With a diverse student population, everyone is welcome at Plymouth College of Art; 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 College 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 and Diversity Policy giving additional guidance for staff, describing how we promote equality and diversity and aim to provide a positive work and study environment where everyone has the equal opportunity to realise their full potential in an environment where we tackle and eliminate discrimination, harassment and victimisation.
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.
Plymouth College of Art’s Equality Scheme Implementation Plan sets out the objectives the College 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.
Our staff and students
Plymouth College of Art respects each person who studies or works at the College 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 College.
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, download our Student & Staff Data document.
Gender Pay Gap
Plymouth College of Art is committed to social and gender equality, and we take gender pay gap reporting and analysis very seriously. As part of the legal obligations for an employer with over 250 employees we are required to report using specific metrics for snapshot data from March 31st each year. We have a year to report on the gender pay gap at this snapshot date and we must publish the figures to the government and our own website by the 30th March 2019.
The metrics that the government requires are mean and median gender pay gap, mean and median bonus pay gap, and proportion of male and female staff in each quartile band.
Our single figure mean gender pay gap is 9.4% (-1.9% from 2017)
Our single figure median gender pay gap is 7.2% (-1.2% from 2017)
|Plymouth College of Art (2018)||9.4%||7.2%|
|Plymouth College of Art (2017)||11.3%||8.3%|
|Higher Education Sector (2017)||14.0%||15.4%|
|Education Sector (2017)||26.5%||18.2%|
As the table above shows, we have a healthy reduction on both our mean and median gender pay gap, as well as being far below the average (compared to 2017 results) for the higher education sector and the education sector in its entirety.
Plymouth College of Art pays no bonuses so we have no return for mean and median bonus pay gap.
We have a larger proportion of female staff at all quartiles although the gap is smaller at higher rates of pay. Overall our staff population was 37.5% male and 62.5% female, with a total of 377 staff. While unreported for purposes of the gender pay gap, we also note that our governor population is predominantly female at 55%, which is very rare in education institutions.
During the year of April 2018 to March 2019 we made a number of changes to further reduce our gender pay gap, which included:
- rolling out a single pay spine across all academic and non-academic staff, standardising pay rates for hourly pay and salaried staff
- adopting HERA job analysis on all job roles, apart from the Principal, to ensure robust grading and fair recompense for work completed
- taking into account UCEAs percentage cost of living increase, which had a greater impact on our lower paid staff, to maintain our commitment to providing a living wage
We have a firm commitment to closing the gender pay gap and aim for further reductions year on year.
Detailed information is available in the current Gender Pay Report.
You can access our previous Gender Pay Report here.
Transparency Return Data 2019
The information published below shows:
- The number of applications for admission on to recognised, undergraduate higher education courses that we have received from UK domiciled applicants.
- The number of offers we have made in relation to those applications.
- The number of those offers accepted and the number of those who have registered with us.
- The number of students who attained a particular degree or other academic award, or a particular level of such an award, on completion of their course with us.
- It also shows these numbers by reference to:
- The gender of the individuals to which they relate
- Their ethnicity
- Their socio-economic background.
- It is important to note that the data presented has not been contextualised. This means, for example, that you will not be able to see from this data how many of those applying to courses met the entry criteria. It is also the case that universities and colleges will often receive many more applications than they have spaces on courses and so offer rates will necessarily be lower than application rates in those circumstances.
The College 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 College.
The College respects the right of staff to opt out from answering particular equality and diversity monitoring questions. However, the College 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 — Deputy Registrar (Quality and Performance)
email@example.com or telephone 01752 205715