Understanding EDI Data
Understanding EDI data is our first step to understanding potential bias or barriers to inclusion, to identifying actions to remove any bias or barriers and to creating a fairer and more inclusive University. Here you will find information on staff and student EDI data, how we use data as part of our chartermark work and beyond and links to useful data sources.
Why EDI data matters?
To understand the impact our plans, decisions and activities will have or have had on different groups of people, we need to analyse data by equality groups to see how different groups are represented. This helps us understand potential or actual bias and barriers facing our staff, students, visitors and our wider University community, so that we can create a fairer and more inclusive University.
Useful Data Sources (*Section in Development)
The latest trends in our University staff population, relating to gender, disability, age, nationality and BAME status (UK only), is published in our latest EDI Annual Report 2021-22 and is available here: EDI Annual Report 2021-2022.
Live data on the diversity of our workforce is available in the Lancaster University Workforce Profile Tool, under the ‘Diversity of workforce’ tab (internal and restricted access only).
Useful data sources:
Appointment type; grade
Gender, ethnicity, disability, nationality group, age
For further information on data and queries about access permissions, please contact firstname.lastname@example.org
The latest trends in our University student population, relating to gender, disability and BAME status (UK only), is published in our latest EDI Annual Report 2021-22 and is available here: EDI Annual Report 2021-2022.
Live data on the diversity of our student population is available here (internal and restricted access only).
Student Registrations grouped by Equality and Diversity characteristic
Gender, Ethnicity, BME status, Disability, Socio-economic group,
For further information on data and queries about access permissions, please contact email@example.com
Gender Pay Gap
Our latest gender pay gap figures are:
- Mean* Hourly Pay Gap: 22.00% in 2022, down from 23.21% in 2021
- Median* Hourly Pay Gap: 19.02% in 2022, down from 21.59 in 2021
We are fully committed to decreasing our gender pay gap and have a series of actions within our Athena Swan Institutional action plan to target this. These actions focus on a broad range of areas including recruitment, professional services staff progression, EDI culture, and flexibility at work. In addition, we recognise the impact of Covid -19 throughout is likely to have been disproportionately felt by female staff, and we continue to mitigate against this through our promotion and probation processes. Further details on our gender pay gap and what are doing to reduce it are available in our Gender Pay Gap Report 2022 and on our EDI Strategy page.
To reduce the gender pay gap for the University or at faculty, departmental, or directorate level, we need to look beyond the gender pay gap figure to understand the specific causes and to identify necessary actions. The following questions.
- Are people getting 'stuck' at certain levels?
- How diverse are your promotions? (Academics only)
- How diverse is your recruitment – from application, through to shortlist and on to appointment?
- Are different groups of people leaving at different rates?
- Do particular aspects of pay, e.g. starting salaries, accelerated increments, differ by gender?
- Does everyone have the same access to opportunities to prove themselves and develop?
- Are you supporting part-time employees to progress?
- Are you supporting both men and women to take on caring responsibilities?
Data to help answer these questions is available below.
Appointment type; grade
gender, ethnicity, disability, nationality group, age
Eight ways to understand your organisation's gender pay gap (Governmental Equalities Office)
*For clarification, the "Mean" in this case means to have added all the wages together and then divided by the number of people. This was done for male and females individually. The Median however is the middle value within the range.
Athena Swan Data
Athena Swan Data Dashboards
The following dashboards have been created to support Lancaster University departmental/Faculty Athena Swan Leads to access the data they require for their Athena Swan applications:
Lancaster University Athena Swan Student Dashboard:
Lancaster university Athena Swan Staff dashboards:
All Lancaster University departmental/Faculty Athena Swan Leads and their Heads of Department’s have access to the above staff dashboards.
If you are a member of Lancaster University Staff, you should contact your department or Faculty Athena Swan Lead with any questions about the departmental data/Athena Swan application.
If you are a Lancaster University Athena Swan Lead at Lancaster University and are struggling to access the staff dashboards above, please contact firstname.lastname@example.org .
Benchmarking our EDI data against other universities and colleges allows us to see how we compare to the sector or to another relevant group. This can help us identify areas of underrepresentation or disadvantage and plan actions. It can drive our aspirations, measure our progress and provide a target for our actions.
The Equality in Higher Education reports from Advance HE are a useful tool for benchmarking, providing annual staff and student equality data. As part of the Equality in Higher Education reports, there is a statistical report, infographics and downloadable data tables, available here:
- Equality in Higher Education: Staff Statistical Report 2022 (Advance HE)
- Equality in Higher Education: Student Statistical Report 2022 (Advance HE)
- Equality in Higher Education: Staff Infographics 2022 (Advance HE)
- Equality in Higher Education: Student Infographics 2022 (Advance HE)
- Equality in Higher Education: Downloadable data tables 2022(Advance HE): To help you access and analyse the data in the latest year's Equality in Higher Education Statistical Reports, all of the tables presented in the reports are available to download in Excel format. These also include further detail not included in the report: for example, data disaggregated by five-year age group, impairment type, ethnic group, and subject area.
The latest reports are available in September each year.
Further information on benchmarking is available on Advance HE’s Benchmarking webpages.