Race Equality Report 2005

7. Monitoring staff

In order to provide the reports required by the RR(A)A, substantial improvements have had to be made to Brookes’ HR database through sustained IT development effort over the last 12 months. Although not all the categories below could be reported on for the 12 months to July 2004 the University is now in a position to monitor the following in future reports:

  • Applications, shortlisted applicants and appointments broken down by grade
  • Ethnic origin profile data broken down by grade
  • Training of the members of recruitment panels
  • Staffing by length of service
  • Staffing by part-time/full-time status
  • Staffing by casual/ permanen t status
  • Internal staff development and training
  • Disciplinary and grievance cases
  • Harassment and bullying cases

Considerable work has been undertaken to improve the quality and reliability of the monitoring data by reducing the proportion of staff with no recorded ethnic origin (not knowns). Contacting staff and proactively seeking the information has reduced the percentage of not knowns from 10% of the regular workforce in July 2003 to only 3% in July 2004. Efforts will continue to ensure the percentages remain low.

Staff profile

Overall figures (table two) show that the University has a higher proportion of staff from ethnic minority groups than appeared to be the case in 2003. Due to the reduction in the number of ‘information not known’ it is not possible to make meaningful comparisons between the two years but it is encouraging none the less to see that the percentage of staff from an ethnic minority racial group has improved.

Table Two - Oxford Brookes regular workforce profile. Aggregated racial groups July 2004 v July 2003
  July 2004 July 2003
% Staff from an ethnic minority racial group* % Staff identified as ‘White British’, ‘White Irish’ or ‘White other’ Information not known % Staff from an ethnic minority racial group % Staff identified as ‘White British’, ‘White Irish’ or ‘White other’ Information not known
Support staff 5.1% 93.2% 1.7% 5.0% 87.0% 8.0%
Management People from a minority racial group are significantly under-represented at management levels
Manual staff 12.4% 76.3% 11.3% 8.1% 73.6% 18.2%
Academic staff 6.4% 91.3% 2.3% 4.8% 83.8% 11.4%
All 6.2% 90.7% 3.0% 4.8% 84.9% 10.2%

Census data for Oxford shows that just under 13% of the city’s population is from an ethnic minority background, 4.9% for Oxfordshire as a whole and just over 9% of the population across England (Census 2001).

Oxford Brookes University will be recruiting from different labour pools depending on the type of staff it is seeking. Academic staff, management and higher grades of support staff are recruited from a national labour market, and in some instances the University is recruiting internationally for academic staff. Manual staff are generally recruited locally i.e. from the Oxford area.

The University has the greatest racial diversity amongst employees within lower grade posts. The data above suggest that ethnic minority staff are most clearly under-represented among non-manual support staff and senior management grades. The University is aware that to reflect national and local percentages it needs to increase the participation of staff from ethnic minorities at all levels and is working to address this.

Table Three - Oxford Brookes workforce profile Permanent versus casual and hourly paid staff. Aggregated racial groups July 2004
  % Staff from an ethnic minority racial group* % Staff identified as ‘White British’, ‘White Irish’ or ‘White other’ Information not known
Casual staff 27.0% 45.7% 27.3%
Hourly-paid lecturers 6.0% 69.7% 24.3%
Total casual & hourly paid staff 14.8% 59.7% 25.5%
Total regular workforce 6.2% 90.7% 3.0%

The numbers of ‘not knowns’ are higher for casual and hourly paid staff than for permanent staff (table three). The data shows however that there is a higher proportion of staff from ethnic minority groups employed within the casual workforce than are employed as part of the permanent workforce. The figures for academic staff are comparable between the two groups. The differences with regard to casual versus regular staff will be investigated as part of the recruitment and selection impact assessment.

Recruitment and selection

Table four - Oxford Brookes Recruitment and Selection Aggregated racial groups 12 months to July 2004
  % Staff from an ethnic minority racial group* % Staff identified as 'White British', 'White Irish' or 'White other' Information not known
Appointed 8.4% 82.0% 9.6%
Short listed 14.1% 70.9% 15.0%
Total applicants 19.6% 62.9% 17.4%

Applications for posts

For all appointments between August 2003 and July 2004, 62.9% of the applicants have been from a White British, White Irish or White Other racial group, and 19.6% from an ethnic minority background. 17.4% of those who applied to work at Brookes did not identify their racial group.

Invitation to interview

A higher proportion of people (70.9%) from a White British, White Irish or White Other background were invited to interview. 14.1% were from a minority racial group and 15% withheld information relating to their racial origin.

Successful appointments

As above, a higher proportion of people from a White British, White Irish or White Other background were appointed. Of all appointments made at Brookes between August 2003 and July 2004, 82% were made to people from a White British, White Irish or White Other background, 8.4% from an ethnic minority background. 9.6% of those appointed withheld information relating to their racial origin.

Progression from application to appointment

Out of those people who identified themselves as from an ethnic minority background who applied for posts at Brookes, 25.1% were shortlisted, 3% were appointed. For those who identified themselves as from a White British, White Irish or White Other ethnic background who applied for jobs at Brookes, 39.4% were shortlisted, and 9.0% were appointed.

A full impact assessment is being undertaken to develop an understanding of why these differences are occurring. Explanations for these differences will be identified and action taken to tackle them, in pursuit of our aim of ensuring that the University’s recruitment and selection processes work without an adverse impact on particular racial groups.

All staff trained to sit on recruitment panels in the 12 months to July 2004 were of White British, White Irish or White Other ethnic background. This is a reflection of the low representation of staff from ethnic minority backgrounds at senior levels within the University

*As used by Census 2001; for the purposes of this report, racial groups falling under the category ‘minority racial group’ etc include: Mixed – White and Black Caribbean, Mixed – White and Black African, Mixed – White and Asian, Other Mixed background, Asian or Asian British – Indian, Asian or Asian British – Pakistani, Asian or Asian British – Bangladeshi, Other Asian background, Black or Black British – Caribbean, Black or Black British – African, Other Black background, Chinese, Other ethnic background

Discipline and grievance/harassment and bullying

The number of Disciplinary and Grievance and Harassment and Bullying cases within the University during the 12 months to August 2004 are too low to be reported in table form due to the risk of identifying individuals, they are also too small to be statistically significant. The data currently reflects the University profile but it will be necessary to collect information for periods of time longer than 12 months for any statistically significant conclusions to be drawn.

Changes to monitoring data

The implementation of the framework agreement and the subsequent changes to the pay structure at Oxford Brookes for non-academic staff will impact on the ability of the University to compare data collected from January 2005 against historical trend data. There will also be a period of time when the data is unstable due to appeals and re-gradings following the HERA (Higher Education Role Analysis) process. Because of these problems it is unlikely that the University will be able to provide any statistically robust data at levels other than total non-academic versus academic staff for the 6 months to July 2005.

  1. Introduction
  2. Context of report
  3. The Equal Opportunities and Diversity Network
  4. Training and awareness raising
  5. Consultation and communication
  6. Community links
  7. Monitoring staff
  8. Monitoring students
  9. Next steps
  10. Summary
  11. Appendix: Progress against action plan

 

Equal opportunities and diversity