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Staff equality, diversity and inclusion report 2019 Frequently asked questions

Some other university websites have not displayed outcome statistics with regards to protected characteristics. Does that mean that staff are better off there?

Universities are not obligated to publish indicators of progression in relation to most of the areas and measures identified on the diversity pages; the exception to this rule is the obligation to report the gender pay gap. Some universities have begun to publish indicators of their progression in relation to several measures. The decision about whether to publish gap data is generally not an indication of how well an institution is doing against the measures.

St Andrews has chosen to share this information as a part of the University’s strategic priority to drive forward its diversity agenda. We have chosen to publish our gap data because we are committed to:

  • placing diversity and inclusion at the heart of the St Andrews experience
  • being as transparent as possible about the extent to which our community is diverse
  • closing identified gaps in performance and providing an opportunity for staff and students to engage with the information.

What do the identified gaps mean for me as an individual?

The information/trends presented in the diversity reports should not be assumed to impact individual staff members. We are instead reporting institutional trends and trends for specific groups, in relation to Scottish and UK landscapes. Where there is evidence that specific groups may be experiencing a disadvantage, we are committed to addressing the underlying causes and improving outcomes.

St Andrews values all staff members and we aim to continually provide an inclusive environment. St Andrews is publishing these reports because we believe that it is only through identifying and being transparent about the trends in our progression that we can seek to improve the experiences for all staff and close any identified gaps.

If I identify under more than one equality characteristics (for example, gender and race), will that further impact equal opportunities at work for me?

The University staff body is made up of people from a range of different backgrounds, they differ by ethnicity, nationality, age, class, gender, disability, sexual orientation, faiths and philosophies of life. It is generally accepted that multiple identities, characteristics, social positions and factors intersect to create a person’s unique experiences and perspectives.

St Andrews acknowledges that recognising intersectionality and addressing any comparative disadvantage that emerges from a range of characteristics is a key aspect of ensuring an inclusive environment.

What are the underlying causes of the identified gaps at St Andrews?

As evidenced by the UK and Scottish benchmarking statistics in Higher Education (HE), many of the identified gaps are sector-wide and therefore not unique to St Andrews. It is generally accepted that the reasons behind the identified gaps are structural in nature and multifaceted, including institutional culture and historical institutional biases. The University have therefore prioritised the following:

  • Strategic focus on achieving a gender balance at various staff grades and addressing the gender pay gap.
  • Achieving greater racial and ethnic diversity, through seeking to address the experience of people from BAME communities at all levels of the University, in order to make meaningful interventions in respect of recruitment and representation.