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Policies and documents

Equality data

We have a duty to publish information about the diversity of our university community. The next update will be published on 4 April 2021.

Student data

This is an overview of the student population in 2018-19. It is broken down by age, gender (sex), disability, ethnicity, religion/belief, sexual orientation and transgender status.

Data relating to diversity profile, completion and degree attainment is from our 2018 to 2019 HESA Student return. 

Application data is from our internal database for UK and EU applications to full time first degree courses. 

Completion and attainment is provided only for UK and EU undergraduate study. Completing the year is defined as making it to the end of the year, whether the student had successfully completed the year or not.

Non-completion includes students who withdrew, had their studied terminated by the university, or who suspended their studies during the year.

More detail about each protected characteristic is provided under the tabs below.

Student groupAll studentsUK students
All students 6,620 6,260
Undergraduate 5,830 5,560
Postgraduate taught 655 585
Postgraduate research 130 120


Student group

All students %

Undergraduate %Postgraduate taught %Postgraduate research %
Mature 25.8 20.4 62.8 81.8
Disabled 19.8 20.2 17.5 12.9
BAME (all students) 8.3 7.6 13.7 12.1
BAME (UK/EU) 5.8 5.8 5.8 5.1
Female 66.4 66.5 68.9 50
LGB+ 9.0 9.4 6.4 3.8
Transgender 1.9 - -  

Each year, disclosure rates increase for religion/belief, sexual orientation and trans status.

For religion, the disclosure rate went up from 52.8%, in 2014-5, to 95.4%, in 2018/9 (a percentage point increase of 1.2 on the previous year). The disclosure rate for sexual orientation went up from 48.0% to 91.4 % (a percentage point increase of 0.3 on the previous year). For transgender identity, the rate went up from 76.9% in 2015-16 to 96% in 2018-9. Figures in the table are for 2017-18 and 2018-19.

Student group2017 to 2018 %2018 to 2019 %
Religion / belief 94.2 95.4
Sexual orientation 91.1 91.4
Transgender 93.5 96

Access (2019 entry)

AgeApplications %Offers %Acceptances %Placed applicants %
Young  89.2 90.6  83.9  19.3 
Mature 10.8  9.4  16.1  30.4 

Participation (2018-19)

AgeCompletion %1st/2:1 degree %
Young 91.1 74.8 
Mature 85.3  70.8 


For 2018-19, 25.8% of our students were mature students. 20.4% of our undergraduate students were 21 or over at the start of their course. 66.0% of our postgraduate students were 25 or over. This presents an increase on previous years.

Admissions (2019 entry): mature applicants (21+) continue to be relatively more likely than younger applicants to start a course at York St John University.

Completion: completion rates decreased for both student groups. The gap has remained constant, in favour of students under the age of 21.

Degree attainment: there was no significant difference between young and mature students in getting a first or 2:1.

Graduate destination: no new data available since 2017 to 18.

DisabilityNumber of students% of students
A long standing illness or health condition 100 7.6
A mental health condition 450 34.5
A physical impairment or mobility issues 35 2.5
A social/communication impairment/autistic spectrum condition 75 5.8
A specific learning difficulty 395 30.1
Blind/serious visual impairment 10 0.9
Deaf or serious hearing impairment 25 1.8
Two or more disabilities 95 7.2
Other disability 125 9.5

Access (2019 entry)

DisabilityApplicationsOffersAcceptancesPlaced applicants
Disabled  16.2 16.5  22.2  28.1 
Non-disabled 83.8  83.5 77.8 19.0 

Participation (2018-19)

DisabilityCompletion %1st/2:1 degree %
Disabled 89.4  69.5
Non-disabled 90.8 75.8


The proportion of disabled students at York St University continues to increase. For 2018-9, 19.8% of students had a known impairment or health condition. We have seen an increase in students across the range of impairments and health conditions. The biggest increase is in students living with mental ill-health. The number of students with a sensory impairment has remained the same.

Admissions (2019 entry): disabled applicants continue to be more likely to start a course at York St John University than non-disabled applicants or applicants who have not identified as disabled.

Completion: disabled students were almost as likely as non-disabled students to complete their year at York St John University (89.4% and 90.8% respectively).

Ethnic groupNumber of all studentsAll students %Number of UK/EU studentsUK/EU students %
Asian or Asian British 185 2.8 110 1.8
Black or Black British 85 1.3 60 1
Chinese 50 0.7 10 0.2
Mixed 175 2.7 150 2.4
Other 50 0.8 25 0.4
White 6,045 91.3 5,875 93.9
Unknown 25 0.4 20 0.3

Access (2019 entry)

EthnicityApplications %Offers %Acceptances %Placed applicants %
BAME 7.7  7.5  6.3  16.8
White 87.9 88.6 93.4 21.8

Participation (2018-19)

EthnicityCompletion %1st/2:1 degree %
BAME 85.7  68.0 
White 90.8 74.9 


We have provided a breakdown both for all students (including international students) as well as UK students only. For 2018-9, although more BAME students started at York St John, the proportion has remained similar.

Admissions (2019 entry): The gap in 'placed applications' rate between BAME applicants and White applicants has started to close. For those with mixed ethnic background the acceptance rate is highest, followed by people declaring 'White ethnic group',  then Black applicants and Asian applicants. 

Continuation: in 2018-9, 85.7% of our BAME students progressed to the next year, White students 90.8.

Degree attainment: The attainment gap varies considerably every year, and this is due to the small number of BAME students graduating each year. In 2018-9 the gap remained the same.  

Graduate destinations: no new data available since 2017/8.  

Addressing existing race inequalities, achieving a culturally diverse and inclusive environment, and attracting individuals from all ethnic backgrounds is a key theme in the Equality, Diversity and Human Rights Strategy, and a taskforce has made recommendations to raise the profile and importance of racial and cultural diversity at York St John University.  

Access (2019 entry)

SexApplications %Offers %Acceptances %Placed applicants %
Female 65.5  65.1  66.4  20.8 
Male 34.5  34.9  33.6  20.0 

Participation (2018-19)

SexCompletion %1st/2:1 degree %
Female 91.7  75.6 
Male 88.0  71.4 


The majority of our students in 2018 -9 were female (65.5%, 4,395 female), a similar proportion as the previous year. This mirrors the national picture in relation to the taught subject areas at York St John University. Female students outperform male students, in terms of continuation and degree attainment. 

Admissions (2019 entry): The gender representation in applications was 65.5% female and 34.5% male, while applicants from either group were as likely to be placed at York St John University (20.8% and 20.0% respectively). This means that the gender balance in the student body remains unchanged.

Completion: The gap in completion rates between male and female students has not changed significantly, with a small decrease.

Degree attainment: Female students were more likely to achieve a First or 2:1 than male students, but both groups did better than the previous year and the gap is narrower.  

Graduate destination: More female graduates obtained a job or continued further study than male graduates (a decrease in gap by 3.6 percentage points). 

Religious groupsAll %Undergraduate %Postgraduate taught %Postgraduate research %
Christian 30.8  30.2  35.1  38.6 
Other religion or belief 10.2 9.3 16.8 18.9
No religion 59.0 60.4  48.2  42.4 


All major faiths are represented at the University. The largest group stated they have no religious belief (59% of all students), followed by Christians (30.8%). As disclosure rates have increased, so has the representation of nearly all faiths and those of no religion.

Sexual orientationNumber of students% of students
Bi 390 5.9
Gay 90 1.4
Lesbian 110 1.7
Heterosexual 5,345 80.8
Other 110 1.7


Of all UK students, 80.8% said they are heterosexual; 9% identify as lesbian, gay or bisexual or 'other'. We are proud to be a Stonewall Top 100 LGBT employer for the 5th time. 

We collect data about some of the protected characteristics of our students who are using the complaints or appeals procedures. Overall numbers are low, so it is not possible to make wider inferences based on the data. We note any allegations relating to discrimination arising in the context of any of these procedures.

Discipline, Fitness to Practise and Fitness to Study

Numbers are too low for there to be any equality data.


Numbers are too low for there to be any equality data.


We recorded 177 appeals (this excludes appeals withdrawn, abandoned or referred to another procedure), of these 108 resulted in a remedy, 69 were dismissed. 67% of appeals were received from female students, which seems broadly in line with the student profile.  As in previous years, female students are somewhat more likely that male students to have their appeals upheld (65% of appeals from female students being successful compared to 54% of appeals from male students). BAME students account for 17% of all appeals.  Of appeals submitted by BAME students, 63% were successful.  This compares to an overall success rate for all on-campus appeals of 61%.

Academic misconduct

Of the 108 academic misconduct cases in 2018-19, 63.0% were from male students. The percentage of allegations related international students (including distance learners) was 40%.

Staff data

This is an overview of our workforce profile according to protected characteristics. 

The statistics show the workforce profile in relation to age, disability, ethnicity, religion or belief, sex, sexual orientation and transgender identity of staff at the university as of 1 November 2019. The total number of staff was 890. We include information about recruitment and the equal pay gap. We also show participation in staff development from 1 August 2018 until 31 July 2019.  Numbers are rounded to the nearest 5. Percentages are provided for actual numbers and therefore do not align exactly with the numbers given.

Age bandsNumber of staff% of staff
Under 20 0 0.2
20-29 150 16.4
30 - 39 240 26.6
40 - 49 220 24.6
50 - 59 210 23.5
60 +  80 8.6


Staff group<3030 - 3940-4950-5960 +
  Number % Number % Number % Number % Number %
Academic 15 1.9 85 9.6 105 11.5 80 9.0 40 4.2
Administration 125 14.1 140 15.5 105 11.6 90 10.0 20 2.3
Ancillary 5 0.6 10 1.2 15 1.2 35 4.1 20 2.1


16.6% of our staff are aged below 30 and 8.6% are aged over 60 with a distribution of staff in between (30-39: 26.6%, 40-49: 24.6%, 50-59: 23.5%). This reflects the previous year's age range, although there has been an decrease of young staff and a small increase of staff over 50 years old. Nationally, approximately 16.8% of UK staff were aged 30 and under and 7.8% of staff were 61 and over (31 July 2018).

The majority of academic staff are in the age group between 30 years and 50 years. The majority of administrative staff are between 20 and 40 years. The ancillary staff is ageing, with over half 50 years and up. We are increasing the number of employment opportunities that may attract younger applicants. This includes apprenticeships and job coaching.

DisabilityNumber of staff% of staff
Disabled 75 8.3
Non-disabled 810 89.7
Unknown 20 2.0


Disability groupsNumber of staff% of staff
A long-standing illness or health condition 16 21.3
A mental health condition 16 21.3
A physical impairment or mobility issues 5 6.7
A specific learning difficulty 15 20.0
Blind/serious visual impairment 1 1.3
Deaf/serious hearing impairment 7 9.3
Two or more disabilities 4 5.3
Other disability 11 14.7


8.3% of our staff declared a disability. This is an increase of 0.1 percentage points from the previous year. A further 2.0% chose not to say. This has remained the same. Nationally, 5.0% of staff declared a disability in 2017-18.

Of staff who identify as disabled, 21.3% have a long standing illness or health condition. Another 21.3% have a mental health condition. 20.0% have a specific learning disability such as dyslexia. 9.3% are deaf or have a serious hearing impairment. 14.7% have a disability, impairment or medical condition not listed.

We renewed the Disability Confident Employer accreditation in 2019 and remain a Mindful Employer. We are committed to improving policies and practices for staff living with impairment or health conditions.

EthnicityNumber of staff% of staff
BAME 45 4.8
White 835 92.6
Unknown 25 2.7


Ethnic groupNumber of staff% of staff
Asian or Asian British 10 1.1
Black or Black British 10 0.9
Chinese 5 0.4
Mixed 5 0.4
White 835 92.6
Other 15 1.9
Unknown 25 2.7


Our workforce is predominantly White. Only 4.8% of all staff disclosed a Black, Asian or Minority Ethnic background, an insignificant increase from the previous year (4.7%). 2.7% have not disclosed their ethnic background. This percentage has remained the same. 7.0% of our staff have a non-UK nationality (49.2% EU), of these 71.4% identify as White.

The percentage UK national BME staff in the UK is 9.8%, non-UK BME staff is 29.4% (2017-18). We have set itself the ambition that by 2026, at least 10% of our student and staff community will have a Black or Minority Ethnic background. To help achieve this, the Executive Board has accepted recommendations from a taskforce in 2019. An implementation group has been set up to take forward the recommendations.

Religion or beliefNumber of staff% of staff
Christian 335 37.1
Other religion or belief 55 6.3
No religion 425 47.1
Unknown 85 9.4


Religious groupNumber of staff% of staff
Buddhist 5 0.6
Christian 335 37.1
Hindu 5 0.6
Jewish 5 0.3
Muslim 5 0.4
Sikh 0 0.2
Spiritual 10 1.3
Other 25 2.9


There is a diversity of religions and beliefs among our staff. In 2018 the group identifying as having no religion overtook the group of staff identifying as Christians (46.7% and 37.2% resp.). 10.1% of staff chose not to disclose. This continues the increase of staff declaring their religion, belief or non-belief (in most groups).

Currently data does not exist on the picture across higher education as we are an early adopter of workforce monitoring relating to religion and belief.

We offer a range of opportunities for faith practice and spiritual support for staff. As well as an ordained Anglican Chaplain, a team of voluntary faith advisers aim to address the needs of all staff. In 2018, the chapel was converted to a Chaplaincy centre to provide space for different faiths.

SexNumber of staff% of staff
Female 535


Male 355 40.7


Staff groupNumber of Female Number of MaleFemale %
Academic 160 165 49.2
Administration 335 150 69.5
Ancillary 35 50 41.7
Executive Board 0 5 33.3
Grand total 535 365 59.3


Of the 890 staff employed by York St John University on 1 November 2019 59.3% were female, a small increase on the previous year (0.8 percentage points). The table shows the percentage of men and women working in each occupational group at the University. Over half of the members of the Executive Board are male, a reversal from the previous year. The Vice Chancellor is a woman. We recognise the importance of gender equality, and are in the process of applying for an institutional level Athena SWAN Bronze Award.


Sexual orientationNumber of staff% of staff
Hetero 725 80.3
LGB+ 70 7.6
Unknown 110 12.1


Sexual orientationNumber of staff% of staff
Bi 25 2.9
Gay 15 1.9
Hetero 725 80.3
Lesbian 15 1.9
Other 10 1.0


The majority of our staff identified as heterosexual (80.3%), with another 12.1% choosing not to disclose their sexual orientation. This has reduced from 12.7% non-disclosures in 2018. 7.6% of staff identified as lesbian, gay, bi or other, this is an increase to the previous year. Stonewall estimate the LGB population as 6% of the total population, although the Office for National Statistics set this at 2.0% in 2017.

Currently data does not exist on the picture across higher education as we are an early adopter of workforce monitoring relating to sexual orientation.

York St John University is very proud to be a Stonewall Top 100 Employer for the fifth time. In 2016, we joined the Stonewall Global Champions programme so that we can better support our students and staff going abroad as well as our international students.

We started to monitor transgender identity of our staff on 1 January 2016. As of 1 November 2019, no staff had declared a transgender identity. There is no large survey data available at national level for the number of people who identify as transgender.

We recognise the need to build confidence in our approach to issues of gender identity and gender reassignment.

We are committed to providing a trans-inclusive environment and supporting trans individuals. Our trans inclusive framework ensures that any member of staff who identifies as trans is treated fairly at work and gets the support they need. We are very proud to be in the Stonewall Top 20 Trans Employer 2020.

The table shows the diversity profile of staff who have attended at least one centrally organised Staff Development activity during the academic year 2018-19. A person who has attended two activities been counted twice.


AgeNumber of staff% of staff
<29 345 29.1
30-39 405 34.1
40-49 265 22.3
50-59 150 12.7
60+ 20 1.9


DisabilityNumber of staff% of staff
Disabled 80 6.6
Non-disabled 1085 91.3
Unknown 25 2.1


BAME 45 3.6
White 1,115 93.6
Unknown 35 2.8


Religion or belief#%
Christian 360 30.4
Other religion or belief 65 5.6
No religion 670 56.3
Unknown 90 7.7


Female 805 67.7
Male 385 32.3


Sexual orientation#%
Heterosexual 725 80.3
LGB+ 70 7.6
Unknown 110 12.1

We collect data about some of the protected characteristics of our employees who use the grievance procedures or subject to the discipline and capability procedures. Overall numbers are too low to publish any equality data.

The policies are available on the intranet.

Staff recruitment data

Between 1 August 2018 and 31 July 2019, we had 3,515 applicants, of whom 655 were shortlisted and 240 accepted their offer. Figures are provided in numbers rounded to the nearest 5. The columns 'applications', 'shortlisted' and 'offer accepted' show the ration between groups in each category; 'shortlisted' excludes people who accepted an offer; 'accepted applicants' shows the percentage of those who accepted an offer within each group of applicants who share the same protected characteristic (eg 8.6% of all female applicants got a job offer which they accepted).

Total 3,515 655 240


DisabilityApplications %Shortlisted %Offer Accepted %Accepted applicants %
Disabled 7.0 10.1 6.7 6.5
Non-disabled 89.4 86.4 90.4 6.9
Prefer not to say 3.6 3.5 2.9 5.6


EthnicityApplications %Shortlisted %Offer Accepted %Accepted applicants %
BAME 17.6 19.7 7.5 2.9
White 79.3 77.6 88.3 7.6
Prefer not to say 3.1 2.7 4.2 9.2


Religion or beliefApplications %Shortlisted %Offer Accepted %Accepted applicants %
Christian 33.2 36.5 31.3 6.4
Other religion or belief 9.4 10.5 4.6 3.3
No religion 48.4 45.0 54.2 7.6
Prefer not to say 9.0 7.9 10.0 6.8


Sex/genderApplications %Shortlisted %Offer Accepted %Accepted applicants %
Female 52.2 53.0 65.4 8.6
Male 47.1 46.4 32.5 4.7
Other 0.6 0.6 0.4 5.0
Prefer not to say 0.1 0.0 1.7 100


Sexual orientationApplications %Shortlisted %Offer Accepted %Accepted applicants %
Heterosexual 80.4 80.2 79.6 6.8
LGB 9.9 10.8 10.8 7.5
Other 1.4 1.2 1.3 6.3
Prefer not to say 8.4 7.8 8.3 6.8

We collect equality data on all applicants. We currently have a system in place of blind shortlisting: the personal data of the applicant is removed before shortlisting.

We continue to review our practices to ensure we attract high quality applicants from diverse backgrounds. We use VERCIDA to promote our vacancies and build a diverse workforce.

The data shows that more women than men apply for positions at the university. This is then translated by an increase in the proportion of women being appointed (52.2% of applicants and 65.4% of appointments are women).

We are committed to supporting disabled applicants and we are a Disability Confident Employer. We offer an interview to all disabled applicants who meet the minimum criteria for a job vacancy. 7.0% of applicants disclosed an impairment or health condition. This has translated to 10.1% of shortlisted candidates and 6.7% of appointments.

The recruitment data shows we are attracting applicants from Black, Asian and minority ethnic groups, with 17.6% of applicants from a BAME background. A smaller proportion of applicants are being converted to appointments with approximately 7.5% of appointments from BAME backgrounds. This is an increase from previous years.

In terms of religion and belief there is some diversity amongst applicants. The largest group of applications are from people stating 'no religion' (48.4%). This then translates in to 54.2% of all appointments. A significant number of applicants (33.2%) identified themselves as Christian. 9.0% preferring not to say. This continues the trend of non-disclsoure over the past years.

The majority of applicants identified as heterosexual (80.4%) with 8.4% choosing not to disclose their sexual orientation. 9.9% of applicants identified as lesbian, gay, bi or other (10.8% in 2018) and this translated into 10.8% of appointments (up from 9.8% in 2018).

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