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Key Performance Indicators

Our objectives for Social Inclusion are to increase diversity of thought for greater innovation and creativity and to develop an inclusive culture. The KPIs detailed below have been identified to support these objectives.

We have KPIs in four key areas:

Widening participation in higher education and increasing access for more students.

Eliminating the Black awarding gap.

Increasing the diversity of senior staff (i.e., staff at grade 9).

Eliminating staff pay gaps.

Each area is explored in more detail below. You can find more diversity monitoring data, including institutional level figures, on our Data page.

 


Widening participation and student access

We’re committed to narrowing the gap in participation for students between the most represented quintile (POLAR Q5) and the least represented quintile (POLAR Q1) to 4:1 by 2025.

What is POLAR?

We use the POLAR classification groups for widening participation. This is the proportion of young people in an area who participate in higher education. POLAR classifies areas into five groups - or quintiles - based on the proportion of young people who enter higher education aged 18-19 years old. Quintile one is the lowest rate of participation; quintile five is the highest rate of participation.

In 2022/23, our Q5:Q1 ratio was 6.6:1, increasing by 0.1 compared to 2018/19 and 0.2 compared to the previous year.

The Q5/Q1 ratio Warwick is higher than in the sector generally. In 2020/21, the sector average was 2.4:1. Whereas, that year Warwick’s awarding gap was 7.7:1.

 


Black awarding gap

We’re committed to eliminating the awarding (degree outcomes) gap between Black and White students by 2025.

What is the Black awarding gap?

The Black awarding gap is the difference between the proportion of White UK-domiciled students who are awarded a first or upper second degree and the proportion of UK-domiciled Black students who are awarded degrees of the same class.

In 2021/22, our Black awarding gap was 7.7 percentage points, dropping 4.1 percentage points since 2018/19 but increasing 1 percentage point compared to the previous year.

Warwick is performing better than the higher education sector in this area. In 2020/21, the sector average was 15.9 percentage points and the Russell Group was 11. Whereas, that year Warwick’s awarding gap was 8.1 percentage points.

 


Diversity at senior levels

Increasing diversity in all staff groups, including academic, professional, and other support staff, particularly at senior levels, is essential to bring inclusion to the student experience, and to enhance Warwick’s reputation and brand as an inclusive employer.

We’re committed to reaching 50% women professors by 2030.

In 2022/23, 26.5% of our professors are women, increasing 4.7 percentage points since 2018/19 and 0.3 percentage points compared to the previous year.

And 53.9% of our professional services staff at FA9 are women, increasing 4.6 percentage points since 2018/19 and 3.9 percentage points compared to the previous year.

The proportion of women professors at Warwick is lower than in the sector generally. In 2019/20, the sector average was 27.9% women professors. Whereas, that year 23.6% of Warwick’s professors were women.

 

 


Pay gaps

What are pay gaps?

The pay gap is the difference in hourly pay between the total population of one group in the staff community and the total population of another. It’s calculated as the average difference between the mean hourly pay gap of each group. The median is the difference between the mid-point hourly pay rate of men and women. We use the mean and the median because they give us slightly different insights into the distribution of pay and bonus data. The mean can be affected by a few outliers, and the median is less affected and therefore doesn’t show a potentially skewed distribution.

 

We’re committed to eliminating the gender pay gap by 2030.

In 2020/21, the mean gender pay gap was 21.9%, decreasing 4 percentage points since 2018/19 and 4.9 percentage points compared to the previous year. The median gap was 19.9%, decreasing 4.8 percentage points since 2018/19 and 3.4 percentage points compared to the previous year.

The mean gender pay gap at Warwick is higher than the sector generally. In 2019/20, the sector average mean pay gap was 15.7%. Whereas Warwick’s gap that year was 26.8%

The median gender pay gap at Warwick is higher than the sector generally. In 2019/20, the sector average mean pay gap was 11.1%. Whereas Warwick’s gap that year was 23.3%

 


Prior to the Strategy and KPIs being available the University published Equality Objective reports, to access previous reports please contact socialinclusionpa@warwick.ac.uk.