabled people and to encourage participation by
disabled people in public life. A series of actions were identified for completion in
the period from 2010 to 2012.
3.4
In 2011, the University produced a draft Equality Scheme which, after a period of
public consultation was forwarded to the Equality Commission for Northern Ireland
for approval on 1 August 2011. In line with the commitment given in the Equality
Scheme the University will produce an audit of equality effectiveness and an action
plan to be implemented from 2011 to 2016.
Student Employment
4.1
The University provides employment opportunities for students, in the Students’
Union and across Schools and Directorates through the Student Jobshop. In 2008
and 2011 the University provided employment opportunities to 379 and 435
students respectively.
4.2
Since 2008 there has been some fluctuation in the percentage of students from the
Protestant community employed by the University which has resulted in an increase
in representation in 2011. In 2008 and 2011, students from the Protestant
community accounted for 28.6% (81) and 32.7% (99) respectively of students
employed by the University.
4.3
Since 2008 there has been some fluctuation in the percentage of female students
employed by the University which has resulted in an increase in representation in
2011. In 2008 and 2011, female students accounted for 45.1% (171) and 50.6%
(220) respectively of students employed by the University.
4.4
Since 2008 there has been some fluctuation in the percentage of students from an
ethnic minority background employed by the University which has result in a
decrease in representation in 2011. In 2008 and 2011, students from an ethnic
minority background accounted for 9.5% (36) and 4.6% (20) respectively of students
employed by the University.
4.5
5.
Since 2008, there has been some fluctuation in the percentage of students who
have declared a disability employed by the University which has resulted in a
decrease in representation in 2011. In 2008 and 2011 students who had declared a
disability accounted for 5.3% (20) and 4.4% (19) respectively of students employed
by the University.
Student Affirmative Action
5.1
The University continues to monitor closely the composition of the community
background, gender, ethnicity and disability of students employed within the
University, and particularly within the Students’ Union.
5.2
The University continues to require all candidates for sabbatical posts to attend an
equality and diversity workshop, prior to embarking upon their election campaign, to
ensure that student elections are conducted in a manner that is respectful of the
diversity of the student population.
5.3
In 2008 the Student’s Union created a new sabbatical post, Vice-President Equality
and Diversity. The role of the full time Vice-President Equality and Diversity
involves working with under-represented groups within the student body, such as
international, mature, LGBT students and students with disabilities, to encourage
them to become more involved in the Students’ Union. Activities undertaken during
the review period included:
- setting up and developing student societies specifically for under-represented
student groups, for example Queen’s International Society, the Postgraduate
Students’ Association, Queen’s Lesbian, Gay, Bisexual and Transsexual Society,
Friends International and Queen’s Feminist Society;
- undertaking a disability audit of the Student’s Union building to deliver the needs of
students with a physical disability;
- establishing World Days, a series of monthly cultural and religious celebrations to
raise awareness of diversity amongst the student body; and
- establishing a ‘buddy system’ and weekend activities in the Students’ Union for
international students.
5.4
Outreach affirmative action taken during the three-year period, from 2008 to 2011,
aimed at increasing the representation of students from the Protestant community in
student employment, specifically within the Students’ Union, included:
(a)
more widespread advertising of vacant positions, including advertising in
Halls of Residence, on the Students’ Union web pages and in the
chaplaincies. In addition students are also made aware of vacant positions
via the all student email service, ‘Student stuff’; and
(b)
the inclusion of a statement particularly welcoming students from the
Protestant community to apply for student employment vacancies in the
Students’ Union.