At Anglia Ruskin University, we celebrate the diversity of our staff population.
Like a photograph, the Snapshot gives an impression of our staff on the day it was taken and serves as a rough guide of the diversity that can be found across our campuses.
We're required to publish equality information on staff and students annually to comply with the Equality Act 2010 (see Equality Act 2010 (Specific Duties) Regulations 2011); we will however aim to publish equality information more regularly, as it becomes available. By publishing this information we're demonstrating how we're meeting our public sector equality duty to have due regard, in carrying out our functions, to the need to eliminate discrimination, harassment and victimisation; advance equality of opportunity; and foster good relations between people from different groups sharing a particular protected characteristic.
We collect equality data on the protected characteristics of age, disability, ethnicity, religion or belief, sex and sexual orientation from members of staff.
We regularly analyse our equality monitoring data to ascertain whether there are any existing or emerging trends or patterns requiring action.
Our data excludes details of respondents who 'prefer not to say' and where the information is unknown, unless we state otherwise.
We'll use the data for equality monitoring and compiling statistical returns including those we have to make to the Higher Education Statistics Agency (HESA). HE institutions also have a legal requirement to monitor and publish data as part of the public sector equality duty of the Equality Act 2010. Any reports we produce using this information will be anonymised to prevent identification of any individual. For more information on why employers and service providers ask for equality data please see the leaflet What's it got to do with you?
We’ll continue to hold the personal data provided confidentially as part of your employee record. As part of our commitment to equality, diversity and inclusion, we may invite you to participate in focus groups and/or assist with policy development in the future. If for any reason you object to this, please contact HR Services, Chelmsford.
Any information you provide will be treated and processed in accordance with our Data Protection Policy.
The gender pay gap shows the difference between the average (mean or median) earnings of men and women and is expressed as the percentage difference between the average earnings for each gender.
Our gender pay gap is 9.3%, which is slightly lower than the national average. However we recognise that there is more to do to narrow the gap, and we will be focusing on achieving a better gender balance, particularly at the senior levels.
Our recent pay review found that overall men and women receive equal pay for equal work. It also showed that our pay policies and processes are consistent with good practice in the higher education sector and elsewhere.
Our staff underpin the success of ARU, and we recognise and value the differing but equally important contributions that all groups of staff make to our university.