Equality Data Reporting

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Staff
Students

The introduction of the Equality Act 2010 has brought about a significant shift in the manner in which equality and diversity considerations are embedded into policies, practices and decision making processes. The Act has also introduced a general Public Sector Equality Duty. This equality duty is placed on all public bodies, including Higher Education Institutions, and requires them to take proactive steps to:

Eliminate discrimination, victimisation and harassment;
Advance equality of opportunity between groups of people of diverse backgrounds and with diverse needs; and
Foster and promote good relations between such groups of people.

The equality duty is supported by specific duties. The specific duties are designed to help improve the performance of public bodies and encourage them to be transparent in their approach to meeting the equality duty. There are three specific duties. These are:

To publish information to demonstrate compliance with the equality duty, at least annually (by 31^st January 2012);
To set and publish one or more specific and measurable equality objective, at least every four years (by April 2012);
To publish equality information and equality objectives in a manner that is accessible to the public.

The School's Equality Information - Equality Monitoring Reports

The Monitoring Reports attached provide a comprehensive set of tables and charts for governance, staff and students across a wide range of participation and progress indicators at an institutional level.

The School recognises that it is both a requirement and good practice for all interested parties to know the composition of its student body and workforce, so that issues of under-representation can be addressed and unmet need provided for.

Although the School is pleased to produce a comprehensive set of equality information, it acknowledges that there is no room for complacency; there is still a need to identify gaps in information in order to create a truly inclusive staff and student experience.

Accessibility:

If you would like more information about anything contained within the reports, or if you require the information in alternative formats (for example, braille, large print or audio), please contact the School's Equality and Diversity Team:

Equality.and.Diversity@lse.ac.uk |

Carolyn Solomon-Pryce
Equality and Diversity Adviser
c.solomon-pryce@lse.ac.uk |

Asiya Islam
Equality and Diversity Assistant
a.islam1@lse.ac.uk |

Staff

The attached files detail key equality information covering a range of Human Resources and pay indicators. These include workforce composition by staff numbers and diversity, members of decision making bodies/committees, recruitment, pay, parental leave and leaving reasons.

Notes on Data

General

The School does not currently provide data on sexual orientation, religion and gender reassignment for staff. At present, data are collected on our WCN web recruitment system for both religion and sexual orientation. This system has been live since 2010, but there is not yet a mechanism for such data getting in ResourceLink (HR System). The Human Resources Division has not yet taken steps to gather better data on sexual orientation, religion and gender reassignment from existing staff or from staff not recruited via our online system, but plan to review this before the next annual cycle.

Staff numbers by department

At present, the School comprises of over 40 departments. In an attempt to compile data for each protected characteristic by department, it was found that publishing data for departments with small numbers would breach Data Protection regulations. Human Resources will consider developing high level data, i.e. groups of department, for next year's round of publication.

Progression

At present, the progression data for managers are managed outside of ResourceLink. Human Resources is discussing ways of improving how such data is held with the view to making improvements for next year.

Training

The School's training system currently has no reporting capability and only records LSE-run training courses. If this data was published alone, it would not reflect an accurate composition of staff development.

Grievances and disciplinary cases

As with the progression data, this is currently managed outside of ResourceLink. Human Resources is discussing ways of improving how such data are held with the view to making improvements for next year.

Next Steps

The School's Human Resources Department will review data capture processes and objectives in 2012 in accordance with requirements for statutory returns, including the HESA Staff Return, and other Divisional objectives. Any resulting additional data capture will be reflected in the data published in 2013.

Staff Numbers| [PDF]

Staff by Job Type |[PDF]

Staff by Contract Type| [PDF]

Staff by Full-Time or Part-Time| [PDF]

Staff Recruitment| [PDF]

Staff Pay| [PDF]

Staff Parental Leave| [PDF]

Staff Leaving Reasons| [PDF]

Members of Decision Making Bodies| [PDF]