TABLE 18 INTERNAL TRAINING ATTENDANCES BY EQUALITY GROUP – Year MALE FEMALE BME WHITE ETHNICITY DISABLED NOT NOT KNOWN DISABLED* Heads Heads % % Heads % % Heads % Heads % Heads % 2012** 4890 1629 33% 3261 67% 373 7.6% 4415 90% 102 2.1% 266 5.4% 4624 95% 2011* 7517 2532 34% 4985 66% 470 6.3% 6832 91% 215 2.9% 364 4.8% 7153 95% 2010 3359 999 30% 2360 70% 263 7.8% 3009 90% 87 2.6% 201 6.0% 3158 94% * Includes 3138 staff attendances for compulsory fire safety training. ** Includes 289 staff attendances for compulsory fire safety training. 18 shows that training course opportunities have been taken up in higher proportion by female staff compared to male staff; and in higher proportion by known BME staff and disabled staff compared to the UWE workforce of 58% female, 6.9% BME and 4.8% disabled. 19 CAREER PROGRESSION BY EQUALITY GROUP – YEAR MALE FEMALE BME WHITE ETHNICITY DISABLED NOT NOT KNOWN DISABLED * Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % 2012 230 6.9% 67 4.7% 163 8.5% 13 5.8% 212 7.1% 5 3.9% 7 4.3% 223 7.0% 2011 184 5.7% 75 5.4% 109 5.9% 10 4.9% 167 5.8% 7 5.6% 1 0.7% 183 5.9% 2010 227 6.4% 88 5.9% 139 6.9% 16 6.8% 205 6.5% 6 4.2% 4 2.3% 219 6.5% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. * Figures for Disabled” include who have not provided data. “Not 19 shows that career progression opportunities have been taken up in significantly higher proportion by female staff compared to male staff and in lower proportion by known BME and disabled staff. The data analysed by each type of career progression opportunity (promotion, regrading, secondment, and temporary up-grade) is shown in table 20 below. TABLE 20 CAREER PROGRESSION BY TYPE –
TABLE 18 – INTERNAL TRAINING ATTENDANCES BY EQUALITY GROUP Year MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED* Heads Heads % % Heads % % Heads % Heads % Heads % 2012** 2011* 2010 4890 7517 3359 1629 2532 999 33% 34% 30% 3261 4985 2360 67% 66% 70% 373 470 263 7.6% 6.3% 7.8% 4415 6832 3009 90% 91% 90% 102 215 87 2.1% 2.9% 2.6% 266 364 201 5.4% 4.8% 6.0% 4624 7153 3158 95% 95% 94% * Includes 3138 staff attendances for compulsory fire safety training. ** Includes 289 staff attendances for compulsory fire safety training. 18 shows that training course opportunities have been taken up in higher proportion by female staff compared to male staff; and in higher proportion by known BME staff and disabled staff compared to the UWE workforce of 58% female, 6.9% BME and 4.8% disabled. 19 – CAREER PROGRESSION BY EQUALITY GROUP YEAR MALE FEMALE BME WHITE ETHNICITY NOT KNOWN DISABLED NOT DISABLED * Heads % Heads % Heads % Heads % Heads % Heads % Heads % Heads % 2012 2011 2010 230 184 227 6.9% 5.7% 6.4% 67 75 88 4.7% 5.4% 5.9% 163 109 139 8.5% 5.9% 6.9% 13 10 16 5.8% 4.9% 6.8% 212 167 205 7.1% 5.8% 6.5% 5 7 6 3.9% 5.6% 4.2% 7 1 4 4.3% 0.7% 2.3% 223 183 219 7.0% 5.9% 6.5% % indicates the proportion of the particular group having career progression, not the proportion of all the progression occurrences. * Figures for “Not Disabled” include who have not provided data. 19 shows that career progression opportunities have been taken up in significantly higher proportion by female staff compared to male staff and in lower proportion by known BME and disabled staff. The data analysed by each type of career progression opportunity (promotion, regrading, secondment, and temporary up-grade) is shown in table 20 below. TABLE 20 – CAREER PROGRESSION BY TYPE