Key equality data
A collection of staff and student equality data, available to download.
Closing the gap – Pay at Ulster University
Pay equality is a priority at Ulster. For the past two consecutive years we carried out a Gender Pay Gap Analysis to see how we compare with other Higher Institutions in GB.
Northern Ireland’s gender pay gap reporting requirements are not yet in place, so this provides a useful benchmark for our continuing work in this area.
Our current gap falls short of where we want to be.
Like many other universities, our analysis identifies a range of potential causes, including higher numbers of females in lower grades and lower numbers in higher grades.
In line with our Equal Pay Policy, we also carried out our triennial Equal Pay Review in 2017.
We found no significant equality issues regarding equal pay; staff at Ulster receive equal pay for equal work. The principle reasons for our pay gaps are enduring job segregation, unequal access to allowances and the application of market supplements at appointment.
The recommendations from this review informed our Equal Pay Action Plan, which aims to mitigate pay differences, and our Equality, Diversity and Inclusion Strategy and action plan.
Staff Equality Data
| Census Date | Data by campus | Data by staff category |
|---|---|---|
| 6 February 2010 | By campus | By Staff Category |
| 6 February 2011 | By campus | By Staff Category |
| 6 February 2012 | By campus | By Staff Category |
| 6 February 2013 | By campus | By Staff Category |
| 6 February 2014 | By campus | By Staff Category |
| 6 February 2015 | By campus | By Staff Category |
| 6 February 2016 | By campus | By Staff Category |
| 6 February 2017 | By campus | By Staff Category |
| 6 February 2018 | By campus | By Staff Category |
| 6 February 2019 | By campus | By Staff Category |
| 6 February 2020 | By campus | By Staff Category |
| Census Date | Data by campus | Data by staff category |
|---|---|---|
| 5 Year Trend Analysis (2010-2014) | By campus | By Staff Category |
| 5 Year Trend Analysis (2011-2015) | By campus | By Staff Category |
| 5 Year Trend Analysis (2012-2016) | By campus | By Staff Category |
| 5 Year Trend Analysis (2013-2017) | By campus | By Staff Category |
| 5 Year Trend Analysis (2014-2018) | By campus | By Staff Category |
| 5 Year Trend Analysis (2015-2019) | By campus | By Staff Category |
| 5 Year Trend Analysis (2016-2020) | By campus | By Staff Category |
| 5 Year Trend Analysis (2017-2021) | By campus | By Staff Category |
All staff are encouraged to maintain their personal equal opportunities data, by viewing/amending such on the CoreHR Portal.
| Census Date | Data by ethnic origin | Data by nationality |
|---|---|---|
| 6 February 2015 | By Ethnic Origin | By Nationality |
| 6 February 2016 | By Ethnic Origin | By Nationality |
| 6 February 2017 | By Ethnic Origin | By Nationality |
| 6 February 2018 | By Ethnic Origin | By Nationality |
| 6 February 2019 | By Ethnic Origin | By Nationality |
| 6 February 2020 | By Ethnic Origin | By Nationality |
| Census Data | Data by campus |
|---|---|
| Academic Year 2009/10 | By campus |
| Academic Year 2010/11 | By campus |
| Academic Year 2011/12 | By campus |
| Academic Year 2012/13 | By campus |
| Academic Year 2013/14 | By campus |
| 5 Year Trend Analysis | By campus |
| Academic Year 2014/15 | By campus |
| Academic Year 2015/16 | By campus |
| Academic Year 2016/17 | By campus |
| Academic Year 2017/18 | By campus |
| Academic Year 2018/19 | By campus |
| Academic Year 2019/20 | By campus |
| 5 Year Trend Analysis | By campus |