Annual E&D reports and monitoring

As part of our obligations under the Equality Act 2010 and public sector equality duty, we are committed to publishing annual equality information, in order to demonstrate transparency in our due regard to:

  • Eliminate unlawful discrimination, harassment and victimisation
  • Advance equality of opportunity between different groups
  • Foster good relations between different groups

Please note that our Gender Pay Gap report also contains Ethnicity and Disability Pay Gap reporting.


Keele collates and analyse the following equality information relating to students;

  • Overall student profile
  • Degree attainment
  • Retention and progression

in developing its Access and Participation Plan

For staff monitoring see what information is collated and how it is used below.

We are required by law to publish information relating to our workforce, our services and our gender pay gap. 

Equality Monitoring is the process by which we collect personal information about our staff and job applicants. This includes information about your age, whether you have a disability, your race, religion or belief, sex, sexual orientation, whether you have undergone gender reassignment and whether you are single or in a married or civil partnership.

The information we currently publish applies to the following protected groups;

  • Age
  • Disability
  • Race
  • Sex
  • Sexual orientation

In addition we publish some data on Religion or belief. However, this data often involves small numbers of people (e.g. numbers of staff of some religions). Additionally, data on gender reassignment relates to small numbers of staff and has a poor completion rate. Hence, the conclusions that can be drawn from this data are often limited. 

We collect, analyse and publish information on the key equality aspects of our workforce profile including;

  • Overall workforce profile, including information on gender and ethnic grouping (combined BAME / White) by grade.
  • Retention profile
  • Job applicants, shortlists and those successfully recruited
  • Academic promotion

Equality monitoring data are also used by HR managers and advisors when considering process and procedures at Keele as part of our Equality Analysis process

If you are a member of staff and would like to update your personal equality monitoring information please visit our Keele People employee self service information page

We need to monitor age to confirm that staff are recruited and promoted without discrimination based on age. Additionally, monitoring the age profile of the organisation can assist with workforce planning. 

Equality legislation defines disability as “a physical or mental impairment that has a significant, long term effect on a person’s ability to carry out normal day-to-day activities...”. Disabled staff and applicants are entitled to reasonable adjustments to enable them access to work. We are a “Disability Confident Employer" under the Government’s scheme to provide better access to work for disabled people. We guarantee an interview to disabled people who meet the essential criteria of a role. Monitoring data indicates whether we are delivering on these commitments. 

We ask individuals if their gender identity is the same as that assigned at birth. Currently we do not use this data in our staff data reports due to small numbers. However, understanding the number of trans staff helps us to appropriately tailor services and facilities available to our employees.

Marriage and civil partnership is now rarely a workplace issue but data are collated for thoroughness of equality analysis.  Additionally, by knowing your marital or civil partnership status we can ensure that your family is entitled to all the benefits of your employment. Please ensure that you also keep contact information up to date.

We collect ethnicity monitoring data to show whether we attract people to work for us from different ethnic backgrounds communities and whether the University provides equality of opportunity in employment and career progression. To anonymise small numbers, different ethnicities are often grouped together as Black, Asian and Minority Ethnic.  Data are also analysed by UK and International status to see if we are attracting staff globally and whether there is different turnover from UK and International staff. 

In addition to our annual staff reporting, Keele takes part in the Race Equality Charter.

Telling us about your religion or belief allows us to see whether we are an attractive employer for people from diverse religious backgrounds and to plan for particular religious needs. The religion and belief categories we collate are those used by HESA for Higher Education Institutes in England. We recognise that the Equality Act definition of religion and belief is broad and this list does not capture all beliefs. If you are concerned about an equality issue relating to your religion or belief in the workplace please talk to your line manager or a member of the equalities team.

By monitoring the sex of our staff and applicants we can see whether some of our jobs are more attractive to men or women and whether people from both sexes progress their careers with us. Data on sex is no longer within the sensitive information section of KeelePeople but, should it need changing, a member of the HR administrative team should be contacted.

Data on sex of our staff is also required by HMRC. 

Our annual reports look at data on sex throughout the staff life cycle from recruitment to turnover and include publication of our Gender Pay Gap (the average difference in hourly salary between men and women). This is a legal requirement and uses sex data together with pay data. We also need to ensure that we maintain equal pay between men and women (i.e. equal pay for work of equal value).

Sex data is also used within our Athena Swan submissions at University and School levels.

We understand that data on sex can be problematic for some people, where their gender identity does not match their legal sex. If you have any questions in relation to this please contact a member of the equalities team.

By monitoring sexual orientation:

  • Lesbian (attraction of women to women)
  • Gay (attraction of men to men)
  • Bi (attraction irrespective of gender)
  • Heterosexual (attraction of women to men or vice-versa)

we are able to determine whether LGBQ+ staff experience equal opportunities in recruitment, career progression and whether there is any disproportionate turnover. Due to comparatively small numbers of LGBQ+ staff we look over a number of years to determine trends in turnover.

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