Publications and reporting
Each year we undertake an Equal Pay Audit to check that men and women are receiving equal pay within the different job roles and grades at the University. This is to ensure that we are meeting our obligations under the Equality Act 2010 and each year we publish a report of the outcomes of the audit.
As a requirement of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 we publish our Gender Pay Gap report annually. This document includes; the mean and median gender pay gaps, the mean and median bonus pay gaps, the proportion of men and women in each pay quartile and the proportion of men and women in receipt of bonus payments.
The Trade Union (Facility Time Publication Requirements) Regulations 2017 place a legislative requirement on relevant public sector employers to collate and publish annually, a range of data on the amount and cost of facility time within their organisation. The regulations provide a framework for open and transparent monitoring and for demonstrating the effective use of taxpayer’s money.
In June 2017, Keele University as a member of Midlands Innovation, signed up to the Technician’s commitment. The Technicians Commitment is a University and Research Institution initiative led by sector bodies including the Science Council. Find out more on the Keele intranet.
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
We are required by law to publish information relating to our workforce and our services. Click on the links above for information for the academic year 1st August 2016 to 31st July 2017.
The information we currently publish applies to the following protected groups;
In addition we publish some data on:
- Religion or belief
- Sexual orientation
- Gender reassignment
However, this data often involves small numbers of people (e.g. numbers of staff of some religions) and is often incomplete, as staff have either not completed this information or have actively chosen to withhold information. Hence, the conclusions that can be drawn from this data are often limited.
We have not published data on pregnancy and maternity. However, maternity uptake and return rates can be seen in institutional Athena SWAN reports (as can data on paternity leave and shared parental leave).
We collect, analyse and publish information on the key aspects of our workforce profile including;
- Overall workforce profile, including information on gender and ethnic grouping (BAME / White) by grade.
- Retention profile
- Job applicants, shortlists and those successfully recruited
- Academic promotion
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
Together with Student and Academic Services we collate and analyse the following equality information relating to students;
- Overall student profile
- Degree results
- Retention and progression
If you have any feedback on the information provided or require the information in an alternative format please contact Human Resources on extension (01782 7) 33339
Data Collection Information