EDI Data Reporting
Good practice in equality, diversity, and inclusion creates stronger communities, happier and more effective workforces, and greater ideas and opportunities for our students, staff, visitors, and the wider university community.
The university’s EDI Priorities aim to support our ongoing commitment to fostering a values-based culture focused on diversity, inclusivity, wellbeing, and positive engagement. To help track progress, the university reports on various EDI data.
EDI Key Performance Indicators
The University of Nottingham’s current staff Key Performance Indicators (KPIs) are below:
Staff Key Performance Indicators (KPIs)
| KPI | 21/22 Target | 21/22 Actual | 22/23 Target | 22/23 Actual | 23/24 Target | 23/24 Actual | 24/25 Target | 25/26 Target |
|---|
| Gender split (level 6 women) |
43% |
41.61% |
44% |
42.28% |
46% |
43.01% |
48% |
50% |
|---|
| Gender split (level 7 women) |
27% |
29.79% |
27% |
30.33% |
28% |
32.05% |
29% |
30% |
|---|
| Ethnicity split (level 6 BAME) |
12% |
14.24% |
12% |
14.16% |
13% |
15.15% |
14% |
15% |
|---|
| Ethnicity split (level 7 BAME) |
9% |
10.21% |
9% |
11.08% |
9% |
11.13% |
10% |
10% |
|---|
| Staff with a disability |
6% |
6.10% |
6% |
7.29% |
8% |
8.24% |
9% |
10% |
|---|
| Staff Engagement (%) |
n/a |
n/a |
n/a |
75% |
n/a |
n/a |
n/a |
n/a |
|---|
Annual diversity data
The university provides annual diversity data of both students and staff.
2023/24
2022/23
2021/22
2020/21
2019/20
2018/19
Pay gap reporting
The university's commitment to inclusivity is a key central theme throughout our University Strategy, which emphasises transparency and honesty as core components.
We publish gender pay gap data on an annual basis and have also taken the decision to voluntarily report our Ethnicity pay gap.
Although not mandatory, sharing the pay gap between white and BME staff and male and female staff is a key step towards understanding the gap and developing actions to reduce it.
Find out more about Pay Gap reporting at the university.