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Reports & Legal

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.

Equality Objectives

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.

Staff & 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

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 the 30 March 2020.

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 Plymouth College of Art 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.

Single Figure Gap

As an initial indication into the gender pay gap, we have calculated the Mean and Median from an all staff list, regardless of what type of contract staff are on, as this provides an overview of the gap at the college. 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 14.4% (+5.0% from 2018)
  • Our single figure median gender pay gap is 19.1% (+11.9% from 2019)
Plymouth College of Art (2019)14.4% 19.1%
Plymouth College of Art (2018)9.4%7.2%
Plymouth College of Art (2017)11.3%8.3%
Higher Education Sector (2019)17.6%26.2%
Education Sector (2019)16.4%15.3%

As the table above shows, we compare favourably to the Education sector overall (17.6% mean, 26.2% median) and tend towards the averages for the Higher Education sector (16.4% mean, 15.3% median).

At Plymouth College of Art 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 128%72%
Quartile 234.4%65.6%
Quartile 342.4%57.6%
Quartile 445.7%54.3%

We have a larger overall proportion of staff at all quartiles, particularly Q1. This shrinks in the upper quartiles. Overall our staff population has barely changed from March 2018 to March 2019, with 62.4% females (62.5% 2018) to 37.6% males (37.5% 2018).

While unreported for gender pay gap calculations, our board of governors is split equally between 8 males and 8 females.

Completed Actions

Based on these results during the year of April 2018 to March 2019 we have:

  • rolled out a single pay spine across all academic and non-academic staff, standardising pay rates for hourly pay and salaried staff
  • adopted HERA job analysis on all job roles, apart from the Principal, to ensure robust grading and fair recompense for work completed
  • taken 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

Ongoing Actions (Closing the Gap)

From March 2018 to March 2019 we have had a year of reductions in staff numbers and decreased recruitment. A combination of natural wastage and a change in strategic focus resulted in an increase in the gender pay gap at the College. We are keen to address the pay gap whilst recognising the difficulty of doing so during ongoing reductions in staff numbers. We are committed to:

  • A firm commitment from the senior leadership team to engage with the gender pay gap and to identify sustainable solutions.
  • Improve recruitment procedures to ensure best practice approach to recruiting staff regardless of gender or other protected characteristics.
  • Monitor employee retention rates after maternity/paternity leave to identify any issues in the support offered to parents with young children.
  • Raise staff awareness on College policies and benefits, such as our commitment to continuous professional development and flexible working.

​As a small organisation individual variances in roles can have a disproportionate statistical impact when compared to larger institutions. The College aims to work towards a gender pay gap of below 5% by 2025.

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 another 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 socioeconomic 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.

Further Information

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: