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Staff recruitment data

Percentages in the following data are the proportion of each characteristic at a given stage. On average in an equitable process the bars should be approximately equal for a given characteristic across the recruitment stages, for example the proportion of shortlisted and appointed candidates who are female should be close to the proportion of applicants who are female.

For a full version of our 2022-23 data please contact inclusion@sunderland.ac.uk .

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This year, women were more likely to progress through the selection process and be appointed than men, on average. 54% of applicants were female compared to 45% identifying as male. 64% of those appointed to roles were female, up from 60% last year.

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7% of all applicants declared a disability, up from 6% last year. Applicants with a declared disability were slightly more likely to be interviewed than would be expected on average, influenced by our “Disability Confident” commitment to interview disabled applicants who meet the minimum criteria. However, the proportion of appointed candidates is in line with the proportion of disabled applicants.

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On average 3,207 applicants, nearly half (45%) of all applicants identified their ethnicity as being an ethnic minority. This varied greatly by campus, with 36% of all applications coming from ethnic minority candidates at Sunderland compared to 72% being ethnic minorities at London. More than half (56%) of ethnic minority applications were for London vacancies despite its much smaller size.

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There is a notable drop off in the success of applicants from ethnic minority backgrounds in progressing through the selection process, particularly in obtaining an interview. This is seen to some degree across each of the five major ethnic groupings (including Other Ethnicity).

However, when nationality is taken into account this effect disappears for UK ethnic minority candidates (when split by campus a slight drop remains for London between application and interview). The effect remains for Overseas ethnic minority candidates at Sunderland who are very under-represented at interview and appointment. At London the drop only remains at the appointment stage for Overseas ethnic minority candidates.

Contact us

We welcome feedback on equality, diversity, and inclusion.

Please contact our Equality, Diversity and Inclusion team, inclusion@sunderland.ac.uk or the Students' Union at yoursu@sunderland.ac.uk.