Equality Reports

Equality Mainstreaming

The Public Sector Equality Duty: Specific duties for Scotland 2019 interim reporting PDF, 2.82 MB


Equal Pay, Gender Pay Gap & Occupational Segregation Reports

Equal Pay
Equal Pay Statement and Policy 2017 PDF, 228.68 KB


Gender Pay Gap

Under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 (as amended), the College is required to publish gender pay gap information.

The data in this report are based on figures as at December 2018 and are compared with data from the College's previous gender pay gap report, published in 2016, as well as national figures.

NESCol's overall mean gender pay gap reduced to 6.8% (median = 7.5%) in December 2018, compared with 14% (median = 15%) in July 2016. The full-time mean gender pay gap fell to 5.9% (median = 0.0) in December 2018, compared with 11% (median = 12%) in July 2016.

The College's figures are lower than national figures: the overall mean gender pay gap in Scotland in 2017 was 15.2% (median=16.1%) and the overall mean gender pay gap in the UK in 2017 was 17.4% (median = 18.4%). Median figures (used by the Office for National Statistics) for the UK in 2018 show an overall gender pay gap of 17.9% and a full-time gender pay gap of 8.6%.

In setting our Equality Outcomes for 2017-21, we have made a clear commitment to reducing our gender pay gap as follows:

Equality Outcome 1

The College's gender pay gap will be reduced by addressing the causes of gender inequality to create a more equal and balanced workforce with men and women being more equally represented at all levels in the organisation.

Equal Pay Report 2018 PDF, 203.91 KB


Occupational Segregation: Race and Disability

Due to the low numbers of disclosure for both of these protected characteristics the data that can be published is limited and therefore is also of limited value.

The key points are as follows:

  • The overwhelming majority of those who disclosed their ethnicity are White Scottish (65.5%)
  • 84.1% of staff are of White ethnicity
  • 3.2% of staff are in a Black Minority Ethnic Category (BME)
  • 12.7% of staff did not disclose the information
  • 81.1% of staff do not consider themselves to have a disability
  • 4.7% of staff (28) have disclosed a disability
  • 14.2% prefer not to say
  • Of the 28 staff who have disclosed a disability, the majority work full time (22)
  • There is an equal balance in terms of gender

Due to the relatively high non-disclosure rates, the main issue therefore is for the College to continue to encourage staff to disclose protected characteristics. Improvements have been made during the last year and we need to build on these.

Occupational Segregation: Race 2016 PDF, 437.7 KB Occupational Segregation: Disability 2016 PDF, 241.78 KB


Occupational Segregation: Gender
Occupational Segregation: Gender 2016 PDF, 1.24 MB


Equality Outcomes

Equality Outcomes Report 2017 - 2021 PDF, 344.76 KB

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Our Commitment

North East Scotland College’s Vision is to “transform lives and support regional development” and we are committed to providing a learning and working environment which advances equality and inclusion and where everyone is respected, valued and supported.

This ethos is supported by our values and specifically Respect and Diversity, which apply to everyone who comes to the College to learn or work.

The College has developed a set of Equality Outcomes with an associated Action Plan.  The key themes are Improving Data, Advancing Engagement, Advancing Knowledge and Improving the Experience to enable us to create an accessible and inclusive working and learning environment for staff and students across all protected characteristics.  Progress against the Equality Outcomes is reported every two years.

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Equality & Diversity in our Vision and Values

Commitment and Excellence

  • Understanding and responding to the needs of our students, staff, key stakeholders and customers
  • Being business-like and professional
  • Maintaining a clear focus on our goals and ensuring that these are achieved through effective planning and organisation
  • Achieving excellence by continually evaluating and improving our services
  • Ensuring our processes are consistent, accessible, effective and efficient

Empowerment and Engagement

  • Creating an environment where innovation and creativity are encouraged and can flourish
  • Providing clear direction, information and communication
  • Providing development opportunities to ensure that we have the skills, knowledge and confidence to perform to the best of our ability
  • Giving recognition and praise
  • Encouraging and supporting collaboration

Respect and Diversity

  • Valuing the experience and talent of all
  • Treating others with dignity and respect
  • Creating an accessible, inclusive learning and working environment
  • Being fair, open and transparent to ensure a culture of mutual trust and integrity

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