UEL Staff Profile 2011
The following provides information on UEL’s staff for the period 1.11.10 to 31.10.11, including data and a commentary on areas such as their gender, ethnicity, disability, age, religion or belief and sexual orientation. This section also includes information concerning our last all-staff survey in 2009.
This is part of a UEL-wide Equality Analysis.
UEL Staff Profile - Commentary
Staff Survey Results for UEL - 2009
Introduction and context setting
To obtain staff views relating to UEL as a place to work, teach and develop, UEL conducted its first institutional wide staff survey in 2005 . The core survey questions were broadly based on the Investors in People model but also included wider organisation development themes. We achieved a 68% rate of return, the results were widely disseminated, including presentations to all Schools and Services. A comprehensive action plan was developed and actions included the introduction of the planning conference, staff consultation events, more inclusive SMTs and a review of our staff learning and development provision. The 2005 Staff survey has subsequently provided us with invaluable ‘soft’ data for our Institutional Audit, IIP Action Plan, HEFCE SAT review of our HR Strategy and the annual planning process. This has given us a competitive advantage over the 80% of HEI’s who have not yet conducted staff surveys.
For 2009 the survey questions were reviewed but kept consistent in order to protect benchmark data. We continued to use Bristol University to safe guard the confidentiality of returns – an original concern of our recognised trade unions and staff. New areas covered in the 2009 version include more searching questions re E&D, research, joined up working, the perceived value of existing staff benefits and a referendum regarding smoking on campus.
We achieved a 76% response rate and we intend to share the results with a broader audience as part of the Planning Conference on the 1st October. This will also constitute a key stage in developing our staff survey action plan by asking the audience to interpret the results by theme and to suggest how we can further exploit good practice and improve on areas requiring continuous development. This will quickly be followed up with presentations to Schools and Services as part of the schedule of SMT meetings, inclusive staff events and where necessary supplemented by focus groups. Once staff have been consulted an action plan will be finalised that also dovetails with our existing IIP Action Plan. This combined action plan will then be monitored as part of our HR Strategy and HR Annual Plan.
Key to Survey Results
- 2005 results are shown in black - 2009 results in red
- 'Don't Know' responses over 5% shown in blue
- Responses by gender - 43% Male, 57% Female
- 25% BME return, excluding White Irish and Other White Background
- 5% - those with a disability
- 43% return from Academic Colleagues
- Percentage returns show positive responses
- * Denotes new question for 2009
