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Staff and Senior Members diversity data

Equality and Diversity at Hughes Hall: interim summary data for staff and senior members

As part of our commitment to improving equality, diversity and inclusion at Hughes Hall this document provides baseline data for our Senior Members(which includes our fellowship) and staff. We are aware that our student community is more diverse than our staff and/or Senior Members.

For the first time, we are able to make comparisons between different groups within the College, and between Hughes Hall and the wider University. This will help us identify where we need to improve and to provide a baseline from which to measure change.

Gender and ethnicity have been identified as the two key priority areas for the College so have been considered here. Other areas remain important and will continue to be considered in future initiatives.

Methodology

We have collected data anonymously for Senior Members and Staff in 2020using a Qualtrics survey, supplemented by paper forms where requested. Student data was accessed via the University’s CamSIS database.

Ethnicity

College staff mostly identify as White:61% identifiedWhiteBritish; 22% as White (other);and 12% across all BAME(Black, Asian and Minority Ethnic). The comparable categories of staff in the wider University areAssistant Staff(7.6% BAME)and Academic-related Staff (8.8%).

Note that it is not possible to provide further details of specific ethnicities of staff at Hughes Hall because individuals could be identifiable.

Almost 80% of Hughes Hall Senior Members identified as White. There are very few Black Senior Members, and small numbers across all other ethnicities(total 16% BAME).This is an issue for the wider University as well as Hughes Hall; the University’s proportion of BAME Academic staff (12.3%) is also low; below the Russell Group average.

The student community is more ethnically diverse. The impact this disparity has on our student community is acknowledged and is something we intend to address. The biggest contrast between the ethnicity data for Senior Members and students is that many more students identified as being Chinese or other Asian/Asian British than Senior Members.

Ethnicity: Senior Members

2019-20
Black/Black mixed0-5
≤ 4%
Chinese0-5
≤ 4%
Other Asian/Asian British6
4.8%
White -British66
52.4%
White -Other34
27.0%
All other ethnicities7
5.6%
Information refused6
4.8%
Total responses126

Studentsby completion year*

Total 2015-19
Black/Black mixed63
3.8%
Chinese324
19.3%
Other Asian/Asian British257
15.3%
White825
49.1%
All other ethnicities215
12.8%
Information refused144
4.2%
Total responses1828

Gender

Gender balance is an issue which is important for both the University and Hughes Hall. There is a strong contrast between the gender balance of staff (70% women; 30% men) with that of SeniorMembers: one third women and two thirds men.Indeed, the proportion of female staff is higher than that of UniversityAssistant Staff (63%) and Academic-related Staff (57%).

We aspire to have a better gender balance among our Senior Members than exists for academic staff in theUniversity, but it is currently very similar:

43% of all Academic staff at RussellGroup universities are women •30% of all Academic staff (excluding Researchers) at the University are women•31% of Hughes Hall Governing BodyFellows (excluding Research Fellows) are women•44% of Hughes Research Fellows are women, similar to the 46% of researchers across the University who are women. And 50% of our Research Associates are women •However, less than a quarter of our Associates, and only a third of our By-Fellows are women.

Next steps

Initial consideration of this baseline data indicates the following areas should form priorities for the coming year:•Actions to increase the number of BAME-and particularly Black-Senior Members and staff•Actions to improve the gender balance among Senior Members, paying careful attention to differences in categoriesof Senior Membership and subject areas