The 2017-18 annual diversity report is the Academy's fourth annual report of diversity data, and the second published externally. Each year we work to expand and improve our data collection and reporting practices, and are pleased to have expanded the depth and breadth of the report year on year. We continue to work towards full data collection and standardisation, to support our wider aim to improve diversity across all areas of our activity.
This report presents diversity data in the following areas: governance and advisory groups; Fellowship; grant schemes; career development programmes; policy; communications and corporate affairs, and human resources. Click on the tabs below to explore a top level summary, or download the full report on the side of this page.
Governance committees and advisory groups
- The Academy has strong female representation across its governance
committees, which compares particularly well with sector averages.
- Across all the Academy’s governance committees, none fell below the Academy’s red flag threshold of less than 30% female representation.
- Data on ethnicity across our governance and advisory committees is still lacking, and we need to put improve systems to collect diversity information from non Fellows who sit on these committees.
- In 2018 we elected less women than in 2017 (33% verses 37%). It is disappointing that the upward trend has dipped slightly. However the number of women candidates in the pool for the 2019 election has risen by 1%. Sustained efforts will be required to increase the gender balance in the candidate pool significantly.
- The gender balance of Fellows elected in the last 5 years now stands at 34%.
- Within the Academy Fellowship, the underrepresentation of people from BAME backgrounds is worrying. For those from any black background it is particularly worrying, with 4 people out 1033 identifying as Black African, Black Caribbean or Black Other, and nobody from the 1033 Fellows for whom ethnicity data is recorded identifying as Black British.
- Nominations of BAME candidates also remains a problem and more efforts are
needed in this area.
- 8% of the Fellowship regard themselves as having a disability
- Across all grants, the rates at which people from different groups (gender, ethnicity, disability) apply for Academy grants are not significantly different from the rates at which they get accepted.
- None of the Academy’s grants schemes have been red flagged for less than 30% women applying or awarded.
- Only one UK grant panel fell below the Academy’s red flag threshold of 30% female representation.
- There is a need to collect better ethnicity information for non Fellows sitting on grant panels.
Career development programmes
- Across all the Academy careers programmes including hundreds of speakers, attendees and other groups, there are only three areas that were flagged as falling below the Academy’s 30% threshold for female representation.
- Academy mentors are 26% female. However given that mentors are almost always Academy Fellows and the total pool of Academy Fellows is only 18% female, this represents a significant achievement.
- There is a need to improve the ethnicity data of attendees at our careers events.
- Last year our policy work received the highest number of red flags across the programme. This year, across a bigger programme, only one event received a red flag. This represents a significant investment in gender parity across Academy’s policy work and a significant effort from the team.
- The number of women speaking at FORUM events has increased year on year for the past 3 years with this year’s programme reaching an all-time high of 43% women speakers.
- For 6 of the 8 working/oversight/steering groups, the Academy held ethnicity data for less than half of the committee members. This represents a significant data collection gap.
Communications and Corporate Affairs
- Combined, attendees at corporate events have an even gender balance. This is a significant achievement given our largely male Fellowship and show great engagement from our women Fellows.
- The gender balance for the named lectures is improving with all falling just under the 30% red flag.
- Most of the red flags for less than 30% women fall across the Academy’s regional events and indicate a need for Regional champions to be supported in their role regarding increasing diversity.
- Women are represented at 70-80% at all levels of the Academy staff. The data indicates that men are less likely to apply for jobs at the Academy and this could be cause for concern.
- Staff are 14% BAME.
- During the time period of this report, 27% of job applications came from BAME people, 18% of these were shortlisted and none were recruited. This is the second year in a row that the % of BAME applicants has not matched those recruited representing a cause for concern.