BME people at senior levels
Proportionally, UK white academics hold far more professorial roles than UK black academics. Additionally, among UK professional and support staff, a smaller proportion of BME staff hold manager, director and senior official positions than white staff.
The under-representation of ethnic minority staff in senior roles suggests that there are barriers to their career progression within HEIs. Read more about what HEIs are doing to address such barriers via ECU’s Race Equality Charter.
Women at senior levels
79.5% of Heads of Institutions and over three quarters of professorships are held by males, resulting in 77.6 % of all professorial (5A level) posts being occupied by male employees . Additionally, the proportion of male staff on a senior contract level was nearly three times higher than for female staff.
The under-representation of women at senior levels within institutions suggests that insufficient action is being taken to support the progression of women within HEIs. Click here to learn more about what HEIs are doing to support advancement of women via ECU’s Athena SWAN Charter
Disabled people at senior levels
A lower proportion of professors disclosed a disability (2.7%) than non-professorial academic staff (3.8%). A smaller proportion of disabled academics were employed on senior academic contracts than academics without a disclosed disability.
People with impairments can face barriers, which may be physical, procedural or social, to employment and career progression in HEIs. Providing support and adjustments can remove these barriers and support the development of an inclusive environment. Click here for further information
Gender pay gap
Median salaries for HEI staff were higher for men than women; the median gap in earnings was 14.6% across the UK.
The median gender pay gap varied across the different nations, being highest in Scotland (20.2 %) and lowest in England (13.7 %). The gap was higher amongst academic staff than professional and support staff. Click here for further information.
Lack of data on other protected characteristics
As with student data, there are often gaps in monitoring information for certain staff groups. This limits the institution’s understanding of the equality challenges for these staff and the ability to take action. As with students, there is no robust national level data on the other protected characteristics to provide appropriate benchmarks.
ECU (2016) Know your numbers booklet and infographics
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