This is an overview of the student population in 2018-19, broken down by age, gender (sex), disability, ethnicity, religion/belief, sexual orientation and transgender status. More detail about each protected characteristic is provided under the tabs below.
|Student group||All #||UK #|
All students %
|Undergraduate %||Postgraduate taught %||Postgraduate research %|
|BAME (all students)||8.3||7.6||13.7||12.1|
Each year, disclosure rates for religion/belief (or non-belief), sexual orientation and trans status go up. For religion, the disclosure rate went up from 52.8%, in 2014-5, to 95.4%, in 2018/9 (an increase of 1.2pp on the previous year); over the same period, for sexual orientation, the disclosure rate went up from 48.0% to 91.4 % (an increase of 0.3pp 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 given for 2017-18 and 2018-19.
|Student group||2017-8 %||2018-9 %|
Access (2019 entry)
|Age||Applications %||Offers %||Acceptances %||Placed applicants %|
|Age||Completion %||1st/2:1 degree %|
For 2018-19, 25.8% of our students were mature students; 20.4% of our undergraduate students were aged 21 or over at the start of their course; 66.0% of our postgraduate students were aged 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, and 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 2017-18.
|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|
Access (2019 entry)
|Disability||Completion %||1st/2:1 degree %|
The proportion of disabled students at York St University continues to increase. For 2018-9, 19.8% of students at York St John University had a known impairment or health condition. We have seen an increase in students across the range of impairments and health conditions, the biggest 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).
Degree attainment: Disabled students continue to be less likely to get a first or 2:1 compared to non-disabled students (69.5% and 75.8% resp.).
Graduate destinations: no new data available since 2017-8.
Ethnic groups 2018-19
|Ethnic group||All students #||All students %||UK/EU students #||UK/EU students %|
|Asian or Asian British||185||2.8||110||1.8|
|Black or Black British||85||1.3||60||1|
Access (2019 entry)
|Ethnicity||Applications %||Offers %||Acceptances %||Placed applicants %|
|Ethnicity||Completion %||1st/2:1 degree %|
We've 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)
|Sex||Applications %||Offers %||Acceptances %||Placed applicants %|
|Sex||Completion %||1st/2:1 degree %|
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 groups||All %||Undergraduate %||Postgraduate taught %||Postgraduate research %|
|Other religion or belief||10.2||9.3||16.8||18.9|
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.
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%.
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%.
Data relating to diversity profile, completion and degree attainment is taken from the university's 2018 to 2019 HESA Student return.
Application data is taken from our internal database for UK/EU applications to full time first degree courses.
Completion and attainment is provided only for UK/EU undergraduate study. Completed 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, therefore, includes those students who withdrew, had their studied terminated by the University, or who suspended their studies during the year.
Details of the workforce profile according to protected characteristics
The statistics show the overall 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, and participation in staff development from 1 August 2018 until 31 July 2019. The total number of staff was 890. Numbers have been rounded up or down to the nearest 5. The percentages are provided for actual numbers and therefore do not align exactly with the numbers given.
Each year we report on key issues and progress to Governing Body.
16.6% of staff at York St John University are aged below 30 and 8.6% are aged over 60 with a distribution of staff in the 3 decades 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 is in the age group between 30 years and 50 years, and of administrative staff 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, for example apprenticeships and job coaching.
|30 - 39||240||26.6|
|40 - 49||220||24.6|
|50 - 59||210||23.5|
|Staff group||<30||30 - 39||40-49||50-59||60 +|
8.3% of staff at York St John University declared a disability, 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, while 14.7% have a disability, impairment or medical condition not listed.
York St John renewed the Disability Confident Employer accreditation in 2019 and remains a MINDFUL EMPLOYER. We are committed to improving policies and practices for staff living with impairment or health conditions.
|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|
York St John University's workforce is predominantly White with only 4.8% of all staff disclosing 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). York St John has 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, and an implementation group has been set up to take forward the recommendations.
|Asian or Asian British||10||1.1|
|Black or Black British||10||0.9|
There is a diversity of religions and beliefs amongst York St John University staff, in 2018 the group identifying as having no religion overtook the group of staff identifying as Christians (46.7% and 37.2% resp.). A number of staff (10.1%) 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 the University is an early adopter of workforce monitoring relating to religion and belief (although this is changing with the introduction of a national requirement for such monitoring).
The University offers 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 whatever their faith or spiritual orientation. In 2018, the chapel was converted to become a Chaplaincy centre to provide space for different faiths.
|Religion or belief||#||%|
|Other religion or belief||55||6.3|
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. Until the end of November, the University was led by a female Vice Chancellor and the new VC starting in April 2020 is a woman. We recognise the importance of gender equality, and are in the proces of applying for an institutional level Athena SWAN Bronze Award.
|Staff group||Female #||Male #||Female %|
Regulations introduced as part of the Equality Act 2010 (section 147) require that UK organisations with more than 250 staff report and publish specific information on an annual basis relating to: the median gender pay gap and mean gender pay gap; quartile pay bands; and any gender gaps in bonus pay. York St John University has published this information in a report which provides the detail behind our figures and the actions we are taking in relation to these issues.
Download the YSJ Gender Pay Gap (PDF, 5.5MB)
The majority of staff at York St John University 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. Overall 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 the University is 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.
York St John University started to monitor transgender identity of its 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 the University’s 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 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 will have been counted twice.
|Religion or belief||#||%|
|Other religion or belief||65||5.6|
We collect data about some of the protected characterstics 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.
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).
|Applicants #||Shortlisted #||Appointed #|
|Disability||Applications %||Shortlisted %||Offer Accepted %||Accepted applicants %|
|Prefer not to say||3.6||3.5||2.9||5.6|
|Ethnicity||Applications %||Shortlisted %||Offer Accepted %||Accepted applicants %|
|Prefer not to say||3.1||2.7||4.2||9.2|
|Religion or belief||Applications %||Shortlisted %||Offer Accepted %||Accepted applicants %|
|Other religion or belief||9.4||10.5||4.6||3.3|
|Prefer not to say||9.0||7.9||10.0||6.8|
|Sex/gender||Applications %||Shortlisted %||Offer Accepted %||Accepted applicants %|
|Prefer not to say||0.1||0.0||1.7||100|
|Sexual orientation||Applications %||Shortlisted %||Offer Accepted %||Accepted applicants %|
|Prefer not to say||8.4||7.8||8.3||6.8|
The University collects equality data on all applicants and we currently have a system in place of 'blind shortlisting', where the personal data of the applicant is removed prior to the shortlisting stage.
We continue to review our practices to ensure that we are attracting 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).
York St John University is committed to supporting disabled applicants and demonstrates this by being 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, which has translated to 10.1% of shortlisted candidates and 6.7% of appointments.
The recruitment data shows that 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 with the largest group of applications 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 with 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).