Gender Equality Scheme - Swansea University

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• The Faculty of Engineering continues to have the lowest distribution of female staff at 25%. N.B the Faculty of Engineering has become the Faculty of Engineering and Science which accounts for the increase in the percentage of females from 19% to 25%. • The School of Health Science has the highest % of female staff at 69% with the School of Physical Sciences having the lowest at 17%. • In 2006, 8% of departments were either exclusively male or exclusively female. In 2002, 9% of departments were either exclusively male or exclusively female. It is the same departments that remain exclusively male or exclusively female. • The percentage of female clinical staff has risen from 19% to 24% this year. Five years ago in 2002 the % of female clinical staff was 9%. • The breakdown of male/female academic staff has remained fairly static over the past 5 years 28% female and 72% male, even though there has been a percentage increase in each of the female categories. This compares to the HE Welsh Sector average of 35% female and 65% male. The HESA comparative data for the percentage of female academics is 41%. However the HESA data includes the grade groups of academic, other related, clinical staff and research analogous. The Swansea University comparison figure from HESA returns is therefore 35%. • The proportion of female lecturers A to male lecturers A is much higher in this particular grade, suggesting some success in improving gender balance in the recruitment of new staff. In 2002 41% of lecturer A staff were female, this compares to 64% in 2006. • The percentage of female staff at the grade of Lecturer B has risen from 34% in 2002 to 40% in 2006. • The proportion of all University staff working part time is 33%. This compares to 36% in 2002. HESA comparative data places 33% of the total workforce being part time. 46% of all female University staff are part time, 21% of all male staff are part time. The HE Sector average of all female University staff working part time is 42%, and the HE Sector average of all male University staff working part time is 22%. • A total of 204 staff applied for promotion in 2005, the highest number to date. 68% (138) of those who applied were successful. 53% of applications were made by female members of staff, 47% by male members of staff. For the first time since 2002, the success rate for male members of staff (70%) is higher 20
than that of female members of staff (66%). • A total of 142 staff applied for discretionary and accelerated increments in 2005, a drop of 13% on the previous year. Whilst the female success rate remained constant on the year, the male success rate fell by 25%. • The total number of applicants to Swansea University has increased by 5% over the past year and by 11% since 2002. In 2005/2006 female applicants made up 47% of the total pool. This is similar to the trend over the past 5 years and reflects both university, local and national population statistics. Of the total number short listed in 2006 50% were female, this compares to 61% in 2004 and 53% in 2002. Of the total number appointed in 2006, 50% were female, this compares to 50% in 2004 and 38% in 2002. • The total number of Academic & Related applicants to Swansea University has decreased over the past year by 6%, but by an increase of 11% since 2002. There appears to be a downward trend in the number of females applying for posts, being short listed and appointed in this category. • Of the total number of staff who made use of the harassment adviser network, 64% were female. Of the 14 recorded incidents for staff 1 was regarding unwanted sexual conduct and 1 on the grounds of an individual’s sexual orientation. A review of this data has identified gaps in information. Eliminating these gaps will form part of the action plan, see Appendix V for details. Detailed Gender Data This section provides an analysis of current staff by gender as at 01.03.06 and in most cases is compared to the previous two years 01.03.04, 01.03.05 in graphical or table format. Where appropriate, information for 01.03.02 will also be quoted in order to provide data spanning 5 years. 1.1 TOTAL STAFF 01.03.02 2,114 01.03.03 2,214 01.03.04 2,280 01.03.05 2,367 01.03.06 2,444 21
Page 1 and 2: 1 Foreword by the Vice Chancellor S
Page 3 and 4: SIGNED ............................
Page 5 and 6: The University is committed to prom
Page 7 and 8: STUDENT GENDER STATISTICS APPENDIX
Page 9 and 10: Figure 2 Upper-second class degrees
Page 11 and 12: 3. A Review of Undergraduate Module
Page 13 and 14: This section reviews taught postgra
Page 15 and 16: National Applications (Analysis by
Page 17 and 18: National Acceptances (Analysis by A
Page 19: APPENDIX II STAFF GENDER STATISTCS
Page 23 and 24: The overall distribution of staff b
Page 25 and 26: 1.2.6 Percentage of Female Staff by
Page 27 and 28: March 1 2004 March 1 2005 ORG. M F
Page 29 and 30: 1.4.2 100% Percentage of Female Sta
Page 31 and 32: PROFESSOR The percentage of female
Page 33 and 34: MANUAL Mar-04 Mar-05 Mar-06 M F F%
Page 35 and 36: Recent research (EOC 2005) has indi
Page 37 and 38: 1.7.5 APPLICATION SUCCESS RATE SENI
Page 39 and 40: DISCRETIONARY AWARDS 1.7.11 SUCCESS
Page 41 and 42: DISTRIBUTION OF STAFF BY GENDER AND
Page 43 and 44: The total number of Academic & Rela
Page 45 and 46: DISTRIBUTION OF STAFF BY HARASSMENT
Page 47 and 48: The re is a need for greater consis
Page 49 and 50: creation of a grading structure to
Page 51 and 52: On merit (11%) =5. Provision of mor
Page 53 and 54: Based on the information contained
Page 55: APPENDIX V OBJECTIVES AND ACTION PL
Page 58 and 59: - Change current policy to state th
Page 60 and 61: Extend the staff gender survey to i
Page 62 and 63: • OBJECTIVE 3: To continue to mon
Page 64 and 65: All staff to be provided with the a
Page 66 and 67: IMPACT ASSESSMENT AND INFORMATION G

Gender Equality Scheme - Swansea University

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