applicants with a disability is significantly higher at 19.2% than in the previous reporting periods (7.5% in 2015/16 and 6.8% in 2014/15). Figure 6 Disability of Appointed Applicants – Three Year Comparison Disability of Appointed External Applicants Disability Number and % of Appointed Applicants’ 2014/15 Number and % of Appointed Applicants’ 2015/16 Number and % of Appointed Applicants 2016/17 No 34 (85.0%) 57 (92.0%) 19 (73.1%) Yes – learning difficulty 0 (0.0%) 2 (3.2%) 2 (7.7%) Yes – mental ill health 0 (0.0%) 0 (0.0%) 0 (0.0%) Yes – physical impairment 3 (7.5%) 0 (0.0%) 1 (3.8%) Yes – rather not say 0 (0.0%) 0 (0.0%0 1 (3.8%) Not known / prefer not to say 3 (7.5%) 3 (4.8%) 3 (11.6%) Total 40 (100%) 62 (100%) 26 (100%)
7.4 Applicants’ Ethnicity Figure 7 Applicants’ Ethnicity – Three Year Comparison Number of Applicants 2014/15 % Of Total Applications 2014/15 Number of Applicants 2015/16 % Of Total Applications 2015/16 Number of Applicants 2016/17 % Of Total Applications 2016/17 Asian/Asian British – any other 7 1.1% 3 0.7% 4 1.0% Asian/Asian British – Bangladeshi 9 1.4% 2 0.5% 4 1.0% Asian/Asian British - Indian 8 1.3% 9 2.2% 2 0.5% Asian/Asian British - Pakistani 45 7.2% 37 8.9% 19 4.7% Black/Black British – African 9 1.4% 15 3.6% 13 3.2% Black/Black British – any other 2 0.3% 4 1.0% 2 0.5% Black/Black British – Caribbean 16 2.6% 9 2.2% 8 2.0% Chinese 3 0.5% 0 0.0% 3 0.7% Mixed – any other 4 0.6% 3 0.7% 1 0.2% Mixed – White and Asian 1 0.2% 3 0.7% 1 0.2% Mixed – White and Black African 4 0.6% 1 0.2% 0 0.0% Mixed – White and Black Caribbean 11 1.8% 9 2.2% 3 0.7% Not known/not provided 60 9.6% 29 7.0% 37 9.1% Any other 3 0.5% 4 1.0% 1 0.2%
White – any other 12 1.9% 11 2.7% 9 2.2% White – British 413 66.2% 259 62.4% 278 68.3% White – Irish 2 0.3% 5 1.2% 1 0.2% White – other European 15 2.4% 12 2.8% 12 2.9% Total 624 100% 415 100% 407 100% In 2016/17 applicants’ ethnicity continued to be mixed and covered a wide range of groups. Figure 7 shows the numbers of applicants from different ethnic groups across a three-year period. The largest pool of applicants has consistently been those described as White – British, and 14.7 % of applicants were from Black and Minority Ethnic groups, which is significantly lower than in 2015/16 when 22.9% of applicants were from BME groups, and in 2014/15 when 21.5% of applicants were from BME groups. The biggest decrease appears to be in applicants in the category of Asian/Asian British – Pakistani. The ethnicity of those appointed is reflected in Figure 8 below. Figure 8 Ethnicity of Appointed Applicants – Three Year Comparison Ethnicity of Appointed External Applicants Ethnicity Number and % of Appointed Applicants 2014/15 Number and % of Appointed Applicants 2015/16 Number and % of Appointed Applicants 2016/17 Asian/Asian British – Indian 0 (0.0%) 0 (0.0%) 1 (3.8%) Asian/Asian British – Pakistani 0 (0.0%) 4 (6.5%) 0 (0.0%) Black/Black British – African 0 (0.0%) 3 (4.9%) 0 (0.0%) Black/Black British – any other 0 (0.0%) 1 (1.6%) 0 (0.0%) Black/Black British – Caribbean 2 (5.0%) 1 (1.6%) 0 (0.0%) Not known/not provided 0 (0.0%) 0 (0.0%) 2 (7.7%) White – any other 0 (0.0%) 1 (1.6%) 0 (0.0%) White – British 37 (92.5%) 47 (75.8%) 23 (88.5%)
Sikh 0 (0.0%) 0 (0.0%) 0 (0.0%) Total 40 (100%) 62 (100%) 26 (100%) The College is confident, but not complacent, in its approach to recruitment and selection in terms of embracing and valuing the different characteristics of applicants for vacant roles. All advertisements, whether online or in print media, continue to contain an equal opportunities statement to encourage applications from under-represented and minority ethnic groups, and this has been the case for a number of years. In comparison with the demography of Kirklees, the applicant profile indicates that we are continuing to receive a healthy number of applications from ethnic groups, although we are conscious that this could still be improved. In 2015/16 we introduced an online recruitment portal through which individuals can apply for advertised positions. In the 2016/17 academic year we have monitored the impact of this fundamental change and overall we believe that we are receiving better quality applications, as the portal lends itself to applications being directly correlated to the requirements set out on person specifications. We are sensitive to the likely pool of applicants for particular roles and we assess each role and any necessary adjustments to the associated application process, especially those roles that would not naturally involve use of IT skills (e.g. cleaning and invigilation positions). Figure 13 below details the number of applicants obtaining vacancy information from different media sources. Figure 13 Advertising Data Vacancy Source Number and % of Applicants 2014/15 Number and % of Applicants 2015/16 Number and % of Applicants 2016/17 Job Centre 9 (1.4%) 0 (0.0%) 1 (0.2%)
who have either resigned or whose term of office has come to an end and those newly appointed. There are currently 15 Governors and one vacancy for a parent Governor. Composition of the Board of Governors is: 2014/15 2015/16 2016/17 Gender 9 female members (64%), 5 male members (36%) 10 female members (71%), 4 male members (29%) 10 female members (67%), 5 male members (33%) Age 40 and under (13%) 41–49 (29%) 50-59 (29%) 60-69 (29%) 40 and under (21%) 41 – 49 (29%) 50-59 (21%) 60-69 (29%) 40 and under (27%) 41-49 (7%) 50-59 (40%) 60-69 (27%) Ethnicity White British (78%) Black/Black British – Caribbean (14%) White – any other (8%) White British (71%) Black/Black British – Caribbean (15%) White – any other (7%) Not known / prefer not to say (7%) White British (80%) Black/Black British – Caribbean (13%) White – any other (7%) The Corporation continues to work towards extending diversity amongst its Governors. All recruitment campaigns encourage applicants from Black and Minority Ethnic groups who continue to be under-represented on the Governing Body. 100% of the members of the Governing Body do not consider themselves to be a disabled person. 11.0 Data Analysis - Students
The table below shows a three year trend in terms of the College’s student profile, for comparison against the community and staff profiles. It is evident that the profile has changed only slightly since the last period of monitoring, predominantly in relation to a slight increase in the percentage of students from Black and Minority Ethnic groups. Figure 23 Equality and Diversity Summary Gender Ethnicity LD&D Postcode Student Cohort 2017/18 (as at October 2017)* 55% male 45% female 31.5% black or ethnic minority 21.5% with disclosed learning difficulties or disabilities Economic deprivation data not currently available Student Cohort 2016/17 (as at October 2016)* 45% male 55% female 32% black or ethnic minority 19% with disclosed learning difficulties or disabilities 37% from postcode areas described as deprived Student Cohort 2015/16 47% male 53% female 32% black or ethnic minority 17% with disclosed learning difficulties or disabilities* 33% from postcode areas described as deprived * These figures will be monitored throughout the 2017/18 academic year and may be adjusted. 11.3 Student Survey Feedback The student survey of May 2017 contained the statement, ‘Huddersfield New College is a welcoming place irrespective of gender, race, belief, sexuality, ability, disability or background’. 98% (1,183) of students agreed with this statement and 2% (24) of students disagreed with this statement. Overall, the responses reflect a positive view of the College’s approach to welcoming all individuals irrespective of individual differences.