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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 and access for more students.

Eliminating the Black awarding gap (degree outcomes).

Increasing the diversity of senior staff.

Eliminating staff gender and ethnicity pay gaps.

Each area is explored in more detail below. You can also see institutional level diversity monitoring data here (the most up-to-date data available are presented). For more detailed data, see our data dashboards here.

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.

Widening Participation

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

What is POLAR?

In 2023/24, our Q5:Q1 ratio is 6.6:1.

  • Increasing by 0.2 compared to 2018/19.
  • And 0.3 compared to the previous year.

The Q5/Q1 ratio Warwick is higher than in the sector generally. In 2021/22, the sector average was 2.4:1. 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. See the Plan for more targets on Widening Participation:

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?

In 2022/23, our Black awarding gap was 12.3 percentage points.

  • Increasing 2.6 percentage points since 2018/19.
  • And 6.9 percentage point compared to the previous year.

Warwick is performing better than the higher education sector in this area. In 2021/22, the sector average was 20.1 percentage points. Whereas, that year Warwick’s awarding gap was 5.4 percentage points.

 

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. Explore examples on the IEM pages:

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.

Gender

We’re committed to reaching 50% women professors and professional services staff at FA9 (our most senior level) by 2030.

In 2023/24, 28.9% of our professors are women.

  • Increasing 6.8 percentage points since 2018/19.
  • And 0.8 percentage points compared to the previous year.

The proportion of women professors at Warwick is lower than in the sector generally. In 2021/22, the sector average was 28.5% women professors. Whereas, that year 23.8% of Warwick’s professors were women.

In 2023/24, 46% of our professional services staff at FA9 are women.

  • Decreasing 2.5 percentage points since 2018/19.
  • And 6.8 percentage points compared to the previous year.

Ethnicity

We’re committed to reaching 25% Black, Asian, and Minority Ethnic professors and professional services staff at FA9, with 5% to be Black, by 2030.

Why do we use the term 'BAME'?

In 2023/24, 10.9% of our professors are Black, Asian, and Minority Ethnic.

  • Increasing 1.8 percentage point since 2018/19.
  • But decreasing 0.3 percentage points compared to the previous year.

0.8% are Black, increasing 0.4 percentage point since 2018/19 but decreasing 0.2 compared to the previous year.

The proportion of Black, Asian, and Minority Ethnic professors at Warwick is lower than in the sector generally. In 2021/22, sector average for Black, Asian, and Minority Ethnic professors was 12.1%. 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 generally. In 2021/22, sector average was 0.8% Black professors. And that year 0.8% of Warwick’s professors were Black too.

In 2023/24, 6.2% of our professional services staff at FA9 are Black, Asian, and Minority Ethnic.

  • Increasing 1.3 percentage points since 2018/19.
  • But decreasing 0.5 percentage points compared to the previous year.

0.5% are Black, increasing by 0.5 percentage points (from zero) in 2018/19 and decreasing 0.2 percentage points compared to the previous year.


Disability

We’re committed to reaching 18% disabled professors and professional services staff at FA9 by 2030.

In 2023/24, 4.3% of our professors are disabled.

  • Increasing 0.5 percentage points since 2018/19.
  • And 0.6 percentage points compared to the previous year.

The proportion of disabled professors at Warwick is lower than in the sector generally. In 2021/22, the sector average was 4.1% disabled professors. Whereas, that year 3.7% of Warwick’s professors were disabled.

In 2023/24, 3.5% of our professional services staff at FA9 were disabled.

  • Decreasing 1.4 percentage points since 2018/19.
  • And 2.1 percentage point compared to the previous year.

Sexual Orientation

We’re committed to reaching 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'?

In 2023/24, 4% of our professors are LGBTQUIA+ by sexual orientation.

  • Increasing 1.7 percentage points from 2018/19.
  • And 0.5 percentage points compared to the previous year.

In 2023/24, 3.6% of our professional services staff at FA9 are LGBTQUIA+ by sexual orientation.

  • Increasing 3.6 percentage points from 2018/19
  • And 0.2 percentage points 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. We are also running a personal development programme for women from minority ethnic backgrounds and their leaders - discover more about the programme:

Pay Gaps

What are pay gaps?

Gender Pay Gap

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

In 2021/22, our mean gender pay gap was 20.3%.

  • Decreasing 5.6 percentage points since 2018/19.
  • And 1.6 percentage points compared to the previous year.

The mean gender pay gap at Warwick is higher than the sector generally. In 2021/22, the sector mean gender pay gap was 14.2%.

In 2021/22, our median gap was 18.6%.

  • Decreasing 6.1 percentage points since 2018/19.
  • And 1.3 percentage points compared to the previous year.

The median gender pay gap at Warwick is also higher than the sector generally. In 2021/22, the sector median gender pay gap was 8.5%.


Ethnicity Pay Gap

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

In 2021/22, our mean ethnicity pay gap was 6.9%.

  • Decreasing 1.3 percentage points since 2018/19.
  • And 3.9 percentage points compared to the previous year.

The mean ethnicity pay gap at Warwick is higher than the sector generally. In 2021/22, the sector mean ethnicity pay gap was 0.9%.

In 2021/22, our median gap was 7.1%.

  • Increasing 2.9 percentage points since 2018/19.
  • But decreasing 6.6 percentage points compared to the previous year.

The median ethnicity pay gap at Warwick is also higher than the sector generally. In 2021/22, the sector median ethnicity pay gap was 0.1%.

 

Our work on this: In our annual pay gap 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. Learn more about our pay gaps in our latest report:

 

We are committed to removing economic, social, and cultural barriers at Warwick . To do this, we need your help to better understand the make-up of our community - please answer the diversity monitoring questions on your personal record. Staff can update on SuccessFactors and students on Student Records Online. It should only take a few minutes of your time. Find out more about what we ask and how we use it here.