Public Sector Equality Duty
EDI and Gender Pay Gap Reports
Like all public sector bodies, we are required under the Public Sector Equality Duty of the Equality Act 2010 to take steps to:
• eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by the Equality Act 2010
• advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
• foster good relations between people who share a relevant protected characteristic and people who do not share it
The Public Sector Equality Duty requires us to publish equality objectives at least every four years. As well as information demonstrating compliance with the duty.
Equality Objectives 2020-2024
Following consultation with stakeholders and a strategic overview of all our existing and planned EDI work, we developed the following Equality Objectives which cover the period from 2020-24. These objectives have been created to ensure we pay due regard to; eliminating discrimination, harassment, victimisation; advancing equality of opportunity; and fostering good relations, as set out in the Public Sector Equality Duty.
- Further develop an inclusive culture and one which does not tolerate hate crime, discrimination, victimisation or harassment
- Increase representation of underrepresented protected characteristic groups among professional service and academic colleagues
- Improve the progression of academic and professional service colleagues from protected characteristic groups into senior positions where underrepresentation has been identified
- Improve graduate outcomes for students with a protected characteristic
- Become a family-friendly organisation
- Ensure all new and reviewed policies take into consideration EDI
- Improve our EDI evidence base by enhancing systems and processes relating to EDI data capture, analysis, and reporting
In line with monitoring and demonstrating progress against these Equality Objectives, information is gathered from various colleague and student-focused EDI work and integrated into a single Annual EDI report. This report is presented annually to UEB and Council.
Annual EDI Reports
Our Annual EDI Report provides information demonstrating our compliance with the Public Sector Equality Duty, including equality monitoring data, an overview of governance structures and EDI resources, and the EDI work we are doing to meet our equality objectives. It also incorporates our Gender Pay Gap Report.
2022 Report:
Annual EDI and Gender Pay Gap Report 2022 PDF
Annual EDI and Gender Pay Gap Report 2022 Word
Annual EDI and Gender Pay Gap Report 2022 Appendices
Gender Pay Gap Reports
We have been publishing Gender Pay Gap reports since 2017 and since 2021, have integrated our report into our Annual EDI Report (see above).
Our report not only presents our data and progress on addressing the gender pay gap in the organisation, but also ethnicity, and disability. We are not legally required to publish ethnicity or disability pay gaps but choose to do so to enable us to be transparent and a continuously improving organisation.
In 2022, our mean (average) gender pay gap was 18.3%. Our mean ethnicity pay gap among non-clinical academics was 13.8%. Finally, our mean disability pay gap among all colleagues was 12.9%.
In our reports, we also look closely at our data to examine where colleagues are in our workforce – their occupations and grades – in order to better understand what contributes to our pay gaps. This is enabling more targeted action to be taken.
We commit to continue to move forward at pace in our analysis and actions to support pay equality. Priorities include work to increase representation of female colleagues and colleagues from minoritised ethnic backgrounds at senior levels and in leadership roles, as well as to develop more complete data and understanding regarding barriers for our disabled colleagues. This links firmly into both our Athena Swan Action Plan and REC Action Plan, as well as our Equality Objectives.