Black and minority ethnic academics less likely to be professors and earn less than white colleagues, analysis finds
Academics who are black or from ethnic minority groups are less likely to become professors, and are paid much less than their white colleagues, according to a new report.
One in 33, or 3 per cent, of black academics are professors, compared to about one in nine – 11 per cent - of white academic staff, according to the analysis by the University and College Union (UCU).
White academic staff at the UK’s universities and colleges were also found to earn £7,000 more than their black peers, or 14 per cent more. They took home an average of £49,065 compared to £42,065 for the latter group.
Non-academic university from black and minority ethnic (BME) backgrounds have a pay gap of 9 per cent compared to their white co-workers, the report also found.
The analysis came as UCU members were being balloted for strike action over pay and conditions.
Jo Grady, general secretary of the UCU, said: “These figures lift the lid on the extent of the race pay gaps in universities and the lack of representation of BME staff at the top level.
“It is going to take systematic change and some difficult conversations if we are going to make any headway. Universities need to work with us to address the issue and recognise that they will need to transform their practices to implement real change for BME staff.”
A report from Universities and Colleges Employers Association (UCEA) last year found that “pay penalties” for BME staff doing the same jobs as white colleagues were “significant”.
A paper from the Higher Education Policy Institute (HEPI) last month also warned that racial inequality is in “danger of being accepted as fact” in higher educatio
A UCEA spokesperson said: “It is good to see the UCU join employers in raising important issues on the outcomes for BAME staff in UK universities.
“As part of our 2019-20 pay offer, UCEA proposed joint work with the HE unions to understand ways in which the actions and interventions by employers may differ from those designed to address the gender pay gap, whether the experiences of staff from different Black, Asian and minority ethnic backgrounds are influencing interventions, and the intersectionality with gender.”
They added: “This accompanied our above-inflation pay offer for all staff which delivered pay increases between 1.8 per cent and 3.65 per cent against inflation of 1.7 per cent in the year to August. This increase ensures that the pay spine has kept pace with inflation for the past six years.”
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