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Mainstreaming Report Contents  TOC  HYPERLINK \l "__RefHeading__3590_629683022"1.0 Employee Headcount and Equalities Data  Staff Data as at 1st November 2014 4  HYPERLINK \l "__RefHeading__3592_629683022"1.1 Headcount 4  HYPERLINK \l "__RefHeading__3594_629683022"1.2 Employee Headcount by Grade & Gender 4  HYPERLINK \l "__RefHeading__3596_629683022"1.3 Employee Headcount by Gender & Staff Category 4  HYPERLINK \l "__RefHeading__3598_629683022"1.4 Part Time Employee Headcount by Employment Category 4  HYPERLINK \l "__RefHeading__3600_629683022"1.5 Professors by Gender (%) 4  HYPERLINK \l "__RefHeading__3602_629683022"1.6 Employee Headcount by Declared Disability (%) 5  HYPERLINK \l "__RefHeading__3604_629683022"1.7 BME Employee Headcount (%) 5  HYPERLINK \l "__RefHeading__3606_629683022"1.8 Employee Headcount by Age Group & Gender 5  HYPERLINK \l "__RefHeading__3608_629683022"1.9 Employee Headcount by Sexual Orientation 5  HYPERLINK \l "__RefHeading__3610_629683022"1.10 Employee Headcount by Religious Belief 5  HYPERLINK \l "__RefHeading__3612_629683022"2.0 Recruitment and New Starters  Data in Period 1 November 2013  31 October 2014 6  HYPERLINK \l "__RefHeading__3614_629683022"2.1 Recruitment Applicants by Stage 6  HYPERLINK \l "__RefHeading__3616_629683022"2.2 Applicants with a Declared Disability by Recruitment Stage 7  HYPERLINK \l "__RefHeading__3618_629683022"2.3 BME Applicants by Recruitment Stage 7  HYPERLINK \l "__RefHeading__3620_629683022"2.4 Applicants by Age Group & Recruitment Stage 7  HYPERLINK \l "__RefHeading__3622_629683022"2.5 Sexual Orientation of Applicants by Recruitment Stage 7  HYPERLINK \l "__RefHeading__3624_629683022"2.6 Religious Belief of Applicants by Recruitment Stage 8  HYPERLINK \l "__RefHeading__3626_629683022"2.2 New Appointments 9  HYPERLINK \l "__RefHeading__3628_629683022"2.2.1 New Appointments between 1 November 2013 & 31 October 2014 by Grade & Gender (split by full time (FT) and part time (PT)) 9  HYPERLINK \l "__RefHeading__3630_629683022"2.2.2 New Appointments by Sexual Orientation 10  HYPERLINK \l "__RefHeading__3632_629683022"2.2.3 New Appointments by Ethnic Origin 10  HYPERLINK \l "__RefHeading__3634_629683022"2.2.4 New Appointments by Declared Disability (%) 10  HYPERLINK \l "__RefHeading__3636_629683022"2.2.5 New Appointments by Religious Belief 10  HYPERLINK \l "__RefHeading__3638_629683022"2.2.6 New Appointments by Age Group 10  HYPERLINK \l "__RefHeading__3640_629683022"3.0 Promotions Outcomes for 2013 & 2014 11  HYPERLINK \l "__RefHeading__3642_629683022"3.1 Successful Applicants for Promotion by Gender for 2013 & 2014 11  HYPERLINK \l "__RefHeading__3644_629683022"3.2 Successful Applicants for Contribution Pay by Gender for 2013 & 2014 11  HYPERLINK \l "__RefHeading__3646_629683022"4.0 Maternity Leave and Return to Work  Data in period 1 November 2013  31 October 2014 11  HYPERLINK \l "__RefHeading__3648_629683022"5.0 Discipline and Grievance 13  HYPERLINK \l "__RefHeading__3650_629683022"5.1 Discipline 13  HYPERLINK \l "__RefHeading__3652_629683022"5.2 Grievance 13  HYPERLINK \l "__RefHeading__3654_629683022" 13  HYPERLINK \l "__RefHeading__3656_629683022"6.0 Leavers  Data in period 1 November 2013  31 October 2014 14  HYPERLINK \l "__RefHeading__3658_629683022"6.1 All leavers within reporting period by Equality Strands (as a % of all leavers) 14  HYPERLINK \l "__RefHeading__3660_629683022"6.2 Staff Turnover by Gender (%) 14  HYPERLINK \l "__RefHeading__3662_629683022"6.3 Staff Turnover by Age Group (%) 14  HYPERLINK \l "__RefHeading__3664_629683022"7.0 Summary of Data 14  HYPERLINK \l "__RefHeading__3666_629683022"7.1 Employee Headcount and Equalities 14  HYPERLINK \l "__RefHeading__3668_629683022"7.2 Recruitment Applicants 15  HYPERLINK \l "__RefHeading__3670_629683022"7.3 Promotions 15  HYPERLINK \l "__RefHeading__3672_629683022"7.4 Leavers 15  HYPERLINK \l "__RefHeading__3674_629683022"8.0 Further Data 16  HYPERLINK \l "_Toc417915563" 1.0 Employee Headcount and Equalities Data  Staff Data as at 1st November 2014 1.1 Headcount Headcount % HeadcountMale15232.0Female32368.0Total475100.0 1.2 Employee Headcount by Grade & Gender 1.3 Employee Headcount by Gender & Staff Category Staffing category is determined by whether an employee has an academic of professional services contract of employment. 1.4 Part Time Employee Headcount by Employment Category Part time employees are defined as those with contractual hours less than 1.0 FTE. 1.5 Professors by Gender (%) 1.6 Employee Headcount by Declared Disability (%) 1.7 BME Employee Headcount (%) 1.8 Employee Headcount by Age Group & Gender 1.9 Employee Headcount by Sexual Orientation 1.10 Employee Headcount by Religious Belief 2.0 Recruitment and New Starters  Data in Period 1 November 2013  31 October 2014 2.1 Recruitment Applicants by Stage No. of Applicants% of ApplicantsNo. of Applicants ShortlistedApplicants Shortlisted by Gender as a % of all ApplicantsApplicants Shortlisted by Gender as a % of All Shortlisted ApplicantsNo. of Applicants AppointedApplicants Appointed by Gender as a % of All ApplicantsApplicants Appointed by Gender as a % of all Shortlisted ApplicantsMale 22342.65811.139.4122.38.2Female 29255.88816.859.9264.917.7Unspecified 81.610.20.7000Total 523100.014728.1100.0387.225.9 2.2 Applicants with a Declared Disability by Recruitment Stage 2.3 BME Applicants by Recruitment Stage 2.4 Applicants by Age Group & Recruitment Stage 2.5 Sexual Orientation of Applicants by Recruitment Stage 2.6 Religious Belief of Applicants by Recruitment Stage 2.2 New Appointments 2.2.1 New Appointments between 1 November 2013 & 31 October 2014 by Grade & Gender (split by full time (FT) and part time (PT)) The data provided in the table below refers to new appointments (where the new staff members commenced employment during the reporting period) joining from outwith the university and does not include existing staff appointed to new positions within the reporting period. Grade Female FTFemale PTMale FTMale PTTotalGrade 1 00000Grade 2 00000Grade 3 31217Grade 4 40015Grade 5 30205Grade 6 41005Grade 7 31004Grade 8 643215Grade 9 10001Grade 10 01001Total 2587443 2.2.2 New Appointments by Sexual Orientation 2.2.3 New Appointments by Ethnic Origin 2.2.4 New Appointments by Declared Disability (%) 2.2.5 New Appointments by Religious Belief 2.2.6 New Appointments by Age Group 3.0 Promotions Outcomes for 2013 & 2014 3.1 Successful Applicants for Promotion by Gender for 2013 & 2014 3.2 Successful Applicants for Contribution Pay by Gender for 2013 & 2014 4.0 Maternity Leave and Return to Work  Data in period 1 November 2013  31 October 2014 Number of employees on maternity leave during period13Number of employees with a maternity leave end date during reporting period 7Number of employees who returned following maternity leave7 Of the seven employees who have returned to work following maternity leave three requested reduced working hours and all requests were accommodated. 5.0 Discipline and Grievance 5.1 Discipline The number of disciplinary processes conducted by the university over the last two years is too small to provide any meaningful data. 5.2 Grievance Female Female as a % of all grievances raisedMaleMale as a % of all grievances raised 201323201450Total73 6.0 Leavers  Data in period 1 November 2013  31 October 2014 6.1 All leavers within reporting period by Equality Strands (as a % of all leavers) Number of Leavers% Turnover% Turnover with declared disability% Turnover BME % Turnover LGBTAll Leavers39 8.22.77.60.0 6.2 Staff Turnover by Gender (%) 6.3 Staff Turnover by Age Group (%) 7.0 Summary of Data 7.1 Employee Headcount and Equalities QMU has a higher proportion of female staff than male in both academic and professional service areas, over all 68% of staff are female. There are more female staff represented in all grades currently in use with the exception of G10 where there are 10 female staff compared with 11 male. Females represent a significantly higher percentage of the part time work force in comparison to male employees; this is the case for both academic and professional services areas with 84.5% of part time academic employees being female and 89.1% of part time professional services employees being female. This demonstrates our flexibility in offering flexible working options to staff, for example on return from maternity leave. 4% of staff have declared a disability to Human Resources. From HR casework, absence reporting and occupational health reports, it is believed that reporting on disability is low and the real figure is higher. 4% of QMU staff are BME and 3% LGBT. 48% of staff are within the age range 25-44. A high proportion of staff (342) have either declined to provide information in relation to religious belief or this information is unknown. Improved recruitment and selection processes will allow HR to gather information in relation to religious belief more effectively. 7.2 Recruitment Applicants QMU attracted a higher percentage of female applicants (55.8%) as opposed to male (42.6%) within the reporting period. Whilst more applicants are female this demonstrates that male applicants are attracted to apply for positions at the university. A higher percentage of female applicants (16.8%) were shortlisted for interview in comparison to male applicants (11.1%). Following interview a higher number of female applicants (26) were appointed when compared with male appointed male applicants (12). Of the positions recruited for in the reporting period 60% of those appointed were full time females. 15% of successful applicants are LGBT and 5% of the new appointments declared a disability. 7.3 Promotions We note an increase from 2013 to 2014 in the female successful applicants for both academic promotion and contribution pay. We will continue to support this trend in encouraging female applicants to apply for promotion. 7.4 Leavers Overall we had a higher proportion of male than female leavers within the reporting period with the highest number of leavers within the 55-64 age category. 8.0 Further Data It is recognised that there are other areas where further data should be reported on as part of mainstreaming equalities such as training and development and return to work of disabled employees following periods of sickness absence. Currently training and development of staff is not centrally recorded in one place therefore data is incomplete. Human Resources will be introducing training and development functionality into Employee Self Service, planned for late 2015, which will seek to address this so that reporting in this area can improve in future reports. The university records and reports regularly on sickness absence information however, currently , the majority of employees who are absent from work for reasons covered under the Equalities Act 2010 do not declare a disability, therefore information regarding this is not meaningful. HR continue to encourage employees, where appropriate, to formally declare disabilities.  PAGE 5  PAGE 6  PAGE 7  PAGE 8  PAGE 17  "$ & ( * , . 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