Equality, Diversity & Inclusion
With a diverse student population, everyone is welcome at Arts University Plymouth; we have students of all ages, from a variety of different ethnic and social backgrounds and a number have disabilities, each with different learning styles and needs.
The university strives to be a transparent and accessible institution that upholds and celebrates the values of equality and diversity, recognising the benefits that a diverse staff and student population brings.
In accordance with the Public Sector Equality Duty we operate a Single Equality Scheme, supplemented by our Equality, Diversity & Inclusion Policy, giving additional guidance on how we promote equality and diversity; with the aim to provide a positive work and study environment where everyone has the opportunity to realise their full potential in an environment where staff and students working together tackle and eliminate all forms of discrimination, harassment and victimisation. In addition, the university has adopted the International Holocaust Remembrance Alliance (IHRA) working definition for antisemitism.
Everyone is treated fairly and can play a role in shaping the development of our equality and diversity practice in the future.
If you have a disability we have a team of staff who can give you additional support, and we’ll try to make reasonable adjustments to provide you with any specific equipment, technology or additional support you may need to help with your work or studies.
Arts University Plymouth’s Equality Scheme Implementation Plan sets out the objectives the university will be working towards over the next two to three years based on the three aims of the Equality Duty. These objectives will be focused on in the short-term and will be reviewed for achievement by the Senior Leadership Team in April each year.
Arts University Plymouth respects each person who studies or works at the university and treats each and everyone as an individual. Under the Equality Act 2010 (Specific Duties) Regulations, we are legally required to publish anonymised information about our student and staff populations’ protected characteristics, in order to help our community understand the profile of the people accessing and working at the university.
We, therefore, report annually on age, disability, gender, gender reassignment, marriage and civil partnership (in respect of unlawful discrimination - in terms of our employees), pregnancy and maternity, race (including ethnic or national origins), religion and/or belief, and sexual orientation. Wherever possible, we compare our data with local, regional and national records from the Office for National Statistics (ONS) Neighbourhood Statistics, Local Authority reports and the national census 2011.
For more information, please download our Student & Staff Data document.
As part of the legal obligations for an employer with over 250 employees, we must produce a report using specific metrics for snapshot data from March 31 each year. We have one year to report on the gender pay gap within our organisation at this date and we must publish the figures to the government and our own website by 30 March 2022.
The metrics that we must provide are mean and median pay gap, and the proportion of female and male staff at each quartile band.
At Arts University Plymouth we strive towards social and gender equality while maintaining a high standard of education, and ensuring that staff receive fair recompense for the level of work that they complete.
As an initial indication into the gender pay gap, we have calculated the Mean and Median from the hourly rates of all staff on full pay, during the snapshot period of March 2021, regardless of what type of contract staff are on, as this provides an overview of the gap at the university. However, it is not effective enough to use on its own to understand the reasons for the pay gap.
Our single figure mean gender pay gap is 13.3% (+2.1% from 2020)
Our single figure median gender pay gap is 17.3% (+6.2% from 2020)
Name
| Mean | Median | |
|---|---|---|
| Arts University Plymouth (2021) | 13.3% | 17.3% |
| Arts University Plymouth (2020) | 10.2% | 11.1% |
| Arts University Plymouth (2019) | 14.4% | 19.1% |
| Arts University Plymouth (2018) | 9.4% | 7.2% |
| Arts University Plymouth (2017) | 11.3% | 8.3% |
| Higher Education Sector (2019) | 17.6% | 26.2% |
| Education Sector (2019) | 16.4% | 15.3% |
| Education Sector (2020) | 16.7% | 23.9% |
As the table above shows, we compare favourably to the 2019 snapshot of the overall Education sector with those 2021 figures to be confirmed.
At Arts University Plymouth we do not pay bonuses, and so we have no return for the mean and median bonus pay gaps.
Proportion of Males and Females in Quartile bands
The table below shows the percentage of female and male staff from each quartile.
| Male % | Female % | |
|---|---|---|
| Quartile 1 | 25.6% | 74.4% |
| Quartile 2 | 34.1% | 65.9% |
| Quartile 3 | 45.1% | 54.9% |
| Quartile 4 | 38.9% | 61.2% |
| Total | 35.8% | 64.2% |
We have a larger overall proportion of female staff at all quartiles, particularly Q1. This shrinks in the upper quartiles. Overall our staff population has a slight increase in females from March 2018 to March 2021, with 64.2% females (62.5% 2018) to 35.8% males (37.5% 2018).
While unreported for gender pay gap calculations, our board of governors is split equally between 7 males and 3 females.
As a small organisation individual variances in roles can have a disproportionate statistical impact when compared to larger institutions. The university aims to work towards a gender pay gap of below 10% by 2025.
Detailed information is available in the current Gender Pay Report.
You can access our previous Gender Pay Report here.
Arts University Plymouth publicises its transparency return in accordance with the Office for Students (OfS) Condition of Registration F1.
The information published below shows:
The number of students who attained a particular degree or another academic award, or a particular level of such an award, on completion of their course with us.
It shows these numbers by reference to:
The gender of the individuals to which they relate
Their ethnicity
Their socioeconomic background
Table 1a
This table relates to attainment (full-time) at Arts University Plymouth and presents the percentage of classified first degrees at grade 2:1 or above by characteristic for 2020-21 qualifiers.
Key:
N = 24 or fewer students in this population
N/A = No provision in a given mode or level
DP = Data suppressed for data protection reasons
| Characteristic | Characteristic Split | Percentage |
Ethnicity | BAME | N |
| White | 69% | |
EIMD 2019 quintile | 1 and 2 | 62% |
| 3 to 5 | 74% | |
| Gender | Female | 73% |
| Male | 60% | |
| Other | N |
Table 1b
This table relates to attainment (full-time) at Arts University Plymouth and presents detailed information on attainment by characteristics for 20-21 qualifiers.
Key:
N = 24 or fewer students in this population
DP = Data suppressed for data protection reasons
Legend:
a = Headcount of classified First degrees awarded
b = Percentage of classified First degrees awarded as first class
c = Percentage of classified First degrees awarded as upper second class
d = Percentage of classified First degrees awarded as lower second class
e = Percentage of classified First degrees awarded as third class
f = Headcount of unclassified First degrees
g = Headcount of other undergraduate award
| Mode of Study | Characteristic | Characteristic Split | a | b | c | d | e | f | g |
| Full-time | Ethnicity | Asian | N | N | N | N | N | N | N |
| Black | N | N | N | N | N | N | N | ||
| Mixed | N | N | N | N | N | N | N | ||
| Other | N | N | N | N | N | N | N | ||
| White | 310 | 26% | 43% | 24% | 6% | N | N | ||
| Unknown | N | N | N | N | N | N | N | ||
| Full-time | EIMD 2019 Quintile | 1 | 30 | 20% | 30% | 45% | DP | N | N |
| 2 | 90 | 25% | 50% | 20% | 10% | N | N | ||
| 3 | 60 | 25% | 45% | 30% | DP | N | N | ||
| 4 | 70 | 40% | 45% | 10% | 5% | N | N | ||
| 5 | 60 | 30% | 40% | 25% | DP | N | N | ||
| N/A | N | N | N | N | N | N | N | ||
| Unknown | N | N | N | N | N | N | N | ||
| Full-time | Sex | Female | 230 | 28% | 46% | 21% | 5% | N | N |
| Male | 90 | 22% | 38% | 32% | 9% | N | N | ||
| Other | N | N | N | N | N | N | N |
| Mode of Study | Characteristic | Characteristic Split | a | b | c | d | e | f | g |
| Part-time | Ethnicity | Asian | N | N | N | N | N | N/A | N/A |
| Black | N | N | N | N | N | N/A | N/A | ||
| Mixed | N | N | N | N | N | N/A | N/A | ||
| Other | N | N | N | N | N | N/A | N/A | ||
| White | N | N | N | N | N | N/A | N/A | ||
| Unknown | N | N | N | N | N | N/A | N/A | ||
| Part-time | EIMD 2019 Quintile | 1 | N | N | N | N | N | N/A | N/A |
| 2 | N | N | N | N | N | N/A | N/A | ||
| 3 | N | N | N | N | N | N/A | N/A | ||
| 4 | N | N | N | N | N | N/A | N/A | ||
| 5 | N | N | N | N | N | N/A | N/A | ||
| N/A | N | N | N | N | N | N/A | N/A | ||
| Unknown | N | N | N | N | N | N/A | N/A | ||
| Part-time | Sex | Female | N | N | N | N | N | N/A | N/A |
| Male | N | N | N | N | N | N/A | N/A | ||
| Other | N | N | N | N | N | N/A | N/A |
The university has a zero-tolerance policy to harassment and bullying in relation to any of the Equality Act’s protected characteristics covering students, staff and anyone else involved with the university.
The university respects the right of staff to opt-out from answering particular equality and diversity monitoring questions. However, the university encourages staff to provide all data to ensure we can fully support an inclusive and diverse workforce.
For further information, or for details on how our statistics are collated, please contact:
- Jeff Wright — Head of Compliance & Quality Systems
- Email: jwright@aup.ac.uk
- Tel: 01752 203434