Key Performance Indicators
Social Inclusion Strategy - Key Performance Indicators
Our KPIs have been identified to support our Social Inclusion Strategy objective to increase the diversity of our staff and students.
We have KPIs in four key areas:
Ensuring the university is accessible to students from all backgrounds is one of the strategic priorities set out in Warwick's University strategy, demonstrating our commitment to widening participation and the significance placed on this important work.
TARGET: Narrowing the gap in participation for students between the most (POLAR Q5) and least (POLAR Q1) represented quartiles to 4:1 by 2025. What is POLAR?
CURRENT: In 2023/24, our Q5:Q1 ratio was 6.6:1.
- Increasing by 0.2 compared to 2018/19.
- And 0.3 compared to the previous year.
BENCHMARK: The Q5/Q1 ratio Warwick is higher than in the sector and Russell Group. In 2021/22, the sector average was 2.4:1 and the Russell Group average was 4.3:1. Whereas, that year Warwick’s awarding gap was 6.1:1.
Our work on this: Our Access and Participation Plan articulates our approach to improve equality of opportunity for underrepresented groups to access, succeed in, and progress from higher education.
The awarding gap is one of the most pressing challenges affecting particular groups of students, especially Black, Asian, and Minority Ethnic students. We are committed to providing student experiences and outcomes which have inclusion at the heart.
TARGET: Eliminate the awarding (degree outcomes) gap between Black and White students by 2025. What is the Black awarding gap?
CURRENT: In 2023/24, our awarding gap was 10.2 percentage points.
- Decreasing 0.1 percentage points since 2018/19.
- But increasing 0.9 compared to the previous year.
BENCHMARK: Warwick is performing better than the sector and Rusell Group in this area. In 2021/22, the sector average was 20.1 percentage points, and the Russell Group 11 percentage points. Whereas, that year Warwick’s awarding gap was 5.4.
Our work on this: The University has developed the Inclusive Education Model; a layered and whole-institution approach to reducing awarding gaps and increasing continuation rates. There has, and continues to be, a lot of work in this area across the University.
Equity in pay for all staff is one of the ways that high performance can be rewarded and diverse talent valued. For staff, measures of career progression and pay equity will be primary indicators of real change across the academy and in professional services. Closing the pay gaps is a priority, which must be achieved.
Gender
TARGET: Eliminate the gender pay gap by 2030. What are pay gaps?
CURRENT: In 2022/23, our mean gender pay gap was 20.5%.
- Decreasing 5.4 percentage points since 2018/19.
- But increasing 0.2 compared to the previous year.
Our median gap was 20.5%.
- Decreasing 4.2 percentage points since 2018/19.
- But increasing 1.9 compared to the previous year.
BENCHMARK: The mean and median gender pay gaps at Warwick are higher than the sector and Russell Group. In 2021/22, the sector had a 14.2% mean and 8.5% median gap, and the Russell Group 18.4% and 13.4%. Whereas that year Warwick's was 20.3% and 18.6%.
Ethnicity
TARGET: Eliminate the ethnicity pay gap by 2030.
CURRENT: In 2022/23, our mean ethnicity pay gap was 13.7%.
- Increasing 5.5 percentage points since 2018/19.
- And 6.8 compared to the previous year.
Our median gap was 15.8%.
- Increasing 11.6 percentage points since 2018/19.
- And 8.7 compared to the previous year.
BENCHMARK: The mean and median ethnicity pay gap at Warwick are higher than the sector. In 2021/22, the sector had a 0.9% mean and 0.1% median gap. Whereas that year Warwick's was 6.9% and 7.1%. The mean pay gap at Warwick is also higher than the Russell Group (4.1% in 2021/22), but our median gap is lower than the Russell Group (14.2%).
Our work on this: In our annual Closing the Pay Gaps report, we analyse the data, look at the context for the figures, and set out our continued commitment to improve pay gaps at the University, through steps we’ve already put in place and the further actions we have identified
Diversity of thought leads to innovation and creativity. Increasing diversity in all staff groups - academic and professional services - particularly at senior levels, is essential to bring inclusion to the student experience and to enhance Warwick’s reputation as an inclusive employer.
Gender
TARGET: 50% women professors and professional services staff at FA9, by 2030.
CURRENT: In 2024/25, 29.6% of our professors were women.
- Increasing 7.5 percentage points since 2018/19.
- And 0.7 compared to the previous year.
And 49.5% of our professional services staff at FA9 were women.
- Increasing 1 percentage point since 2018/19.
- And 3.5 compared to the previous year.
BENCHMARK: The proportion of women professors at Warwick is lower than in the sector and Russell Group. In 2021/22, the sector average was 28.5%, and the Russell Group average was 28.2%. Whereas, that year 23.8% of Warwick’s professors were women.
Ethnicity
TARGET: 25% Black, Asian, and Minority Ethnic professors and professional services at FA9, with 5% to be Black, by 2030. Why do we use the term 'BAME'?
CURRENT: In 2024/25, 11.7% of our professors are Black, Asian, and Minority Ethnic.
- Increasing 2.6 percentage point since 2018/19.
- And 0.8 compared to the previous year.
0.5% of professors are Black.
Increasing 0.1 percentage point since 2018/19 but decreasing 0.3 compared to the previous year.
And 12.3% of our professional services staff at FA9 are Black, Asian, and Minority Ethnic.
- Increasing 6.1 percentage points since 2018/19.
- And 7.4 compared to the previous year.
1.9% of FA9 professional services are Black.
Increasing by 1.9 percentage points (from zero) in 2018/19 and 1 compared to the previous year.
BENCHMARK: The proportion of Black, Asian, and Minority Ethnic professors at Warwick is lower than in the sector, but higher than in the Russell Group. In 2021/22, sector average for Black, Asian, and Minority Ethnic professors was 12.1%, and the Russell Group 9.4%. Whereas, that year 11.2% of Warwick’s professors were Black, Asian, and Minority Ethnic.
The proportion of Black professors at Warwick is the same as in the sector. In 2021/22, sector average was 0.8% Black professors. And that year 0.8% of Warwick’s professors were Black too.
Disability
TARGET: 18% disabled professors and professional services staff at FA9, by 2030.
CURRENT: In 2024/25, 6.4% of our professors are disabled.
- Increasing 2.6 percentage points since 2018/19.
- And 2.1 compared to the previous year.
And 5.7% of our professional services staff at FA9 were disabled.
- Increasing 0.8 percentage points since 2018/19.
- And 2.1 compared to the previous year.
BENCHMARK: The proportion of disabled professors at Warwick is lower than in the sector generally, but higher than in the Russell Group. In 2021/22, the sector average was 4.1% and the Russell Group average was 3.2%. Whereas, that year 3.7% of Warwick’s professors were disabled.
Sexual orientation
TARGET: 7% professors and professional services staff at FA9 who are LGBTQUIA+ by sexual orientation by 2030. What do we mean by 'LGBTQUIA+ by sexual orientation'?
CURRENT: In 2024/25, 3.6% of our professors are LGBTQUIA+ by sexual orientation.
- Increasing 1.3 percentage points from 2018/19.
- But decreasing 0.4 compared to the previous year.
And 3.8% of our professional services staff at FA9 are LGBTQUIA+ by sexual orientation.
- Increasing 3.8 percentage points (from zero) from 2018/19.
- And 0.2 from the previous year.
Our work on this: The University is completing a full review of the end-to-end recruitment process (including promotions) as part of the Warwick Transformation programme. Also, we are running Inclusive Talent programmes to nurture talent that has found itself excluded and under-represented in higher education and establish a pipeline of diverse and inclusive leaders for today and tomorrow.
Note on benchmark data: Staff sector data are from Advance HE's 'Equality in higher education: statistical reports'. Student sector data are from the Office for Students 'Access and participation data' dashboard.
