Equality and Diversity
we are committed to providing a learning and working environment which advances equality and inclusion and where everyone is respected, valued and supported
North East Scotland College’s Vision is to “transform lives and support regional development” and we are committed to providing a learning and working environment which advances equality and inclusion and where everyone is respected, valued and supported.
This ethos is supported by our values and specifically Respect and Diversity, which apply to everyone who comes to the College to learn or work.
The College has developed a set of Equality Outcomes with an associated Action Plan. The key themes are Improving Data, Advancing Engagement, Advancing Knowledge and Improving the Experience to enable us to create an accessible and inclusive working and learning environment for staff and students across all protected characteristics. Progress against the Equality Outcomes is reported every two years.
Equal Pay, Gender Pay Gap & Occupational Segregation Reports
Under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 (as amended), the College is required to publish gender pay gap information.
The data in this report are based on figures as at December 2018 and are compared with data from the College’s previous gender pay gap report, published in 2016, as well as national figures.
NESCol’s overall mean gender pay gap reduced to 6.8% (median = 7.5%) in December 2018, compared with 14% (median = 15%) in July 2016. The full-time mean gender pay gap fell to 5.9% (median = 0.0) in December 2018, compared with 11% (median = 12%) in July 2016.
The College’s figures are lower than national figures: the overall mean gender pay gap in Scotland in 2017 was 15.2% (median=16.1%) and the overall mean gender pay gap in the UK in 2017 was 17.4% (median = 18.4%). Median figures (used by the Office for National Statistics) for the UK in 2018 show an overall gender pay gap of 17.9% and a full-time gender pay gap of 8.6%.
In setting our Equality Outcomes for 2017-21, we have made a clear commitment to reducing our gender pay gap as follows:
Equality Outcome 1
The College’s gender pay gap will be reduced by addressing the causes of gender inequality to create a more equal and balanced workforce with men and women being more equally represented at all levels in the organisation.
Occupational Segregation: Race and Disability
Due to the low numbers of disclosure for both of these protected characteristics the data that can be published is limited and therefore is also of limited value.
The key points are as follows:
- The overwhelming majority of those who disclosed their ethnicity are White Scottish (65.5%)
- 84.1% of staff are of White ethnicity
- 3.2% of staff are in a Black Minority Ethnic Category (BME)
- 12.7% of staff did not disclose the information
- 81.1% of staff do not consider themselves to have a disability
- 4.7% of staff (28) have disclosed a disability
- 14.2% prefer not to say
- Of the 28 staff who have disclosed a disability, the majority work full time (22)
- There is an equal balance in terms of gender
Due to the relatively high non-disclosure rates, the main issue, therefore, is for the College to continue to encourage staff to disclose protected characteristics. Improvements have been made during the last year and we need to build on these.
of staff have disclosed a disability
of staff are of White ethnicity
of staff are in a Black Minority Ethnic Category (BME)