All higher education institutions submitting to REF 2014 were required to conduct equality impact assessments (EIAs) on their policies and processes for selecting staff.
The purpose of the EIA at Sheffield Hallam University was to identify imbalances of certain characteristics between Category A staff included in the University's REF 2014 submission, relative to the total eligible pool of staff and those who were considered for inclusion.
Data and key findings for the EIA are set out in detail in the Sheffield Hallam University REF 2014 Equality Impact Assessment paper (pdf).
Which characteristics did the EIA examine?
The EIA examined four protected and two non-protected characteristics.
- Working pattern
Equality impact assessment results overview
The final REF submission data showed that of a total pool of 1,538 eligible staff
- 413 requested to be considered (27%)
- 249 staff were included (16%)
At the end of the first draft submission only 299 (19%) eligible staff were considered for inclusion. However, numbers dramatically increased to 416 (27%) by the second draft in line with the final submission.
The size of the eligible pool was relatively consistent, with less than a 2% change in volume over the 18-month REF preparation process.
Data showed that there were imbalances that warrant further attention in gender and, to a lesser extent, age between staff eligible for the REF submission and those being considered and subsequently included.
Download the equality impact assessment