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\par 
\par PUTTING EQUALITY IN THE FRAME
\par }\pard \qc\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1\fs72 
\par AUT & NATFHE TOOLKIT}{\b\f1\fs22 \page }{\b\f1\fs28 Toolkit Contents
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }{\f1  }{\b\f1 \tab Introduction\tab \tab \tab \tab \tab \tab \tab \tab \tab \tab }{\f1 3}{\b\f1 
\par \tab 
\par \tab How to use this toolkit\tab \tab \tab \tab \tab \tab \tab \tab }{\f1 4}{\b\f1 
\par \tab \tab \tab \tab 
\par I\tab Putting Equality in the Frame
\par }{\f1 \tab 
\par \tab i) Equal Pay \endash  Union issue\tab \tab \tab \tab \tab \tab \tab \tab 7\tab 
\par \tab ii) What is Equal Pay?\tab \tab \tab \tab \tab \tab \tab \tab 9
\par \tab iii)The causes of unequal pay\tab \tab \tab \tab \tab \tab \tab 13
\par \tab iv) Equality and the Framework Agreement\tab \tab \tab \tab \tab 15
\par \tab 
\par }{\b\f1 II\tab Closing the pay gaps
\par \tab }{\f1 i) Equalities legislation\tab \tab \tab \tab \tab \tab \tab \tab 24
\par \tab ii) Equal pay reviews\tab \tab \tab \tab \tab \tab \tab \tab 25\tab 
\par \tab iii)Conducting an equal pay review\tab \tab \tab \tab \tab \tab 28
\par \tab iv) Impact Assessment\tab \tab \tab \tab \tab \tab \tab \tab 29
\par \tab v) Conducting an impact assessment\tab \tab \tab \tab \tab \tab 35\tab \tab \tab \tab \tab 
\par 
\par }{\b\f1 III\tab Delivering on Equality and the Framework Agreement
\par \tab }{\f1 i) Delivering on Equal Pay\tab \tab \tab \tab \tab \tab \tab \tab 40
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 \tab i) Communication and consultation\tab \tab \tab \tab \tab \tab 41
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 \tab ii) Negotiating on equality and the Framework Agreement\tab \tab \tab 42
\par \tab iii) Campaigning on equality and the Framework Agreement\tab \tab \tab 46
\par \tab iv) Taking forward the campaign\tab \tab \tab \tab \tab \tab \tab 48
\par 
\par }{\b\f1 IV \tab Further Resources and Information\tab \tab \tab \tab \tab \tab 50
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 \tab 
\par V\tab Equal Pay in HE \endash  The facts
\par }{\f1 \tab Gender Pay Gap in UK HEIs\tab \tab \tab \tab \tab \tab \tab 54
\par \tab Race and Ethnicity Pay Gap in UK HEIs\tab \tab \tab \tab \tab \tab 61
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1\fs22 \page Introduction
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1\fs22 
\par }{\f1 The Higher Education sector is currently undergoing the biggest restructuring of pay and grading for a generation through the implementation of the Framework Agreement for the modernisation of pay structures.  AUT and NATFHE believe that this 
gives us a unique opportunity to tackle the long-standing causes of pay discrimination and the gender, race and disability pay gaps in higher education.  We now have a chance of ensuring that equal pay for equal work is finally made a reality for all 
those who work in the sector.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par In order to do this, it is crucial that equality is placed at the heart of the implementation of the Framework Agreement.  New pay structures will only be truly modern if their introduction tackles existing inequality and helps prevent future inequality
.  If we fail to act now we may only further embed discriminatory pay practices in higher education.
\par 
\par We believe the campaign for equal pay is of interest to all our members.  Whilst the gender pay gap is the most well known, ma
ny of our members also face pay discrimination on the basis of other equality factors such as their race, disability, sexual orientation, religion or belief, contractual terms and age.  Furthermore, equal pay benefits all staff in the long term as
 all staff will benefit from a transparent, consistent and fair system for pay and grading.
\par 
\par For too long, Higher Education Institutions (HEIs) have shirked away from tackling the problems of unequal pay.  It is simply unacceptable for them to do so anymore.  The Framework Agreement which was agreed by employers and u
nions in April 2004 stated that its aim was \ldblquote to foster more equal opportunities and to ensure delivery of equal pay for equal value\rdblquote .  We now want employers to act on that commitment and take action to 
ensure that the new pay and grading structures being introduced are indeed checked for their impact on all forms of inequality.
\par 
\par There are several ways HEIs can do this.  In 2002, the Joint Negotiating Committee for Higher Education Staff (JNCHES) developed guidance for carrying out Equal Pay Reviews. Moreover, employers have a duty to conduct race 
impact assessments under the Race Relations (Amendment) Act 2000 (RR(A)A) which means that HEIs are now legally required to assess the impact of all their policies and practices on the grounds of race.  
\par 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 This guidance from AUT and NATFHE is intended to ensure that both locally and nationally the implementation of the Framework Agreement results in
 fairer and more equitable pay for all our members.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par We hope you will join us in the campaign to ensure that we}{\b\i\f1  Put Equality in the Frame.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 Sally Hunt & Paul Mackney
\par 
\par September 2005
\par }\pard\plain \s8\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 \b\f1\fs72\lang2057\cgrid {\page }{\fs24 How to use this toolkit
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {
\par }\pard\plain \s8\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 \b\f1\fs72\lang2057\cgrid {\b0\fs24 This toolkit provides practical guidance for AUT and NATFHE activists, campaigners and negotiators on the equali
ty impact of the framework agreement.  The flow chart on page 5 acts as a quick reference point for finding the information you need quickly.
\par 
\par The toolkit is in four sections:
\par 
\par }{\fs24 Section I\tab Putting Equality in Frame\tab \tab \tab \tab 
\par }{\b0\fs24 \tab \tab This section outlines 
\par {\listtext\pard\plain\s8 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s8\fi-360\li2160\keepn\widctlpar\jclisttab\tx2160\aspalpha\aspnum\faauto\ls22\outlinelevel7\adjustright\rin0\lin2160\itap0 {\b0\fs24 Why equal pay 
is an important issue for trade unionists
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \fi-360\li2160\widctlpar\jclisttab\tx2160\aspalpha\aspnum\faauto\ls22\adjustright\rin0\lin2160\itap0 \lang2057\cgrid {\f1 
How equal pay is defined, its nature and its causes 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}The equality implications of the framework agreement
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }{\b\f1 Section II\tab Closing the pay gaps
\par }\pard \li1440\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1440\itap0 {\f1 This section outlines
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li2160\widctlpar\jclisttab\tx2160\aspalpha\aspnum\faauto\ls54\adjustright\rin0\lin2160\itap0 {\f1 The relevant equalities legislation and how it can he
lp tackle pay gaps
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Equal pay reviews: what they are and how to conduct them
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Impact Assessments: what they are and how to conduct them
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 Section III\tab Delivering on equal pay
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 \tab \tab }{\f1 This section outlines
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li2160\widctlpar\jclisttab\tx2160\aspalpha\aspnum\faauto\ls23\adjustright\rin0\lin2160\itap0 {\f1 The importance of communication and consultation with members

\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}How to campaign on equal pay
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}How to negotiate on equal pay
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li2160\widctlpar\jclisttab\tx2160\aspalpha\aspnum\faauto\ls23\adjustright\rin0\lin2160\itap0 {\f1 How to take the issue of equal pay forward
\par }\pard\plain \s8\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 \b\f1\fs72\lang2057\cgrid {\b0\fs24 
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 Section IV\tab Further resources and information
\par }\pard\plain \s8\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 \b\f1\fs72\lang2057\cgrid {\fs24 \tab \tab }{\b0\fs24 This section gives details of
\par {\listtext\pard\plain\s8 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s8\fi1080\li720\keepn\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls24\outlinelevel7\adjustright\rin0\lin720\itap0 {\b0\fs24 
Guidance that has been produced on equal pay related issues
\par {\listtext\pard\plain\s8 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Organisations that can provide assistance in \tab \tab \tab \tab \tab \tab campaigning and negotiating on equal pay}{\fs24 \tab \tab }{\b0\fs24 
\par }\pard \s8\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 {\fs24 
\par Section V\tab Equal Pay in HE \endash  the Facts
\par \tab \tab }{\b0\fs24 This section is an extract from the AUT publication }{\b0\i\fs24 The Diverse \tab \tab \tab \tab Academy }{\b0\fs24 and analyses the recent HESA statistics by gender, ethnicity \tab \tab \tab 
and disability presenting a shocking picture of inequality in HE.\tab \tab \tab \page  
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\par }\pard\plain \s8\qc\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel7\adjustright\rin0\lin0\itap0 \b\f1\fs72\lang2057\cgrid {Section I
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\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1\fs72 PUTTING EQUALITY IN THE FRAME\page }{\b\f1\fs28  i) EQUAL PAY \endash  A UNION ISSUE}{\b\f1 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }{\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 1\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls3\adjustright\rin0\lin720\itap0 {\f1 This toolkit is written for AUT and NATFHE activists and members to help 
you campaign and negotiate on equal pay issues.  Its purpose is to ensure that equality becomes integral to the implementation of the framework agreement at a local level and that HEIs carry out Equal Pay reviews and impact assessments
 in line with JNCHES guidance and legislative requirements.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 2\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls3\adjustright\rin0\lin720\itap0 {\f1 The }{\i\f1 Putting Equality in the Frame}{\f1  campaign complements the h
ard work already being carried out at a local level to implement the Framework Agreement and should ensure that we are representing and taking up equality issues that affect all our membership.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\s20 \b\f1\lang2057 \hich\af1\dbch\af0\loch\f1 3\tab}}\pard\plain \s20\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls3\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 AUT and NATFHE believe that 
equal pay is an issue that must be tackled }{\b\fs24\ul collectively.}{\fs24   Whilst we will continue to support individual cases and members in their struggles for pay parity, we believe that embedded structural inequalities can only be effectively 
challenged by collective action.  This means our unions have a responsibility to take up the issue of equal pay and negotiate on it at a local and national level.
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 4\tab}}\pard\plain \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls6\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 In any case,
 all unions are under a legal duty to ensure they provide services to members in a non-discriminatory way.  This means that AUT, NATFHE and their local branches have a responsibility to do their best for members irrespective of members\rquote 
 gender, race, disability, sexual orientation or religion or belief. Bringing equality issues to the negotiating table is the most effective way of ensuring that the interests of all members are highlighted.
\par }\pard\plain \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 5\tab AUT and NATFHE want to end the scandal of unequal pay in higher education.
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par This will only be achieved if all HEIs
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls5\adjustright\rin0\lin1080\itap0 {\fs24 carry out regular 
equal pay reviews in line with the JNCHES guidance
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls5\adjustright\rin0\lin1080\itap0 {\fs24 carry out race impact assessments of the 
introduction of new pay arrangements in line with legislative requirements
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls5\adjustright\rin0\lin1080\itap0 {\fs24 
begin to plan now for the introduction of the positive duties for gender and disability
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls5\adjustright\rin0\lin1080\itap0 {\fs24 
review carefully all the mechanisms which currently create occupational segregation and discrimination which can often underpin unequal pay
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls5\adjustright\rin0\lin1080\itap0 {\fs24 take steps to e
nsure compliance with legislation prohibiting discrimination on the grounds of part time or fixed term contractual status
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 6\tab Nationally AUT and NATFHE are lobbying the government for the statutory provision of mandatory equal pay reviews.  We will also be running a series of  r
egional workshops on equal pay and will be closely monitoring the progress of HEIs over the next twelve months.
\par }\pard\plain \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\page }{\b\fs28 ii)}{\b\f1\fs28 \tab WHAT IS EQUAL PAY?
\par }{\b\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 7\tab  Legally \ldblquote equal pay\rdblquote  encompasses much more than salary and wages.  It also includes bonuses, pa
y rises, benefits, allowances, shift premia, sick pay, severance pay, performance related pay, holiday entitlements, maternity pay and occupational pensions.  
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 8\tab In the UK we have had equal pay legislation for 35 years since the Equal Pay Act 1970 was int
roduced.  This focussed on the gender pay gap (which is the most clearly evidenced pay gap) but has failed to make substantial inroads to end it.  The gender pay gap nationally currently stands at 18% of male earnings for full time w
orking women and a scandalous 43% for part time working women}{\cs28\f1\super \chftn {\footnote \pard\plain \s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{ }{\f1 
Women and Work Commission: Interim Statement, March 2005}}}{\f1 .  
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 9\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 
Equal pay has traditionally been seen as a gender pay gap issue.  In this context}{\b\f1  }{\f1 equal pay means ensuring that women receive the same level of pay as their male colleagues for undertaking like work, work rated a
s equivalent or work of equal value.  But the pay gap isn\rquote t just a gender problem.  Last year the government\rquote 
s Ethnic Minority Employment Task Force which was made up of representatives from the Commission for Racial Equality, TUC and CBI revealed shocking figures that showed a \ldblquote black pay gap\rdblquote 
 also exists with people from a Black and Minority Ethnic (BME) background.  The taskforce found that BME employees earn an average 7% less than their white counter-parts although research from other agencies places it much higher}{\cs28\f1\super \chftn 
{\footnote \pard\plain \s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\f1\super \chftn }{\f1\lang9 Ethnic Minority Employment Task Force Progress report, Nov 2004 }{\f1  }{\field\flddirty{\*\fldinst {\f1 
 HYPERLINK "http://www.eme}{\b\f1 taskforce}{\f1 .gov.uk" }{\f1 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b0200000017000000180000007700770077002e0065006d0065007400610073006b0066006f007200630065002e0067006f0076002e0075006b000000e0c9ea79f9bace118c8200aa004ba90b4000000068007400740070003a002f002f007700770077002e0065006d0065007400
610073006b0066006f007200630065002e0067006f0076002e0075006b002f000000}}}{\fldrslt {\cs15\f1\ul www.eme}{\cs15\b\f1\ul taskforce}{\cs15\f1\ul .gov.uk}}}{\f1  }}}{\f1   
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
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\par }\pard \qj\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \fi-1080\li1440\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls4
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\adjustright\rin0\lin1440\itap0 {\b\f1 Like work}{\f1  \endash  work which is the same or broadly similar}{
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\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc2\pnrnfc0\pnrnfc0\pnrnfc0\pnrstop18\pnrstart3\pnrpnbr2\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0
\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrstop36
\adjustright\rin0\lin360\itap0 {\b\f1 Work rated as equivalent}{\f1  \endash  work which has the same or similar \tab number of points under a job evaluation scheme
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\jclisttab\tx720\aspalpha\aspnum\faauto\ls4\pnrauth1\pnrdate-2036849529\pnrstart0\pnrxst1\pnrxst0\pnrxst183\pnrxst240\pnrstop4\pnrstart1\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrstop9\pnrstart2\pnrnfc23\pnrnfc23
\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc3\pnrnfc0\pnrnfc0\pnrnfc0\pnrstop18\pnrstart3\pnrpnbr3\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0
\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrstop36
\adjustright\rin0\lin360\itap0 {\b\f1 Equal value}{\f1  \endash  work which is of broadly equal value to an \tab institution
\par }\pard \li360\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {
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\par }\pard \qj\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \fi-1080\li1440\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls4
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\adjustright\rin0\lin1440\itap0 {\b\f1 Like work}{\f1  \endash  work which is the same or broadly similar}{
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\adjustright\rin0\lin360\itap0 {\b\f1 Work rated as equivalent}{\f1  \endash  work which has the same or similar \tab number of points under a job evaluation scheme
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\jclisttab\tx720\aspalpha\aspnum\faauto\ls4\pnrauth1\pnrdate-2036849529\pnrstart0\pnrxst1\pnrxst0\pnrxst183\pnrxst240\pnrstop4\pnrstart1\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrrgb0\pnrstop9\pnrstart2\pnrnfc23\pnrnfc23
\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc23\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc0\pnrnfc3\pnrnfc0\pnrnfc0\pnrnfc0\pnrstop18\pnrstart3\pnrpnbr3\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0
\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrpnbr0\pnrstop36
\adjustright\rin0\lin360\itap0 {\b\f1 Equal value}{\f1  \endash  work which is of broadly equal value to an \tab institution
\par }\pard \li360\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {
\par }}\dpx720\dpy37\dpxsize7920\dpysize2520\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 10\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 In addition, recent analysis 
of Labour Force Survey reports by the Low Pay Commission has highlighted a 15% pay gap between disabled and non disabled workers nationally in the UK in 2004}{\cs28\f1\super \chftn {\footnote \pard\plain 
\s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\f1\super \chftn }{\f1  www.lowpay.gov.uk/lowpay/lowpay2005/chapter4.shtml , Aug 2005}}}{\f1 .  
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 11\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 While there are no statistics for d
iscrimination in pay specifically on the basis of religion or belief or sexual orientation, there is wide-spread and acknowledged discrimination in practice against members 
from these groups.  This discrimination manifests itself in a variety of ways from 
the application of stereotypes, subtle forms of exclusion in the workplace, to verbal abuse or physical attacks.  These patterns of discrimination can result in barriers to career progression which can produce a pay gap.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 12\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 Although members from particular 
groups may face the brunt of the discriminatory effects of unequal pay it is also important to remember that Equal Pay is an issue that
 has the potential to affect all our members, as, everyone benefits from transparent, consistent and equitable systems for determining the awarding of pay.  
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 13\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 HEIs 
reflect the patterns of discrimination evidenced in wider society. This means that discrimination in working environments and in pay is a daily reality for many of our members. Quantitative and qualitative evidence backs this up.
\par }\pard \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\b\f1\lang1024 {\shp{\*\shpinst\shpleft540\shptop468\shpright10193\shpbottom7380\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz4\shplid1033
{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}{\sp{\sn lTxid}{\sv 393216}}{\sp{\sn WrapText}{\sv 2}}{\shptxt \pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 
I graduated BSc at the age of 31, after spending a number of years at home looking after children. I spent 17 years working as a cont
ract researcher, during which time I obtained my PhD. My skills are highly specialised (there are only about 4 laboratories in the UK doing the kind of work we do) and for personal reasons, I was not geographically mobile for many years.\~\~
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par Recently a lect
urer's post was advertised in a centre that I have worked closely with for 15 years. The job description could have been written for me, but I was told informally, by the head of group after I challenged him, not to bother applying because the age profile
 
of the department was too old. They were looking for a younger candidate and I had noticed that the head of group had been mentoring a younger male colleague for this post, whilst leaving me out of the circle as far as communication was concerned, after I
 had worked for/with him for 15 years. 
\par 
\par In the end, I did not apply for the post, because I knew that I would have very little chance of success being old (50) and expensive (top of RA2 scale).\~ Only two candidates were interviewed, one of whom was a\~simil
ar age and level of experience to myself, but\~male. The younger, less experienced (cheaper!) candidate with potential for the future\~
was appointed, and I am looking for a change in career, as I have realised that I will never be a lecturer and I am too expensive to be funded from external sources as a researcher. Women and anyone who has a mid-life career change,\~
are particularly vulnerable to this kind of discrimination.\~
\par 
\par }\pard \qr\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\i\f1 Female researcher, pre- 1992 university
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8196\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 
I graduated BSc at the age of 31, after spending a number of years at home looking after children. I spent 17 years working as a cont
ract researcher, during which time I obtained my PhD. My skills are highly specialised (there are only about 4 laboratories in the UK doing the kind of work we do) and for personal reasons, I was not geographically mobile for many years.\~\~
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par Recently a lect
urer's post was advertised in a centre that I have worked closely with for 15 years. The job description could have been written for me, but I was told informally, by the head of group after I challenged him, not to bother applying because the age profile
 
of the department was too old. They were looking for a younger candidate and I had noticed that the head of group had been mentoring a younger male colleague for this post, whilst leaving me out of the circle as far as communication was concerned, after I
 had worked for/with him for 15 years. 
\par 
\par In the end, I did not apply for the post, because I knew that I would have very little chance of success being old (50) and expensive (top of RA2 scale).\~ Only two candidates were interviewed, one of whom was a\~simil
ar age and level of experience to myself, but\~male. The younger, less experienced (cheaper!) candidate with potential for the future\~
was appointed, and I am looking for a change in career, as I have realised that I will never be a lecturer and I am too expensive to be funded from external sources as a researcher. Women and anyone who has a mid-life career change,\~
are particularly vulnerable to this kind of discrimination.\~
\par 
\par }\pard \qr\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\i\f1 Female researcher, pre- 1992 university
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }}\dpx540\dpy468\dpxsize9653\dpysize6912\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 14\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls39\adjustright\rin0\lin720\itap0 {\f1 Last year, the }{\f1\cf1 
AUT's report, 'The Unequal Academy', showed that although there has been a sharp increase in the number of female academics in UK higher education, their jobs are more casualised and less senior than those of their male colleagues. }{\f1 
In 2002-03 female full-time academics earned on average just 85.1% of the salary of their male counterparts \endash  a gender pay gap of 14.9%.  That report mirrored the finding of earlier work done on pay inequality such as the work NATF
HE published with The Guardian in 2003 on gender pay gaps within each HE department}{\cs28\f1\super \chftn {\footnote \pard\plain \s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{
 Guardian HE pay tables 2002/3}}}{\f1  and research on the segregation of female academics in junior academic grades}{\cs28\f1\super \chftn {\footnote \pard\plain \s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {
\cs28\super \chftn }{ NATFHE submission to the 2002 Comprehensive Spending Review
\par }}}{\f1 . 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 15\tab Our disabled members have also voiced concerns that reflect national patterns of \tab discrimination which in turn affect career progression and pay.  Many employers in \tab HEIs have misconceptions about disabled people and the use of negative 
\tab stereotypes and assumptions about disabled people\rquote s work patterns and abilities is \tab having a detrimental impact on the daily working lives of many of our disabled \tab members.
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 16\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls56\adjustright\rin0\lin720\itap0 {\f1 Our research has also shown that a pay gap exists on the grounds of race. 
Nationally in the HE sector there is a Black and minority ethnic (BME) pay gap of 6% although there are a significant number of institutions with gaps of over 12%}{\cs28\f1\super \chftn {\footnote \pard\plain 
\s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{ The Diverse Academy, AUT October 2005}}}{\f1 
 Equally concerning is the evidence of continuing discrimination against BME staff in terms of promotion, with white academic staff being much more likely to progress to a senior post such as professor whe
reas BME staff are more likely to occupy a junior post.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 \tab A full breakdown of the gender and race pay gaps in all higher education institutions in the UK can be found in section D of this toolkit.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 17\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls56\adjustright\rin0\lin720\itap0 {\f1 AUT research has also highlighted the widespread pattern o
f discrimination arising from the use of Performance Related Pay (PRP) and discretionary points with white academics 1.6 times more likely than BME colleagues to be awarded them}{\cs28\f1\super \chftn {\footnote \pard\plain 
\s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{ ibid}}}{\f1 .
\par }\pard \qj\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 18\tab}}\pard \qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls56\adjustright\rin0\lin720\itap0 {\f1 
This is of particular concern as the current process of implementing the Framework Agreement involves all staff in UK higher education being employed on grades with discretionary or
 contribution points above the pay points of the main grade. If current practice in pre \endash  1992 UK higher education institutions is anything to go by, BME employees should be particularly concerned about the likely outcomes. At one of the few post
 1992 institutions with a PRP scheme, for example, the chances of BME staff getting the highest award was just half that of their white equivalents.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 \page iii}{\b\f1\fs28 )\tab THE CAUSES OF UNEQUAL PAY 
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 19\tab Pay gaps can occur for many different reasons and i
t is important to understand some of the reasons behind why pay gaps appear in order to develop effective solutions to removing them.  
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 \tab Equal Opportunities Commission research on the gender pay gap has found there to be three main causes of the gap
\par {\listtext\pard\plain\s18 \f3\fs20\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \s18\qj\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls2\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\b\f1 
Occupational segregation:}{\f1  Women are often employed in certain types of jobs such as the cleaning, catering and caring services which are historically undervalued and underpaid. This oc
cupational segregation can result in low pay as women are often clustered in low paid occupations or work in lower graded jobs in an organisation
. In higher education, for example, female academic staff are disproportionately concentrated in hourly paid lecturing. Ethnic minority staff are disproportionately concentrated in fixed term research posts.
\par }\pard \s18\qj\li360\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par {\listtext\pard\plain\s18 \f3\fs20\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls2\adjustright\rin0\lin720\itap0 {\b\f1 
Unequal caring responsibilities:}{\f1  Women often bear the responsibility for looking after children and dependents which in the absence of adequate \ldblquote family friendly\rdblquote  policies\rdblquote  can an adverse impact on career progression, 
affecting pay. This can especially impact on female staff seeking progression within the long hours culture of many departments, especially research teams. Many HEIs fail to take into account the reasons for female academics taking career breaks
.  Therefore on their return to work women are less likely to receive credit for prior experience than a male academic with no conspicuous \lquote gaps\rquote  in their employment history.
\par }\pard \s18\qj\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\s18 \f3\fs20\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls2\adjustright\rin0\lin720\itap0 {\b\f1 Discrimination: }{\f1 
Despite changing cultural attitudes towards the role of women and men in society, gender stereotyping and sexism still exists and can manifest itself in discrimination in the awarding of pay}{\cs28\f1\super \chftn {\footnote \pard\plain 
\s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{ EOC, \ldblquote Just Pay\rdblquote  Report of t he Equal Pay Task Force 2000}}}{\f1 .
 This will be of particular concern in grading decisions and the allocation of contribution points within the Framework agreement.
\par {\listtext\pard\plain\s18 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 20\tab}}\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls7\adjustright\rin0\lin720\itap0 {\f1 
It is also important to consider the impact of the deliberate employment practices utilised by HEIs in maintaining pay discrimination. The continuing use of fixed term contracts precludes many academic sta
ff from gaining the continuity necessary to develop their careers in a meaningful manner and secure promotion. The continued wide-scale use of fixed term hourly paid contracts ensures that many
 academic staff are employed on a casual basis and in many cases excluded from professional development, promotion and the career pathways open to full time colleagues employed on a permanent contract. 
\par {\listtext\pard\plain\s18 \f1\lang1024 \hich\af1\dbch\af0\loch\f1 21\tab}}\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls7\adjustright\rin0\lin720\itap0 {\f1\lang1024 
{\shp{\*\shpinst\shpleft180\shptop2116\shpright9833\shpbottom6976\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz5\shplid1035{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 524288}}{\sp{\sn WrapText}{\sv 2}}{\shptxt \pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1\lang1033 I applied for promotion from Lecturer to Senior Le
cturer in the last round and did not get it. The main reason was stated as not enough journal papers, and that I should preferably not have them jointly with a professor from our department. Interestingly, a male colleague was in a similar position on the
 
previous round (that all his papers, equal in number to mine, were with a professor from our department, who was actually his former PhD supervisor). In his case this joint authorship was not a problem and he got promoted! It really annoyed me as I have t
he number required for the next RAE, and in the best journals, and based on the ones that have been already accepted or are in print, the overlap with a professor will not be a problem.
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1\lang1033 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\lang1033 So, if a female lecturer is working with a professor from the same department, the professor is seen as the leader (although I am the instigator
 for most joint grants, with typically 75% to me and 25% to him, and I started the whole direction of research). But if a man does it, it\rquote s cause for promotion.
\par 
\par }\pard \qr\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\i\f1\lang1033 Female lecturer, pre 1992 institution}{\i\f1 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8197\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1\lang1033 I applied for promotion from Lecturer to Senior Le
cturer in the last round and did not get it. The main reason was stated as not enough journal papers, and that I should preferably not have them jointly with a professor from our department. Interestingly, a male colleague was in a similar position on the
 
previous round (that all his papers, equal in number to mine, were with a professor from our department, who was actually his former PhD supervisor). In his case this joint authorship was not a problem and he got promoted! It really annoyed me as I have t
he number required for the next RAE, and in the best journals, and based on the ones that have been already accepted or are in print, the overlap with a professor will not be a problem.
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1\lang1033 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\lang1033 So, if a female lecturer is working with a professor from the same department, the professor is seen as the leader (although I am the instigator
 for most joint grants, with typically 75% to me and 25% to him, and I started the whole direction of research). But if a man does it, it\rquote s cause for promotion.
\par 
\par }\pard \qr\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\i\f1\lang1033 Female lecturer, pre 1992 institution}{\i\f1 
\par }}\dpx180\dpy2116\dpxsize9653\dpysize4860\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 Time after time research has shown that even after
 factors such as educational attainment and experience are taken into account a pay gap still persists on the basis of gender, race and disability. This \ldblquote unconscious discrimination\rdblquote  is very pervasive and makes it especially 
important to tackle pay discrimination but also where it is embedded in the structures, policies and practices of an institution rather than simply in the acts of individuals
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 \page }{\b\f1\fs28 iv) EQUALITY AND THE FRAMEWORK AGREEMENT
\par }{\f1 
\par }{\b\f1 Introduction
\par }{\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 22\tab The implementation of the Framework Agreement is currently being negotiated at all Higher Education Institutions. The main elements of the agreement are
\par 
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls31\adjustright\rin0\lin1440\itap0 {\f1 
the implementation of a new 51 point national single pay spine, 
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls31\adjustright\rin0\lin1440\itap0 {\f1 the design and implementation of a new grading structures

\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}the introduction of institution-wide systems of role analysis and job evaluation for all groups of staff.
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls31\adjustright\rin0\lin1440\itap0 {\f1 the introduction of contribution points on top of all 
the main grades
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls31\adjustright\rin0\lin1440\itap0 {\f1 clearer guidance on the use of market supplements
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par The Agreement states that action to foster equal opportunities and to ensure delivery of equal pay for work of equal value is at its heart and needs to underpin its implementation at local level.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 23\tab AUT and NATFHE
 welcome this commitment to equality and believe that, if implemented properly, the Framework Agreement provides an opportunity to tackle pay discrimination through
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls18\adjustright\rin0\lin720\itap0 {\f1 Th
e design and application of new grading structures, with fair and transparent procedures across institutions to deal with progression, promotion and the award of contribution points.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls18\adjustright\rin0\lin720\itap0 {\f1 
The application of job evaluation and role analysis procedures, with the use of the national academic role profiles providing a consistent grading framework across all institutions.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls18\adjustright\rin0\lin720\itap0 {\f1 
A commitment to a thorough assessment of the impact of pay modernisation through the use of regular equal pay audits and the fulfilment of statutory duties to promote race equality to all aspects of the agreement including contribution points and
 market supplements.
\par }\pard \li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls18\adjustright\rin0\lin720\itap0 {\f1 
The inclusion of all groups of staff, including hourly paid academics and contract researchers, within the new pay system, ensuring that pay is determined in the same manner regardless of part time or fixed term contractual status.
\par }\pard \li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 24\tab The briefing below is intended to cover the key issues which may contribute to the gender, race and disability pay gap at your institution and which we h
ave an opportunity to change as a result of the implementation of the Framework Agreement. Local negotiators are advised to read this advice in conjunction with the advice on how to carry out an equal pay audit and impact as
sessment provided in this toolkit
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }{\b\f1 
\par 
\par }{\f1 25}{\b\f1 \tab Inclusion of all staff 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\cs19\f1\cf1 There are an estimated 75,000 hourly paid staff working as academics in UK universities}{\cs28\f1\cf1\super \chftn {\footnote \pard\plain 
\s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{  Byson, C.  }{\i Hiring Lecturers by the Hour}{ downloadable from }{\field{\*\fldinst { HYPERLINK "http://www.natfhe.org.uk/down/brysonmain.pdf" 
}{{\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000002d00000068007400740070003a002f002f007700770077002e006e00610074006600680065002e006f00720067002e0075006b002f0064006f0077006e002f0062007200790073006f006e006d00610069006e002e007000640066000000e0c9ea79f9bace11
8c8200aa004ba90b5a00000068007400740070003a002f002f007700770077002e006e00610074006600680065002e006f00720067002e0075006b002f0064006f0077006e002f0062007200790073006f006e006d00610069006e002e007000640066000000}}}{\fldrslt {\cs15\ul\cf2 
http://www.natfhe.org.uk/down/brysonmain.pdf}}}{ }}}{\cs19\f1\cf1 . }{\f1 It is important that any campaign to achieve equal pay and combat pay discrimination includes a focus on hourly paid staff and their right to }{\f1\cf1 
achieve pay parity with their non hourly paid colleagues as part of the current negotiations on pay modernisation. }{\f1 The Framework Agreement will fall a long way short of its objective to ensure equal pay for work of equal value if the position of pa
rt-time, fixed term and particularly hourly paid staff is ignored.
\par }\pard\plain \s18\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 26\tab 
The Framework Agreement requires institutions to use a single pay spine to determine pay rates for all staff (other than clinical academics) \endash  including hourly-paid staff \endash  covered by national agreements in force on 31 July 2003. 
It is crucial that the job evaluation process is scrupulously fair to hourly paid lecturers and that local institutions are not allowed to skew the samples, or the process of evaluation such as to discriminate against hourly paid staff.
\par \tab For example, it would be unlawful to deliberately take away key functions from hourly paid staff ahead of an evaluation, or to interpret the factors within a Job evaluation scheme in such as way as to understate the value of work done by hourly paid 
lecturers. Hourly paid staff should be treated fairly in respect of training and career development, and opportunities for transfer to permanent posts. The position of hourly paid staff in pre-92 and post-92 institutions is, however, slightly different.

\par 27\tab }{\b H}{\b\f1 ourly-paid staff in the pre-92 sector}{\f1  
\par }\pard \s18\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Currently hourly paid staff in the pre 92 sector are not covered by a national agreement.  AUT and NATFHE are concerned that 
the continued use of hourly rates that do not relate to the national pay spine and grades are unlikely to meet equal pay requirements, or the equal treatment provisions of the fixed-term employees and part-time workers regulations.
\par }\pard\plain \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 The principle of Equal Pay must underpin any new grading structure. Grades should be determine
d by what members of staff do, not the type of contract they are on or how they are paid. }{\f1\cf1 In pre 1992 institutions AUT is campaigning for a minimum hourly rate of pay for teaching staff of \u163\'a3
35.34 as well as for hourly-paid staff to be included in negotiations on the implementation of the pay Framework Agreement.  \u163\'a335.34 equates to the entry point on the academic 2 grade using AUT\rquote s preferred grading model point 33.
\par }{\cf1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\cf1 28\tab }{\b\f1 Hourly paid staff in the Post 1992 sector}{\f1  
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 These members of staff do have a national agreement on grading. It provides:
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard\plain \s18\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls32\adjustright\rin0\lin1440\itap0 \lang2057\cgrid {\f1 
For a minimum assimilation point (point 30) to the national pay spine which results in assimilation to the bottom increment of grade Ac2 with the assurance that the Framework Agreement specifically excludes any Post 1992 lecturer from being 
assimilated into grade Ac1. This provides for the first time, annual incremental progression for all hourly paid lecturers. Many hourly paid lecturers will be graded at Ac3 alongside Post 1992 senior lecturers and significant numbers of pos
ts are expected to convert to fractional pro rata contracts.
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s18\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls32\adjustright\rin0\lin1440\itap0 {\f1  
A minimum hourly rate of \u163\'a333.31 per hour from August 1}{\f1\super st}{\f1  2005
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}A right to rely on the formula agreed for calculating what additional hours on top of their teaching hours are needed for preparation and related activities
\par }\pard \s18\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 29\tab For further information on negotiating equal pay for hourly-paid teaching staff:
\par }\pard\plain \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1\cf1 JNCHES guidance on pay for hourly paid lecturers in post 1992 institutions }{\field\flddirty{\*\fldinst {\f1\cf1 
 HYPERLINK "http://www.natfhe.org.uk/down/jnhourly04.doc" }{\f1\cf1 {\*\datafield 
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natfhe.org.uk/down/jnhourly04.doc}}}{\f1\cf1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\cf1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Natfhe guidance on calculating hourly paid rates }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.natfhe.org.uk/down/ptpaguid.doc" }{\f1 {\*\datafield 
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natfhe.org.uk/down/ptpaguid.doc}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\cf1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1\cf1 AUT negotiating guidance hourly rates for hourly paid lecturers in pre 1992 institutions
\par }\pard \fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\field\flddirty{\*\fldinst {\f1\cf1  HYPERLINK "http://www.aut.org.uk/circulars/html/la7566.html" }{\f1\cf1 {\*\datafield 
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\cs15\f1\ul\cf2 http://www.aut.org.uk/circulars/html/la7566.html}}}{\f1\cf1  
\par 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\cf1 30\tab }{\b\f1 New legal rights for hourly paid and fixed term employees
\par }\pard\plain \s18\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 \tab AUT and NATFHE have launched a joint hourly paid campaign highlighting \tab 
the impact on both staff and students of the abuse of this group of staff. NATFHE\rquote s \tab detailed report }{\i\f1 Hiring Lecturers by the Hour - The case for change in higher \tab education}{\f1  (NATFHE research report by Colin Bryson April 2005) 
brings together \tab some of the evidence of the impact of this abuse of this abuse.  The report can be \tab downloaded from }{\field{\*\fldinst {\f1  HYPERLINK "http://www.natfhe.org.uk/down/brysonmain.pdf" }{\f1 {\*\datafield 
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http://www.natfhe.org.uk/down/brysonmain.pdf}}}{\f1 .   Details of AUT\rquote s \tab Security Alert campaign which aims to end the abuse of fixed-term contracts can be \tab found at }{\field{\*\fldinst {\f1  HYPERLINK "
http://www.aut.org.uk/index.cfm?articleid=904" }{\f1 {\*\datafield 
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http://www.aut.org.uk/index.cfm?articleid=904}}}{\f1  
\par }\pard \s18\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 31\tab The combination of the new regulations, legal test cases being brought by trade \tab unions and the Framework agreement ought to be an \tab 
opportunity to make radical \tab improvements in the treatment of hourly paid staff who currently suffer a double \tab discrimination\endash  insecure employment and poor pay and treatment.
\par }\pard\plain \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 Hourly paid staff on fixed term contracts are covered by the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
 and the Fixed-term employees ((Prevention of Less Favourable Treatment) Regulations 2002 which prohibit less favourable treatment of part-time or fixed term staff compared with their full-time or permanent colleagues.
  The fixed-term regulations will also limit the successive use of fixed-term contracts from July 2006.  At this point, large numbers of hourly paid staff can expect to be transferred to permanent contracts.
\par 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par }\pard \li720\widctlpar\brdrt\brdrhair\brdrw10\brsp20 \brdrl\brdrhair\brdrw10\brsp80 \brdrb\brdrhair\brdrw10 \brdrr\brdrhair\brdrw10\brsp80 \aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\lang1024 
{\shp{\*\shpinst\shpleft-288\shptop-10598\shpright9365\shpbottom3912\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz21\shplid1059{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 1572864}}{\sp{\sn WrapText}{\sv 2}}{\sp{\sn hspNext}{\sv 1059}}{\sp{\sn fFitShapeToText}{\sv 1}}{\shptxt \pard\plain \widctlpar\faauto\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 
\par 
\par 
\par 
\par An hourly paid lecturer involved in legal proceedings against her employer on the grounds of discrimination on the basis of her part time status was asked to try 
\par and quantify her losses over the years. This is her response:
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1 
\par }{\f1\lang1033 Apart from wanting the obvious which is the same terms and conditions pro-rata as my comparators, how do you quantify the rest?
\par 
\par How do you quantify the years of having to accept any course that is put your way in order to feed your kids as the only breadwinner in the family with a pensionable husband? 
The teaching from morning till early afternoon, rushing  to meet kids from school, take them home, turn around and go back not only to teach in the evening but to run the 
entire course because for various reasons all other lecturers have been taken off it?  To have an 85 mile round trip on each of those days. To get home exhausted at 10pm and spend 3 hours pre
paring for the next day because there is no course material for a business course which you have been told is the most prestigious course in the department?
\par 
\par How do you quantify the toll it has taken on your family? How do you quantify having to borrow on your mortgage in order to live a normal daily life because for 2 weeks at Christmas, Easter and throughout the summer 
there are no classes and therefore no money?  
\par 
\par How do you quantify the knock to your confidence from the constant knowledge that although you have had more experience and could do the job even better th
an some of your full-time peers, you are classed as second-class by virtue of the employer wanting to save money?  
\par 
\par How do you quantify the personal stress of worrying about money, of being treated poorly within the centre because you're a part-timer (when it suits them) but not when they want a new course written (then you become a valued and experien
ced member of the department).
\par 
\par And for every second throughout all of the above, you are mindful that although you are working 'shoulder-to-shoulder' with  senior lecturers, they are getting \uc1\u163\'a333,000 and you would get just under \u163\'a319,000 
if you taught for the same contractual hours as they did (550), so you have to work at least 650 or more to augment your salary and then have 
\par the added indignation that for some of the classes you get the "lower hourly rate"
\par but the f/t lecturers do not get a lower salary when they teach on the same classes
\par 
\par And finally how do you quantify the injustice of the pension system where f/t lecturers are automatically put on the Teacher's pension scheme but we 
have to apply only to be told that we have to work 2 years as a part-timer to get a point up the scale, whereas f/timers move up annually.  Besides this, full-timers also get an incremental point by virtue of length of service, 
not performance, while you slog your guts out doing more hours and only get the nationally agreed pay hikes, which the full-timers get as well as their increments.
\par 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8213\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \widctlpar\faauto\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\b\f1 
\par 
\par 
\par An hourly paid lecturer involved in legal proceedings against her employer on the grounds of discrimination on the basis of her part time status was asked to try 
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\b\f1 and quantify her losses over the years. This is her response:
\par }\pard \widctlpar\faauto\rin0\lin0\itap0 {\f1 
\par }{\f1\lang1033 Apart from wanting the obvious which is the same terms and conditions pro-rata as my comparators, how do you quantify the rest?
\par 
\par How do you quantify the years of having to accept any course that is put your way in order to feed your kids as the only breadwinner in the family with a pensionable husband? 
The teaching from morning till early afternoon, rushing  to meet kids from school, take them home, turn around and go back not only to teach in the evening but to run the 
entire course because for various reasons all other lecturers have been taken off it?  To have an 85 mile round trip on each of those days. To get home exhausted at 10pm and spend 3 hours pre
paring for the next day because there is no course material for a business course which you have been told is the most prestigious course in the department?
\par 
\par How do you quantify the toll it has taken on your family? How do you quantify having to borrow on your mortgage in order to live a normal daily life because for 2 weeks at Christmas, Easter and throughout the summer 
there are no classes and therefore no money?  
\par 
\par How do you quantify the knock to your confidence from the constant knowledge that although you have had more experience and could do the job even better th
an some of your full-time peers, you are classed as second-class by virtue of the employer wanting to save money?  
\par 
\par How do you quantify the personal stress of worrying about money, of being treated poorly within the centre because you're a part-timer (when it suits them) but not when they want a new course written (then you become a valued and experien
ced member of the department).
\par 
\par And for every second throughout all of the above, you are mindful that although you are working 'shoulder-to-shoulder' with  senior lecturers, they are getting \uc1\u163\'a333,000 and you would get just under \u163\'a319,000 
if you taught for the same contractual hours as they did (550), so you have to work at least 650 or more to augment your salary and then have 
\par the added indignation that for some of the classes you get the "lower hourly rate"
\par but the f/t lecturers do not get a lower salary when they teach on the same classes
\par 
\par And finally how do you quantify the injustice of the pension system where f/t lecturers are automatically put on the Teacher's pension scheme but we 
have to apply only to be told that we have to work 2 years as a part-timer to get a point up the scale, whereas f/timers move up annually.  Besides this, full-timers also get an incremental point by virtue of length of service, 
not performance, while you slog your guts out doing more hours and only get the nationally agreed pay hikes, which the full-timers get as well as their increments.
\par 
\par }}\dpx-288\dpy-10598\dpxsize9653\dpysize14510\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par \page }{\f1 32}{\b\f1 \tab Job evaluation
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 The Framework Agreement states that the allocation of staff to grades will be based on the outcome of institution-wide job evaluation/role analysis arrangements. T
he introduction of job evaluation for academic and academic-related staff could provide an opportunity to identify some of the 
existing anomalies in pay. However, job evaluation alone will not solve the causes of unequal pay and must be seen as one tool in a wide package of measures to establish equality in pay systems. 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 \tab It is important to ensure that job evaluation is introduced in a non discriminatory way which is why it is crucial that the
 process is audited prior to implementation and that the results of implementation are monitored.  In p
articular, institutions in partnership with their trade unions must check to ensure that red circling and green circling has not disproportionately affected women, BME members or disabled members. 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 33\tab Further detailed information about the introduction of
 role analysis and job evaluation including the use of the national academic role profiles is available from:
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \qj\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\field\flddirty{\*\fldinst {\f1\cf1\lang1033  HYPERLINK "http://www.aut.org.uk/media/docs/roleprofilesguidance.rtf" }{\f1\cf1\lang1033 {\*\datafield 
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61006e00630065002e007200740066000000e0c9ea79f9bace118c8200aa004ba90b7400000068007400740070003a002f002f007700770077002e006100750074002e006f00720067002e0075006b002f006d0065006400690061002f0064006f00630073002f0072006f006c006500700072006f00660069006c00650073
00670075006900640061006e00630065002e007200740066000000}}}{\fldrslt {\cs15\f1\ul\cf2\lang1033 http://www.aut.org.uk/media/docs/roleprofilesguidance.rtf}}}{\f1\cf1\lang1033  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.natfhe.org.uk/down/roleguid.doc" }{\f1 {\*\datafield 
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004ba90b5600000068007400740070003a002f002f007700770077002e006e00610074006600680065002e006f00720067002e0075006b002f0064006f0077006e002f0072006f006c00650067007500690064002e0064006f0063000000}}}{\fldrslt {\cs15\f1\ul\cf2 
http://www.natfhe.org.uk/down/roleguid.doc}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 34}{\b\f1 \tab Occupational segregation
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Within grades, women and BME academics tend to be over-represented at the lower salary points and under-represented at the highest
 points. The length of the pay grade affects the difference in pay due to the position of men and women within a pay grade. Under the Framework Agreement,
 the grading structures cannot have longer grades and must have common boundaries between academic and academic-related grades.  This should assist in narrowing this gap. 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 35}{\b\f1 \tab Promotion criteria
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Women, disabled members and BME members are currently over-represented in the most junior positions and grossly under-represented in the most senior positions \endash  fo
r example only 13% of professors in pre-92 universities are women and 96% are white}{\cs28\f1\super \chftn {\footnote \pard\plain \s27\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang2057\cgrid {\cs28\super \chftn }{
 AUT, The diverse academy Oct 2005}}}{\f1  
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1\cf1\lang1033 36\tab 
The AUT and NATFHE believe there is widespread discrimination within UK higher education that directly impacts on the equality of appointments and promotions procedur
es. There are very few members of staff from ethnic minorities, disproportionately low numbers of women professors or equivalent and above, disproportionately high numbers of women on lower grades, on fixed-term contracts and working part-time.  Women mem
bers, disabled members and BME members regularly report their experiences of barriers to promotions.
\par 
\par \tab Inequality and discrimination in pay crucially starts with how staff are recruited, promoted, and given opportunities to develop. Better pay structures can help prevent inequality between staff doing the same or equivalent job. They can\rquote 
t stop universities discriminating in how staff are recruited, promoted, progress and develop.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 37\tab The Framework Agreement states that progression of staff to a higher grade
 will be on an equitable and transparent basis and JNCHES will issue guidance on key aspects of promotion procedures in the future. AUT and NATFHE
 believe that promotion criteria must be transparent and easily understood and that institutions must ensure that all staff have equal access to the opportunities that are necessary for their promotion.
 One starting point must be the regular and open publication of data showing patterns of employment, recruitment, promotion and access to training and development a
nd your university should have an agreement with local unions on providing and considering the implications of such data regularly.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 38\tab The operation of existing promotion procedures, and the implementation and application of any new promotion procedures r
elated to the introduction of role analysis, should be analysed carefully as part of an equal pay audit, and should be subject to an impact assessment under the RR(A)
A. The JNCHES guidance on conducting an equal pay audit lists a number of areas in the checklist (Appendix C) which should be considered. You should also consider:
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \s18\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls19\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 Women
, BME or disabled staff clustering near the top of a pay scale may point to a promotion problem. It may be that women, disabled or BME staff tend to stay longer in that particular grade due to lack of promotion opportunities or 
bias in the promotion procedure.
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls19\adjustright\rin0\lin720\itap0 {\f1 
How do employees progress through the scale or grade? Has the method of progression been checked, for example, to ensure that men and women (or white and BME staff or disabled and non disabled staff) are equally able to do the job and 
receive equal treatment?
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\fi-360\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls19\adjustright\rin0\lin720\itap0 {\f1 
Do women and men or people from different ethnic groups progress through recognisable career paths at similar rates? Do disabled men and women progress differently from each other?
 If there are different rates of progression, what are the reasons for these?
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 39}{\b\f1 \tab Contribution-related pay
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 A number of institutions already have systems in place for the award of accelerated increments. Pre-1992 institutions operate discretion
ary points at the top of some academic and academic-related grades. The Framework Agreement states that progression within pay ranges will depend in part on an individual\rquote 
s length of service (through annual automatic incremental progression) and in part on
 an assessment of their contribution. The commended grading structure in Appendix C of the Framework Agreement sets out a range of contribution points at the top of each grade.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 40\tab We know that pay discrimination already exists in the award of discretionar
y or contribution related pay. It is therefore very important that an emphasis is given to ensuring that any contribution-related pay is introduced in a non-discriminatory way.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 \tab The JNCHES guidance on the conduct of equal pay reviews sets out a checklist 
of questions to be considered when identifying any potential discrimination in the award of accelerated increments or contribution points.}{\b\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 The JNCHES guidance on pay progression and contribution-related pay is available at: }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.natfhe.
org.uk/down/jnprogress04.doc" }{\f1 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000002f00000068007400740070003a002f002f007700770077002e006e00610074006600680065002e006f00720067002e0075006b002f0064006f0077006e002f006a006e00700072006f0067007200650073007300300034002e0064006f0063000000e0c9ea79
f9bace118c8200aa004ba90b5e00000068007400740070003a002f002f007700770077002e006e00610074006600680065002e006f00720067002e0075006b002f0064006f0077006e002f006a006e00700072006f0067007200650073007300300034002e0064006f0063000000}}}{\fldrslt {\cs15\f1\ul\cf2 
http://www.natfhe.org.uk/down/jnprogress04.doc}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 41\tab One interesting way of tackling the threat of discrimination in contribution points is to replace them with additional increments to which all staff progress

\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par }\pard \li720\widctlpar\brdrt\brdrhair\brdrw10\brsp20 \brdrl\brdrhair\brdrw10\brsp80 \brdrb\brdrhair\brdrw10\brsp20 \brdrr\brdrhair\brdrw10\brsp80 \aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Case Study \endash  University of Huddersfield
 and University of Ulster
\par 
\par Unions and management at the University of Huddersfield have agreed to replace contribution pay with an additional increment at the top of each of the new grades. This replaces a selective means of deli
vering rewards with a fair reward of an increment to all staff once they reach the top of their pay scale. It avoids the potential risk of litigation associated with 
the allocation of contribution pay and ensures that the framework agreement is not compromised by biased and discriminatory decision making in the allocation of discretionary pay.  
\par 
\par A similar agreement has been reached between Ulster AUT and the University.
\par 
\par 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f1\lang2057 \hich\af1\dbch\af0\loch\f1 42\tab}}\pard \qj\fi-360\li360\widctlpar\jclisttab\tx360\aspalpha\aspnum\faauto\ls57\adjustright\rin0\lin360\itap0 {\b\f1 Attraction and retention premia (market supplements)
\par }\pard \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\b\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Appendix E of the Framework Ag
reement sets out clear guidelines for the use of such premia, and advises that institutions should develop appropriate polices and procedures in partnership with their trade unions. Any such policies must be subject to impact assessment.  These should the
n be regularly reviewed and monitored for any potential discrimination.
\par }\pard\plain \s18\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 43. \tab In some circumstances \ldblquote market forces\rdblquote 
 can provide a defence to an equal pay claim, but the scope for using market forces as a basis for explaining the difference in pay between a m
an and a woman doing equal work is limited. An employer cannot rely on the fact that the market rate suggests that certain jobs usually done by women are paid at less than jobs usually done by men, because that market rate may itself be based on discrimin
a
tory assumptions. Moreover, to provide a complete defence against an equal pay claim, market forces must account for all the difference in pay, and not just a part of it. If not, the courts will determine what proportion of the difference is accounted for
 by market factors.
\par 44\tab In many circumstances, upholding a market forces defence will serve to undermine the principle of equal pay, because it tends to perpetuate the discrimination inherent in the labour market. AUT and NATFHE are generally wary of the bel
ief of university employers that market supplements are an alternative to improving basic pay. Great care must be exercised to avoid them being used to bump up pay in primarily male departments such as the sciences or engineering 
at the expense of primarily female departments such as education, health or languages.
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 45}{\b\f1 \tab Starting salaries
\par }{\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 One common factor which contributes to the pay gap is the salary paid to individuals on appointment or promotion. Any differentials can lead to institutions either importing
 pay inequity from the wider labour market and/or compounding pay inequity on promotion.
\par }\pard\plain \s18\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 46\tab 
A properly conducted equal pay audit will identify if there is a problem in your institution by looking at the amount paid on recruitment, on change of job, and on 
promotion, to men and women, people from different ethnic groups and those with a disability compared to those without, over the past year. If records show that there is a tendency for people from one group to be favoured over another, then the institutio
n must address this through their action plan and monitoring programme.
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 47}{\b\f1 \tab Training opportunities
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Many women, BME members and disabled members especially those currently on local pay grades or rates of pay, often report being denied training and developmen
t opportunities, which in turn affects their career progression and rates of pay. The Framework Agreements states that suitable training and development opportunities must be made available for }{\f1\ul all}{\f1  staff.
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 48\tab The areas highlighted above all show the poten
tial for progressing on equality through the implementation of the Framework Agreement.  However, this progress will only be made if trade unionists organise, negotiate and campaign on the issues of equal pay.  HEIs have been reluctant to take up the issu
es of equal pay and therefore trade unionists need to put the issue on the agenda.  Simply put, this means equality must be taken into local negotiations on the implementation of the Framework Agreement. 
\par }\pard\plain \s18\qc\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 \page }{\b\f1\fs72 
\par }\pard \s18\qc\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1\fs72 Section II
\par }\pard \s18\qc\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1\fs72 
\par }\pard \s18\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1\fs72 CLOSING THE PAY GAPS}{\f1 \page }{\b\f1\fs28 i)\tab CLOSING THE PAY GAPS}{\f1 
\par 49\tab Closing the gender and other equality pay gaps requires taking action to tackle their root causes.  As well working to prevent discriminatory behaviour through training interventions, awareness raising and self organisation by those groups affect
ed by discrimination, there are also several specific mechanisms that can be used to close discriminatory pay gaps.This section of the toolkit will examine in detail 
what AUT and NATFHE regard as two of the most powerful and significant tools - equal pay reviews and impact assessments.  
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 First though, it is useful to be aware of equalities legislation and how it can be used to close pay gaps and challenge inequality
\par }\pard\plain \s6\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel5\adjustright\rin0\lin0\itap0 \b\f1\lang2057\cgrid {\fs28 \tab 
\par \page ii) Equalities Legislation
\par }\pard\plain \fi-360\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\b\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 50}{\b\f1 \tab }{\f1 Equalities legislation can be a powerful tool in tackling 
unequal pay .  There are several pieces of legislation that are particularly relevant to the implementation of the Framework Agreement and the eradication of pay discrimination.
\par 
\par 51\tab But legislation alone will not change embedded patterns of discrimination.
  We believe that in order to ensure that employers comply with the law, collective action is required. One reason for the slow progress on equality in higher education is that employees and unions have placed too much reliance on resolving issues through
 legal means. It should be remembered that the law provides only minimal protection for workers and obtaining redress through the courts is a lengthy and difficult task. 
\par 
\par 52\tab Compliance can be achieved if trade unions make equality central to their local an
d national agenda, ensuring that every agreement is equality proofed and every opportunity is taken to mobilise support for equality campaigns. Test cases and individual claims are important, but as trade unions we believe that the collective influence of
 thousands of members can and must be brought to bear in order to  change institutional behaviour.   
\par }\pard \fi-360\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 53}{\b\f1 \tab Equal Pay Act (1970)
\par }\pard\plain \s30\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {Paying men and women differently for work of equal value has been illegal now for 35 years through the Equal Pay Act 1970.  This p
rohibits discrimination in pay and benefits on the grounds of gender and gives an individual a right to the same contractual pay and benefits as a person of the opposite gender in the same employment, where the man and the woman are doing:
\par }\pard\plain \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 \lang2057\cgrid {\f1 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \s20\qj\fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls1\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\fs24 Like work; or
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls1\adjustright\rin0\lin720\itap0 {\fs24 W
ork rated as equivalent under an analytical job evaluation study; or
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Work that is proved to be of equal value
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par }\pard\plain \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 Any differences in pay or benefits must be shown to be for a genuine reason other than one related to gender.
\par }\pard \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par }\pard\plain \s30\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {54\tab The Equal Pay Act has failed to
 make a substantial impact on the gender pay gap due to its woefully weak nature. Crucially, it does not insist on compulsory equal pay reviews. The AUT and NATFHE are working with other Trade Unions and the TUC to push for the law to be changed in this a
rea and for mandatory equal pay reviews to be enforced on employers. Nevertheless the threat of equal pay claims can be a potent one as recent high profile successes in the NHS and the civil service have shown.
\par }\pard\plain \qj\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 
\par }\pard \qj\widctlpar\tx360\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 55}{\b\f1 \tab \tab The \ldblquote Positive Duty\rdblquote  legislation
\par }\pard\plain \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\fs24 More rece
ntly, much stronger pieces of equality legislation have emerged that can be used in the area of equal pay. Underpinning much of the new legislation is the concept of introducing a \ldblquote positive duty\rdblquote 
 on public sector employers which means that }{\b\fs24 pro-active steps must now be taken to tackle discrimination in Higher Education Institutions. 
\par }\pard\plain \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 \tab 
\par }\pard\plain \s20\qj\fi-360\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 \f1\fs22\lang2057\cgrid {\fs24 56}{\b\fs24 \tab \tab Race Relations (Amendment) Act 2000
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 The Race Relations (Amendment) Act 2000 (RR(A)A) has transformed the way public sector organisations \endash  including HEIs \endash  have to act on 
race equality.  The Act has direct implications for the implementation of the Framework Agreement}{\fs24\cf1 
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 \tab 
The RR(A)A came out of the Stephen Lawrence Inquiry into the murder of black teenager Stephen Lawrence.  The inquiry was a damning account of institutional 
racism in the police force and as such the Act contains several provisions which are intended to tackle \ldblquote institutional racism\rdblquote  and challenge policies and practices that may be indirectly discriminatory.
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par 
\par }\pard\plain \s31\qj\fi-360\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 \f1\lang2057\cgrid {57 \tab \tab The Act places HEIs under a general duty to promote race equality.  This duty \tab 
states that universities and colleges must take steps to:
\par }\pard \s31\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \qj\fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls8\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 Eliminate unlawful discrimination
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Promote equality of opportunity and 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Promote good race relations between persons of different racial groups
\par }\pard\plain \s34\qj\sl180\slmult0\widctlpar\faauto\rin0\lin0\itap0 \f271\lang1033\cgrid {\f1\cf1 
\par }\pard \s34\qj\fi-360\li360\sl180\slmult0\widctlpar\faauto\rin0\lin360\itap0 {\f1\cf1 \tab \tab In addition to this, institutions have to implement certain }{\b\f1\cf1 specific duties }{\f1\cf1 which help\tab  meet the general duty. These are: 
\par {\listtext\pard\plain\s34 \f3\cf1 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s34\qj\fi-360\li720\sl180\slmult0\widctlpar\jclisttab\tx720\faauto\ls9\rin0\lin720\itap0 {\f1\cf1 Having a race equality policy 
\par {\listtext\pard\plain\s34 \f3\cf1 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Monitoring for race equality
\par {\listtext\pard\plain\s34 \f3\cf1 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Assessing the impact of all their policies and practices for their impact on racial groups
\par {\listtext\pard\plain\s34 \f3\cf1 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Publishing the results of all their work on race equality. 
\par }\pard \s34\qj\sl180\slmult0\widctlpar\faauto\rin0\lin0\itap0 {\f1\cf1 
\par }\pard\plain \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 58\tab }{\b\f1 Compliance}{\f1 
\par }\pard\plain \s34\qj\li720\sl180\slmult0\widctlpar\faauto\rin0\lin720\itap0 \f271\lang1033\cgrid {\f1\cf1 
If an institution fails to implement any of the specific duties or is in breach of the general duty it is failing to comply with the law.  In these circumstances legal steps can be t
aken against an institution by the Commission for Racial Equality (CRE) which was given enforcement powers under the RR(A)A to ensure public sector institutions deliver on these issues.   
\par }\pard\plain \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par \tab 
\par 
\par }{\b\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\brdrt\brdrhair\brdrw10\brsp20 \brdrl\brdrhair\brdrw10\brsp80 \brdrb\brdrhair\brdrw10\brsp20 \brdrr\brdrhair\brdrw10\brsp80 \aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 Case Study \endash 
 CRE investigations into RRAA compliance
\par \tab 
\par }{\fs24 \tab A large metropolitan university has one of the most diverse student populations and staff workforces in the country
. It had imposed a PRP scheme on staff following a major dispute in 1999. When NATFHE sought the outcomes of the PRP scheme (called PADAS) during i
ts 16 month dispute, the data showed a pattern of apparent discrimination in which white staff were twice as likely as ethnic minority staff to receive the top award. The University planned to introduce changes to the scheme, so NATFHE requested a copy of
 the race impact assessment that should have been carried out on any such proposal, especially bearing in mind th evidence of apparent discrimination.
\par 
\par \tab The University was unable to provide a copy of the assessment. Indeed it was unable to provide copies of
 any of the race impact assessments requested. It conceded at a hearing of the central arbitration council in May 2005 that it conducted such impact assessments \ldblquote in their heads\rdblquote 
 and that there was no written record. As a result of course, there was no mean
s of checking progress or accounting to the Board of Governors on the implementation of their duties under the Act. These shortcomings led to an extended CRE investigation to the embarrassment of the Institution
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 59\tab}}\pard \s20\qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls58\adjustright\rin0\lin720\itap0 {\fs24 The positive duties that come under the RR(
A)A are shortly also going to be introduced in the areas of Disability through the Disability Discrimination Bill 2004 and Gender though the Equality Bill 2005.  This means that the duties to impact assess, monitor and have policies in place will soon be 
applicable in these areas too. 
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 This is highly significant as it means that HEIs will soon be forced to carry out reviews of pay policies in all three equality areas.
\par }\pard\plain \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\b\f1 \page }{\b\f1\fs28 iii) EQUAL PAY REVIEWS
\par }{\f1 60\tab Equal Pay Reviews (EPRs) are a way of determining whether there are pay gaps on the basis of a qualifying characteristic such as gender, race or disability.  They involve analysing in detail the nature of any inequalities found and 
identifying the causes of any pay gaps.  Crucially, an equal pay review then determines what action is required to deal with any inequalities and devises steps to deal with them.
\par {\listtext\pard\plain\s18 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 61\tab}}\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls59\adjustright\rin0\lin720\itap0 {\f1 Th
e HE sector has been aware of the importance of conducting equal pay reviews for a long time and is ahead of many other areas of the public sector through having
 already produced nationally agreed guidance between employers and trade unions on this issue.  In 2002, the Joint Negotiating Committee for Higher Education Staff (JNCHES) produced guidance, which recommended that all HEIs conduct equal pay reviews.

\par }\pard\plain \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\fs24 62\tab The agreement reached within the HE sector is groundbreaking in two respects; firstly as HE 
is the only area of the public sector to produce joint trade union and employer guidance on Equal Pay Reviews, and secondly as the JNCHES guidance obliges employers to analyse pay gaps on the basis of gender, racial origin, disability 
and contractual status. 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 \tab The guidance is endorsed by the Universities and Colleges Employers Association (UCEA) who \lquote recommend\rquote 
 that all their subscribers conduct an Equal Pay Review in accordance with the JNCHES document. The document is not binding on HE employers; however this is the approach to delivering equal pay for work of equal value recommended by the employers\rquote 
 association and the HE trade unions. 
\par }\pard\plain \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 63\tab Unfortunately, three years on from this guidance being produced, HEIs\rquote 
 progress on tackling pay discrimination has been shockingly poor.   The majority of HEIs have not conducted Equal Pay Reviews or taken any action to eradicate unequal pay.  Of those that have taken some steps on the issue, most have not been meaningful,
 or in line with JNCHES guidance.
\par 64\tab The role of AUT and NATFHE activists and campaigners is to ensure that HEIs comply with the JNCHES guidance and take action to eradicate unequal pay.  This means conducting an Equal Pay Review and involving Trade Unions in the process.  
\par }{\b\f1 \page }{\b\f1\fs28 iv)  CONDUCTING AN EQUAL PAY REVIEW
\par }\pard\plain \s20\sa200\sl-300\slmult0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\fs24 65}{\b\fs24 \tab Consultation and Partnership}{\fs24 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 The guidance states that employers should carry out Equal Pay Reviews in partnership with trade unions. This is essential if 
the review is to successfully identify and eliminate discriminatory pay gaps. The term \lquote partnership\rquote  should be taken to mean the identification of a mutual interest in conducting an EPR. 
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 66\tab}}\pard \s20\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls43\adjustright\rin0\lin720\itap0 {\fs24 Employers therefore need to work with their local trade unions 
to agree on 
\par }\pard \s20\fi360\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s20\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls33\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 the remit for the review, 
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s20\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls33\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 the timetable for implementation and allowing
 time for negotiation over the necessary remedial actions required to address discriminatory pay gaps. 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par In accordance with Section 181 of the Trade Unions and Labour Relatio
ns (Consolidated) Act 1992, HE employers must disclose information to local branches to enable the union to carry out collective bargaining. As UCEA recommend a partnership approach to EPR, it is to be hoped that employers will not attempt to exclude trad
e unions from the process. In the event that any employer refuses to conduct the Review in partnership with local trade unions, the local branch or association should contact their Regional Office. A pro forma letter to be used in seeking such informa
tion is available with the Putting equality in the Frame campaign materials at }{\field{\*\fldinst { HYPERLINK "http://}{\fs24 www.aut.org.uk/equalpaycampaign}{" }{{\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b0200000017000000200000007700770077002e006100750074002e006f00720067002e0075006b002f0065007100750061006c00700061007900630061006d0070006100690067006e000000e0c9ea79f9bace118c8200aa004ba90b4e00000068007400740070003a002f002f00
7700770077002e006100750074002e006f00720067002e0075006b002f0065007100750061006c00700061007900630061006d0070006100690067006e000000}}}{\fldrslt {\cs15\ul\cf2 www.aut.org.uk/equalpaycampaign}}}{\fs24  
\par }\pard\plain \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 67\tab }{\b\f1 A three staged approach
\par }\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1 \tab }{\f1 The guidance sets out a method for conducting EPRs which is broken down into 3 specific stages
\par {\listtext\pard\plain\s18 \b\f1\lang2057 \hich\af1\dbch\af0\loch\f1 a.\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls56\ilvl1\adjustright\rin0\lin1440\itap0 {\b\f1 Analysis
\par {\listtext\pard\plain\s18 \b\f1\lang2057 \hich\af1\dbch\af0\loch\f1 b.\tab}Diagnosis
\par {\listtext\pard\plain\s18 \b\f1\lang2057 \hich\af1\dbch\af0\loch\f1 c.\tab}Action
\par }\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 \tab AUT research indicates that whilst some HEIs have done initial data gathering for equal pay this has predominantly only been
 undertaken in the area of gender pay thus failing to address the equally shameful disability and race pay gaps.  Furthermore in the overwhelming majority of cases no further action has been taken after statistics have been gathered.  Simply collecting 
data that show that pay disparity exists in your institution is NOT what an Equal Pay Review means.  An outline of what employers are required in each section is given below; the JNCHES guidance provides more detail on this and can be downloaded from }
{\field{\*\fldinst {\f1  HYPERLINK "http://www.aut.org.uk/equalpay" }{\f1 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b0200000017000000180000007700770077002e006100750074002e006f00720067002e0075006b002f0065007100750061006c007000610079000000e0c9ea79f9bace118c8200aa004ba90b3e00000068007400740070003a002f002f007700770077002e006100750074002e00
6f00720067002e0075006b002f0065007100750061006c007000610079000000}}}{\fldrslt {\cs15\f1\ul\cf2 www.aut.org.uk/equalpay}}}{\f1   
\par }\pard \s18\qj\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par 68}{\b\f1 \tab Analysis
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 The first stage of an EPR is gathering data for analysis.  Pay data must encompass }{\b\f1 all elements of pay}{\f1 
 and should be broken down according to gender, ethnic origin, disability status and contractual status.  This analytical stage should pull out the extent and nature of a pay gap at a given institution.
\par }\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 69\tab Employers must investigate p
ay gaps of more than 5%, furthermore, where pay gaps of less than 5% occur as a pattern, this should also be investigated. 
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Specific points that should be focused on include
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls16\adjustright\rin0\lin1440\itap0 {\f1 
Average pay for each grade
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls16\adjustright\rin0\lin1440\itap0 {\f1 
Average pay for each job category
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls16\adjustright\rin0\lin1440\itap0 {\f1 
Average pay for full/part time staff
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Position on incremental scale
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Contractual status
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Eligibility for market supplements
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Number of contribution points awarded broken down by gender, ethnic origin disability and contractual status
\par {\listtext\pard\plain\s18 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls16\adjustright\rin0\lin1440\itap0 {\f1 Pay gap for jobs and
 grades }{\b\f1 
\par }\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 70\tab }{\b\f1 Diagnosis
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 Once data has been analysed, certain patterns should emerge. If an institution\rquote 
s pay system is not operating in a discriminatory manner, there should be a broadly even (proportionate) distribution of employees across the grading structure regardless of gender, ethnic origin, disability status or contractual status. 
\par }\pard\plain \s36\fi-720\li720\sl-300\slmult0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {71\tab If pay gaps are apparent, this stage of an EPR is concerned with finding out why any gaps exist and how they can
 be removed.  Pay gaps should be analysed to see if they can be objectively justified and what causes them.  If they can\rquote t be justified then the diagnosis should indicate what action should be taken to remedy it.
\par }\pard\plain \s20\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 72\tab The diagnosis should include:
\par }\pard \s20\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard\plain \s36\fi-360\li3600\sl-300\slmult0\widctlpar\jclisttab\tx3600\aspalpha\aspnum\faauto\ls44\ilvl2\adjustright\rin0\lin3600\itap0 \f1\lang2057\cgrid {Pay gaps
 within grades
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Pay gaps across comparable grades
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Pay gaps between staff on different contracts (including hourly paid staff) 
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Pay gaps between staff of different gender
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Pay gaps between staff of different ethnic origin
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Pay gaps between disabled and non-disabled staff
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s36\fi-360\li3600\sl-300\slmult0\widctlpar\jclisttab\tx3600\aspalpha\aspnum\faauto\ls44\ilvl2\adjustright\rin0\lin3600\itap0 {Anomalies on appointment 
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s36\fi-360\li3600\sl-300\slmult0\widctlpar\jclisttab\tx3600\aspalpha\aspnum\faauto\ls44\ilvl2\adjustright\rin0\lin3600\itap0 {
The impact of accelerated incremental progression
\par {\listtext\pard\plain\s36 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Promotion procedures and practice
\par }\pard\plain \s18\qj\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 73}{\b\f1 \tab Action
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 This is the most crucial aspect of the EPR process.  Having identified the causes of unequal pay, action should be taken to 
deal with it.  A starting point for this is for employers to draw up an action plan on how they intend to remove any discrimination in pay structures.   This action plan should cover: 
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls34\adjustright\rin0\lin1440\itap0 {\f1 timeframes, 
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls34\adjustright\rin0\lin1440\itap0 {\f1 resource 
implications and 
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}how the actions suggested will be monitored and by whom.  
\par {\listtext\pard\plain\s18 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 74\tab}}\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls45\adjustright\rin0\lin720\itap0 {\f1 T
he actions chosen should be related to the specific problems identified.  They could include 
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls35\adjustright\rin0\lin1440\itap0 {\f1 changes in policy, 

\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}new additional policy or 
\par {\listtext\pard\plain\s18 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s18\qj\fi-360\li1440\sb100\sa100\sbauto1\saauto1\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls35\adjustright\rin0\lin1440\itap0 {\f1 
training opportunities.  
\par }\pard \s18\qj\fi-720\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 75\tab Some examples of what different institutions have done can be found below.  Branches of local associations 
should ensure that adequate consultation takes place before any action plan is implemented.
\par }\pard \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\lang1024 
{\shp{\*\shpinst\shpleft-288\shptop2689\shpright9365\shpbottom6476\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz7\shplid1038{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 655360}}{\sp{\sn WrapText}{\sv 2}}{\sp{\sn hspNext}{\sv 1038}}{\shptxt \pard\plain \s33\qj\widctlpar\faauto\rin0\lin0\itap0 \f391\cf1\lang1033\cgrid {\b\i\f1 
\par Professorial Pay
\par }\pard \s33\qj\widctlpar\faauto\rin0\lin0\itap0 {\f1 An equal pay review was conducted at the }{\b\f1 University of Leeds}{\f1 
 which amongst other things highlighted the gender pay gap in professorial pay.  In order to tackle this and promote a fair and transparent system of the awarding
 of professorial pay, Leeds have introduced an extension to the nationally agreed 51 point pay scale to create a professorial grade with incremental points going up to point 60
.   Furthermore in order to disseminate the information on unequal pay and to en
gage union members and other staff with the issue, the local LA held a half day equal pay seminar.  National speakers were invited to this and it was an opportunity for the LA to discuss the problems of unequal pay and how to tackle it at a local level.

\par 
\par 
\par 
\par 
\par 
\par 
\par }\pard \s33\qj\widctlpar\faauto\s33\qj\widctlpar\faauto\pnrauth1\pnrdate-2036849356\pnrnot1\rin0\lin0\itap0 {\f1 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8199\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s33\qj\widctlpar\faauto\rin0\lin0\itap0 \f391\cf1\lang1033\cgrid {\b\i\f1 
\par }\pard \s33\qj\widctlpar\faauto\rin0\lin0\itap0 {\b\i\f1 Professorial Pay
\par }\pard \s33\qj\widctlpar\faauto\rin0\lin0\itap0 {\f1 An equal pay review was conducted at the }{\b\f1 University of Leeds}{\f1 
 which amongst other things highlighted the gender pay gap in professorial pay.  In order to tackle this and promote a fair and transparent system of the awarding
 of professorial pay, Leeds have introduced an extension to the nationally agreed 51 point pay scale to create a professorial grade with incremental points going up to point 60
.   Furthermore in order to disseminate the information on unequal pay and to en
gage union members and other staff with the issue, the local LA held a half day equal pay seminar.  National speakers were invited to this and it was an opportunity for the LA to discuss the problems of unequal pay and how to tackle it at a local level.

\par 
\par 
\par 
\par 
\par 
\par 
\par }\pard \s33\qj\widctlpar\faauto\s33\qj\widctlpar\faauto\pnrauth1\pnrdate-2036849356\pnrnot1\rin0\lin0\itap0 {\f1 
\par }}\dpx-288\dpy2689\dpxsize9653\dpysize3787\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}
{\shp{\*\shpinst\shpleft-180\shptop12\shpright9473\shpbottom2663\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz22\shplid1060{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
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Identifying the causes of unequal pay
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 At the }{\b\f1 University of Sheffield}{\f1 
 an equal pay audit was carried out in 2003 alongside ongoing work on job evaluation and pay restructuring.  Data was collected across for gender, race and disability an
d pay gaps were found in each area.  The biggest contribution to the pay gaps for gender and race was found to be the under-representation of wpmen and BME employees in the highest paid job categories and their over-representation of them
 in the lowest paid categories. 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8214\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s2\qj\keepn\widctlpar\tx990\aspalpha\aspnum\faauto\outlinelevel1\adjustright\rin0\lin0\itap0 \b\lang2057\cgrid {\f1 Identifying the causes of unequal pay
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 At the }{\b\f1 University of Sheffield}{\f1 
 an equal pay audit was carried out in 2003 alongside ongoing work on job evaluation and pay restructuring.  Data was collected across for gender, race and disability an
d pay gaps were found in each area.  The biggest contribution to the pay gaps for gender and race was found to be the under-representation of wpmen and BME employees in the highest paid job categories and their over-representation of them
 in the lowest paid categories. 
\par }}\dpx-180\dpy12\dpxsize9653\dpysize2651\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 
\par }\pard\plain \s33\qj\widctlpar\faauto\rin0\lin0\itap0 \f391\cf1\lang1033\cgrid {\f1 
\par 
\par }\pard\plain \s18\qj\li720\sb100\sa100\sbauto1\saauto1\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 
\par }\pard\plain \s2\qj\keepn\widctlpar\tx990\aspalpha\aspnum\faauto\outlinelevel1\adjustright\rin0\lin0\itap0 \b\lang2057\cgrid {\lang1024 
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\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 Loughborough University 
has engaged its campus unions with the work it has undertaken on gender pay, communicating and consulting with them throughout its pilot equal pay review.  The pilot raised evidence of unequal pay and a diagnosis of the causes of the pay gap led to work b
eing initiated on tackling discrimination in starting salaries.  Policy and guidelines were developed on the awarding of starting salaries which included recommendations such as:
\par 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \s20\fi-360\li720\sa120\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls17\adjustright\rin0\lin720\itap0 {\fs24 
basing starting salaries on knowledge and understanding not the number of years previous experience
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}recording how a decision on starting salary is made and how this is consistent and
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \s20\fi-360\li720\sa120\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls17\adjustright\rin0\lin720\itap0 {\fs24 
advice for ensuring non discriminatory salaries for those returning to work after a career break }{
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8198\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\b\i\fs24 Starting salaries
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 Loughborough University 
has engaged its campus unions with the work it has undertaken on gender pay, communicating and consulting with them throughout its pilot equal pay review.  The pilot raised evidence of unequal pay and a diagnosis of the causes of the pay gap led to work b
eing initiated on tackling discrimination in starting salaries.  Policy and guidelines were developed on the awarding of starting salaries which included recommendations such as:
\par 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \s20\fi-360\li720\sa120\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls17\adjustright\rin0\lin720\itap0 {\fs24 
basing starting salaries on knowledge and understanding not the number of years previous experience
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}recording how a decision on starting salary is made and how this is consistent and
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 {\uc1\u-3913\'b7}\tab}}\pard \s20\fi-360\li720\sa120\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls17\adjustright\rin0\lin720\itap0 {\fs24 
advice for ensuring non discriminatory salaries for those returning to work after a career break }{
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\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\lang1024 {\shp{\*\shpinst\shpleft180\shptop233\shpright9833\shpbottom2876\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz24\shplid1062
{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}{\sp{\sn lTxid}{\sv 1638400}}{\sp{\sn WrapText}{\sv 2}}{\sp{\sn hspNext}{\sv 1062}}{\sp{\sn fFitShapeToText}{\sv 1}}{\shptxt \pard\plain \s33\qj\widctlpar\faauto\rin0\lin0\itap0 
\f391\cf1\lang1033\cgrid {\b\i\f1 From porter to professor
\par }\pard \s33\qj\widctlpar\faauto\rin0\lin0\itap0 {\f1 In implementing the Framework Agreement at the }{\b\f1 University of Gloucestershire}{\f1  unions and management agreed to extend the single pay spine to 75 points with a maximum salary of \uc1\u163\'a3
94,110. This allows for 6 additional senior academic and managerial grades to be included within local collective bargaining and equal pay arrangements.  The pay system genuinely covers staff from \lquote porter to professor\rquote 
. Regular equal pay reviews are carried out facilitating scrutiny of progression arrangements and other potentially discriminatory factors for professorial and other senior staff
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8216\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s33\qj\widctlpar\faauto\rin0\lin0\itap0 \f391\cf1\lang1033\cgrid {\b\i\f1 From porter to professor
\par }\pard \s33\qj\widctlpar\faauto\rin0\lin0\itap0 {\f1 In implementing the Framework Agreement at the }{\b\f1 University of Gloucestershire}{\f1  unions and management agreed to extend the single pay spine to 75 points with a maximum salary of \uc1\u163\'a3
94,110. This allows for 6 additional senior academic and managerial grades to be included within local collective bargaining and equal pay arrangements.  The pay system genuinely covers staff from \lquote porter to professor\rquote 
. Regular equal pay reviews are carried out facilitating scrutiny of progression arrangements and other potentially discriminatory factors for professorial and other senior staff
\par }}\dpx180\dpy233\dpxsize9653\dpysize2643\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\f1 
\par }{\f1\cf1 
\par 
\par {\listtext\pard\plain\f1\cf1\lang2057 \hich\af1\dbch\af0\loch\f1 76\tab}}\pard \fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls60\adjustright\rin0\lin720\itap0 {\f1\cf1 T
he importance of carrying out Equal Pay Reviews cannot be overstated.  They are the }{\b\f1\cf1 only}{\f1\cf1  way to ensure that unequal pay is revealed and action is taken to deal with it.  Whilst they will take resources in terms of money and time,
 current and future legislative requirements may soon mean they become a legal obligation.
\par }\pard \li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1\cf1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1\fs28 \page }{\b\f1\fs28 v) IMPACT ASSESSMENT
\par }\pard\plain \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par }\pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b\ul 
\par }\pard \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {77\tab One of the strongest measures in the Race Relations (Amendment) Act is the duty to conduct impact assessments.  This is a particularly important mechanism
 to utilise when addressing unequal pay.
\par }\pard \s35\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {
\par }\pard \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\tab Impact Assessment is a straight forward process that acts as a form of risk assessment.  It is complementary to an Equal Pay Review as 
many of the tools and processes involved in both are the same.  In a similar way to the need for pressure to be put on employers to conduct Equal Pay Reviews, Trade Unions also need to ensur
e that the impact assessment process occurs and that it occurs in the right way.  Impact Assessment is not just a paper exercise, it requires in depth and detailed processes of consultation and review.  The steps are outlined below and form the model that
 HEIs should be following.
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b What is an impact assessment?
\par }\pard \s35\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b 
\par }\pard \s35\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\lang1024 {\shp{\*\shpinst\shpleft360\shptop720\shpright9360\shpbottom2284\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz2\shplid1030
{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}{\sp{\sn lTxid}{\sv 262144}}{\sp{\sn hspNext}{\sv 1030}}{\shptxt \pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b 
A policy is any decision, principle, plan or set of procedures that determines how an institution functions.  It does not have to be written down or formalised and can be a long standing or new type of institutional practice.
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8194\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b 
A policy is any decision, principle, plan or set of procedures that determines how an institution functions.  It does not have to be written down or formalised and can be a long standing or new type of institutional practice.
\par }}\dpx360\dpy720\dpxsize9000\dpysize1564\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}
{\shp{\*\shpinst\shpleft0\shptop-180\shpright9653\shpbottom531\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz0\shplid1028{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 131072}}{\sp{\sn WrapText}{\sv 2}}{\sp{\sn hspNext}{\sv 1028}}{\sp{\sn fFitShapeToText}{\sv 1}}{\shptxt \pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b 
An impact assessment is the analysis of a policy, practice or criterion to see if it has a positive or negative impact on a particular group of people
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8192\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b An impact assessment is 
the analysis of a policy, practice or criterion to see if it has a positive or negative impact on a particular group of people
\par }}\dpx0\dpy-180\dpxsize9653\dpysize711\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{
\par }\pard \s35\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\tab 
\par }\pard \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {78\tab 
Impact assessment is not an end in itself - it is a way of checking against institutional discrimination.  This means discrimination that is embedded in the procedures and policies of an org
anisation.  Whilst the process can seem daunting at first, it is only through a thorough analysis of policies that indirect, institutional discrimination can be exposed and dealt with.
\par }\pard \s35\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {
\par }\pard \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\tab It is a legal requirement that all new and existing policies that are likely to have an equality dimension are impact assessed.  
This means that HEIs that are not carrying out impact assessments are not complying with the law.  
\par 
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {
\par }\pard \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\lang1024 {\shp{\*\shpinst\shpleft0\shptop1104\shpright10260\shpbottom5343\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz1\shplid1029
{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}{\sp{\sn lTxid}{\sv 196608}}{\sp{\sn hspNext}{\sv 1029}}{\shptxt \pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b E
xample of an impact assessment
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b  
\par A HEI conducted an impact assessment of its practice of awarding discretionary points.  It gathered data on the awarding of points over the last 5 years and broke it down by ethnicity; it also undertook a staff survey on the issue.  The results
 indicated that BME members of staff were less likely to be awarded discretionary points than their white counterparts thus BME members could be seen to suffer a negative impact from this policy.  The HEI then tried to ascertain the reasons for this
 negative impact occurring and decided that in order to reduce the negative impact it would introduce a policy which outlined a clear and transparent process with appropriate criteria for the awarding of discretionary points.
\par The HEI consulted on its proposed changes with BME groups and campus unions and then wrote up a report of its process and published it.
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8193\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\b Example of an impact assessment
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b  
\par A HEI conducted an impact assessment of its practice of awarding discretionary points.  It gathered data on the awarding of points over the last 5 years and broke it down by ethnicity; it also undertook a staff survey on the issue.  The results
 indicated that BME members of staff were less likely to be awarded discretionary points than their white counterparts thus BME members could be seen to suffer a negative impact from this policy.  The HEI then tried to ascertain the reasons for this
 negative impact occurring and decided that in order to reduce the negative impact it would introduce a policy which outlined a clear and transparent process with appropriate criteria for the awarding of discretionary points.
\par The HEI consulted on its proposed changes with BME groups and campus unions and then wrote up a report of its process and published it.
\par }}\dpx0\dpy1104\dpxsize10260\dpysize4239\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{79\tab 
The impact assessment process involves gathering information to see if a policy has any direct or indirect discriminatory elements to it, consulting relevant stakeholders and then adapting the policies if necessary.
\par }\pard \s35\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {
\par 
\par }\pard\plain \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1 \tab 
\par 80\tab Impact Assessment and the Framework Agreement
\par }\pard\plain \s35\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\tab Impact Assessments are particularly important in the areas of recruitment, 
retention, progression and pay and therefore are directly relevant to the current process of pay modernisation.}{\b  }{
HR departments should have mechanisms in place for carrying out impact assessments and consultation with campus unions should have already taken in place in HEIs.  The statutory Codes of P
ractice that accompany the legislation clearly state that claiming lack of resources cannot be used as an excuse for not carrying out impact assessments.  These can be ordered and downloaded from }{\field{\*\fldinst { HYPERLINK "http://www.cre.gov.uk" }{
{\*\datafield 
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}{\fldrslt {\cs15\ul\cf2 www.cre.gov.uk}}}{ 
\par }\pard\plain \qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\f1 
\par }\pard\plain \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs28 \page vi)\tab CONDUCTING AN IMPACT ASSESSMENT
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 \tab 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 81\tab The impact assessment process can be split into two stages.  Whilst this toolkit is primarily concerned with conducting impact a
ssessments with regards to the Framework Agreement it is useful to see how impact assessment fits into general institutional systems of review.  The main steps HEIs are obliged to take are outlined below 
based on guidance from the Commission for Racial Equality, the Equality Challenge Unit and the Higher Education Funding Council for England.  Branches and local associations should be ensuring that these steps are followed and that they are consulted at 
the appropriate points.
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 \tab 
\par }{\fs24 82}{\b\fs24 \tab Stage One 
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 Initially, all institutional policies and practices should be mapped out in order to determine each policy\rquote s race equality relevance i.e. how much of
 an impact it is likely to have on racial equality.  Those policies that are deemed most \ldblquote equality relevant\rdblquote  are prioritised for the impact assessment process. The CRE recommends rating policies
 as being of a High, Medium and Low priority
\par 
\par {\listtext\pard\plain\s20 \f1\fs22\lang1024 \hich\af1\dbch\af0\loch\f1 84\tab}}\pard \s20\qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls46\adjustright\rin0\lin720\itap0 {\lang1024 
{\shp{\*\shpinst\shpleft0\shptop0\shpright9653\shpbottom1539\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz8\shplid1039{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 720896}}{\sp{\sn WrapText}{\sv 2}}{\sp{\sn hspNext}{\sv 1039}}{\sp{\sn fFitShapeToText}{\sv 1}}{\shptxt \pard\plain \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 Example

\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 A
 promotions policy is more likely to have an impact on racial equality than a procurement policy for computer equipment and therefore the promotions policy should be given a higher priority in terms of a race impact assessment.}{\b 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8200\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 Example
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 A
 promotions policy is more likely to have an impact on racial equality than a procurement policy for computer equipment and therefore the promotions policy should be given a higher priority in terms of a race impact assessment.}{\b 
\par }}\dpx0\dpy0\dpxsize9653\dpysize1539\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\b\fs24 AUT and NATFHE believe that the framework agreement has clear 
equality implications and therefore a high priority needs to be given to impact assessing aspects of its implementation.
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\b\fs24 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 In particular race impact assessments should be conducted of:
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s20\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls47\adjustright\rin0\lin1440\itap0 {\fs24 
The likely impact of any proposed contribution points scheme
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}The likely impact of the proposed approach to job evaluation
\par }\pard \s20\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 85\tab Stage Two}{\fs24  
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 Having prioritised policies into the order in which they will be tackled, the next step is to choose an individual policy and assess it in detail.  
This can be done in 7 steps and HEIs need to do the following 7 steps:
\par 
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 1.\tab}}\pard \s20\fi-360\li2520\widctlpar\jclisttab\tx2520\aspalpha\aspnum\faauto\ls13\adjustright\rin0\lin2520\itap0 {\b\fs24 Identify the aims of a policy
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 2.\tab}}\pard \s20\fi-360\li2520\widctlpar\jclisttab\tx2520\aspalpha\aspnum\faauto\ls13\adjustright\rin0\lin2520\itap0 {\b\fs24 Collect necessary data
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 3.\tab}}\pard \s20\fi-360\li2520\widctlpar\jclisttab\tx2520\aspalpha\aspnum\faauto\ls13\adjustright\rin0\lin2520\itap0 {\b\fs24 Assess the impact of the policy
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 4.\tab}Consider alternatives to the policy
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 5.\tab}Consult on changes to the policy
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 6.\tab}Publish results of impact assessment
\par {\listtext\pard\plain\s20 \b\f0\lang2057 \hich\af0\dbch\af0\loch\f0 7.\tab}Monitor and review the policy
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 \tab 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 86\tab}}\pard \s20\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls48\adjustright\rin0\lin720\itap0 {\b\fs24 1. Identify the aims of a policy
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 In order to impact assess a policy it is necessary to determine the policy\rquote s aims. This 
is important so that the overarching purpose of a policy is not lost in the impact assessment process.  Questions that can help identify the aims of a policy include: who is affected by the policy? Who is responsible for implementing the policy? In
 what context does the policy operate? And what is the intended outcome of the policy?}{\b\fs24 
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\b\fs24 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 87\tab }{\b\fs24 2. Collect necessary data
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 The next stage of the process is to gather all the data and information needed to analyse a policy.  This can be statistics from the institution, 
staff surveys, national or local data, benchmarking data and qualitative or quantitative research.  Institutions should be prepared to commission more research if
 necessary and consult with relevant groups such as BME staff.  The purpose of this stage is to collect all the evidence in order to assess any negative or positive impacts of a policy.
\par }{\b\fs24 
\par }{\lang1024 {\shp{\*\shpinst\shpleft1080\shptop252\shpright8820\shpbottom3396\shpfhdr0\shpbxcolumn\shpbypara\shpwr2\shpwrk0\shpfblwtxt0\shpz3\shplid1031{\sp{\sn shapeType}{\sv 202}}{\sp{\sn fFlipH}{\sv 0}}{\sp{\sn fFlipV}{\sv 0}}
{\sp{\sn lTxid}{\sv 327680}}{\sp{\sn hspNext}{\sv 1031}}{\shptxt \pard\plain \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 
\par Example
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\b\fs24 
If an institution was carrying out a race impact assessment on the awarding of professorial pay, some examples of the kind of data that would need to be gathered would include 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}}\pard \s20\fi-360\li1500\widctlpar\jclisttab\tx1500\aspalpha\aspnum\faauto\ls14\adjustright\rin0\lin1500\itap0 {\b\fs24 a breakdown of professorial pay by ethnicity
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}some national benchmark figures and trends }{\b 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}}\pard \s20\fi-360\li1500\widctlpar\jclisttab\tx1500\aspalpha\aspnum\faauto\ls14\adjustright\rin0\lin1500\itap0 {\b\fs24 
consultation with BME staff on their perceptions of professorial pay.}{\b 
\par }\pard \s20\li1140\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1140\itap0 {\b\revised\revauth1\revdttm-2036849331 
\par }}}{\shprslt{\*\do\dobxcolumn\dobypara\dodhgt8195\dptxbx\dptxlrtb{\dptxbxtext\pard\plain \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 
\par Example
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\b\fs24 
If an institution was carrying out a race impact assessment on the awarding of professorial pay, some examples of the kind of data that would need to be gathered would include 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}}\pard \s20\fi-360\li1500\widctlpar\jclisttab\tx1500\aspalpha\aspnum\faauto\ls14\adjustright\rin0\lin1500\itap0 {\b\fs24 a breakdown of professorial pay by ethnicity
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}some national benchmark figures and trends }{\b 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 -\tab}}\pard \s20\fi-360\li1500\widctlpar\jclisttab\tx1500\aspalpha\aspnum\faauto\ls14\adjustright\rin0\lin1500\itap0 {\b\fs24 
consultation with BME staff on their perceptions of professorial pay.}{\b 
\par }\pard \s20\li1140\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1140\itap0 {\b\revised\revauth1\revdttm-2036849331 
\par }}\dpx1080\dpy252\dpxsize7740\dpysize3144\dpfillfgcr255\dpfillfgcg255\dpfillfgcb255\dpfillbgcr255\dpfillbgcg255\dpfillbgcb255\dpfillpat1\dplinew15\dplinecor0\dplinecog0\dplinecob0}}}}{\b\fs24 
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 
\par 
\par 
\par 
\par 
\par }\pard \s20\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 
\par 
\par 
\par 
\par 
\par 
\par 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 88\tab}}\pard \s20\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls49\adjustright\rin0\lin720\itap0 {\b\fs24 3. Assess the impact of the policy
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 Having gathered all the data and research it is then necessary to analyse the impact of the policy.  This is the main part of the impact assessment process;
 quite simply it means working out if the policy affects people of certain racial backgrounds differently.
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 
\par }\pard \s20\fi-1080\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 89\tab This is done through looking at the data that has been collected and seeing if any disparities are thrown up 
between racial groups.  If no disparities are found then this is the end of the impact assessment process for this particular policy, a report should be written, the results published and a timeframe should be set for the policy to be reviewed at so
me point in the future (see steps 6 & 7 below)
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 
\par }\pard \s20\fi-1080\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 90\tab If disparities }{\i\fs24 are}{\fs24  found and these indicate a negative impact against a particular racial group, 
then the process continues and it needs to be ascertained whether the negative impact is justified i.e. it occurs because of a particular justifiable characteristic.  If there is no justification for the negative impact on people from certain
 racial groups than steps must be taken to adapt the policy or make amendments to related policies.  At this point the institution should be aware that failure to do so means it may be committing indirect discrimination or indeed direct discrimination.

\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\fi-720\li720\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 91\tab 4. \tab Consider alternatives\tab 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 If negative impact is found against a particular racial group, HEIs are under an obligation to take steps to remove this. 
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 
\par }\pard \s20\fi-1080\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 92\tab This means looking at the original aims of a policy (under step 1) and finding alternative methods of meeting the same aims
.  This could involve making changes to a policy, altering the way it is implemented or introducing measures to mitigate any negative impact.
\par }\pard \s20\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 
\par }\pard \s20\fi-1080\li1080\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 93\tab Using the example above on discretionary points, if evidence of a negative impact on BME groups becomes apparent, it could be mitigated by 
introducing a policy which clarifies procedures for the awarding of points, with clear standardised criteria and justifications for awarding them along side a system for monitoring and appeals. 
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\fi-1080\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 94\tab }{\b\fs24 5. Consultation
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 When the process of analysing and adapting policies is completed a HEI then must consult on these proposed changes.  This consultation process 
should include BME members, those specifically affected by the policy and campus unions.  
\par 
\par If the consultation highlights any problems with the changes suggested, these should be taken into account and dealt with accordingly.
\par }\pard \s20\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 95}{\b\fs24 \tab 6. Publish results
\par }\pard \s20\fi-360\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 \tab Having agreed on changes to policies or mitigating alternatives,
 a report of the impact assessment process should be made available.  This report should outline the process undertaken, the results found, the consultation and any changes made.   It should be available externally and internally.
\par 
\par }\pard \s20\fi-360\li360\widctlpar\tx1080\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 96}{\b\fs24 \tab \tab 7. Monitor and review the policy
\par }\pard \s20\li1080\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin1080\itap0 {\fs24 HEIs should ensure that the policy is reviewed at regular intervals and the effects of any changes made monitored.  The CRE recommends repeating impact 
assessments every 3 years.
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 97\tab}}\pard \s20\qj\fi-720\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls50\adjustright\rin0\lin720\itap0 {\fs24 Many HEI\rquote 
s have been slow in implementing more than the most basic requirements of the RR(A)A. In most institutions NATFHE and AUT branches and local associations are unaware of these provisions of the Act or of what their employer is doing to implement the Act. 

\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par }\pard \s20\qj\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 It is essential that branches:
\par 
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \s20\qj\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls36\adjustright\rin0\lin1080\itap0 {\fs24 Ask for copies of all race impact assessments

\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Use that list to identify the obvious gaps 
\par {\listtext\pard\plain\s20 \f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}Insist that this information is set alongside pay audit and other information 
\par }\pard \s20\qj\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 \tab to provide a complete picture of equality in the University}{
\par }\pard \s20\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 \page }{\b\fs72 \tab 
\par }\pard \s20\qc\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\b\fs72 
\par 
\par Section III
\par 
\par DELIVERING ON 
\par EQUAL PAY
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\fs72 \page }{\b\fs28 i) }{\f390\fs28\cf1  }{\b\f1\fs28 DELIVERING ON EQUAL PAY
\par }{\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 98\tab AUT and NATFHE believe that equal pay is an issue that needs to be tackled collectively.  Whilst we will continue to support individual 
cases and members in their struggles for pay parity, we also believe that embedded structural inequalities can only be challenged by collective action.
\par }\pard\plain \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 99\tab The implementation of the Framework Agreement provides us with an unprecedented opportunity to final
ly end discrimination in the awarding of pay in HE.  Local associations and branches have the vital role, through negotiation, in ensuring their respective institutions carry out Equal Pay Reviews in line with JNCHES guidance and to 
conduct impact assessments as required by the RR(A)A.  This section of the toolkit outlines some campaigning and negotiating tips for delivering on Equal Pay and will cover the following
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 1.\tab}}\pard \s20\qj\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls10\adjustright\rin0\lin1080\itap0 {\fs24 The importance of communication and consultation
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 2.\tab}Tips for Negotiating on Equal Pay
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 3.\tab}}\pard \s20\qj\fi-360\li1080\widctlpar\jclisttab\tx1080\aspalpha\aspnum\faauto\ls10\adjustright\rin0\lin1080\itap0 {\fs24 Tips for Campaigning on Equal Pay
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }{\b\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 \page }{\b\fs28 ii) COMMUNCIATION AND CONSULTATION
\par 
\par }{\fs24 100\tab A crucial factor in making a campaign or negotiation credible and successful is engaging with members.  Members in an LA or branch need to know what activists are doing and how it relates to them.  This means that
 decisions that are made should be done so openly, transparently and with as much buy-in from the membership as possible.  
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 101\tab When organising around Equal Pay issues it is particularly important to get the views of and involve 
members who are more likely to face pay discrimination.  These include women, part time members, hourly paid members, fixed term members, BME members, disabled members and LGBT members.  It is vital
 that members from these groups get involved and feel ownership over any campaigning or negotiation as b}{\f390\fs24\cf1 y taking this approach you will ensure that the priorities for your campaign will be set by those who will be directly affected by it
.  Furthermore it could also enable you to maximise the opportunity to recruit new members and activists from these groups of staff and build a more diverse and active membership base.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f390\fs24\cf1 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 102\tab Taking steps to communicate and consult with members means that an LA or branch is more likely to be effective and responsive to the needs and 
interests of its members.  A variety of methods could and should be used to do this to ensure that the message gets through to people; this can include some or all of the following:
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls11\adjustright\rin0\lin1440\itap0 {\fs24 Email \endash 
 are all members on an email network and is the network regularly used with relevant information?
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls11\adjustright\rin0\lin1440\itap0 {\fs24 Meetings \endash 
 are these held at times and places where members can get to them i.e. would lunchtime meetings on campus be most suitable?
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Surveys \endash  these can be done electronically
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Leaflets \endash  leaving them in public places or electronic distribution can be an effective way of getting the word out 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Posters
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls11\adjustright\rin0\lin1440\itap0 {\fs24 Local branch or association web sites
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par The key point is to ensure that all members know what the union is doing, why it is doing it and how they can get involved.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24\lang1033 
\par }\pard\plain \qj\fi-720\li720\widctlpar\faauto\rin0\lin720\itap0 \lang2057\cgrid {\f390\cf1 103\tab As legislation and national JNCHES guidance applies to al
l staff across an institution it is recommended that a partnership approach is taken with other campus unions dependent on local priorities and bargaining arrangements.  This would make the position of the union 
stronger and have a greater chance of delivering on the issue.  This also includes working with the Students Union who may be able to offer support. 
\par 
\par }\pard\plain \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\b\fs24 \page }{\b\fs28 iii)\tab NEGOTIATING ON EQUAL PAY
\par }{\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 104\tab Negotiating on Equal Pay is crucial in order to make employers tak
e action on the issue.  In many cases employers will not disagree with unions when they say equality is a priority for them, not least because they are now aware of the legislative requirements being placed on them.  But too often they simply make stateme
nts about equality and pay lip service to the issues without taking any action.  That is why we need to take a collective approach on this issue. 
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 105\tab Perhaps the most important means of mainstreaming the equal pay campaign is to ensure it is central to the way in which the F
ramework agreement is implemented in each HEI. Unless an employer agrees to conduct an equal pay review and to impact assess the new pay structure to ensure the new arrangements are non-discriminatory local representatives should not fi
nalise the implementation agreement.  \tab 
This will require each LA and branch to explain to members that the union is prioritising equality and will not agree to the assimilation of staff to new pay structures until the employer agrees to tackle equal pay.   
\par 
\par 106\tab Vague assurances of good conduct on equality in the future are no substitute for clear, unambiguous written commitments set out in a local framework implementation agreement.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 107\tab The following are a series of steps that provide a template of what is needed for successful negotiations. U
nderpinning all of this is the need to regularly consult and communicate any progress of negotiations with your members.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard\plain \qj\li60\widctlpar\faauto\rin0\lin60\itap0 \lang2057\cgrid {\b\f1\cf1 \tab 1.\tab Agree your local negotiating priorities
\par }\pard \li780\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin780\itap0 {\f1 The key minimum priorities of this national campai
gn are to ensure that equality, and the elimination of pay discrimination, is at the heart of our negotiations over the implementation of the Framework Agreement. We believe this can be best achieved by:
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\s30 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard\plain \s30\qj\fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls21\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {
Ensuring your institution achieves full compliance with the RR(A)A in conducting impact assessments of new pay arrangements and procedures. This is a legal requirement and HEIs who fail to do this will be breaking the law.
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \qj\fi-360\li720\widctlpar\jclisttab\tx720\faauto\ls21\rin0\lin720\itap0 {\f1 Ensuring your institution carries out a regular equal pay audits in line with the J
NCHES guidance.}{\f1\cf1  As outlined in the earlier section of this toolkit, the forthcoming legal \ldblquote positive duties\rdblquote  for gender and disability will also bring in the need to impact assess all relevant policies and practices
 along similar lines to the RR(A)A. This means such reviews will soon become a legal requirement too.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 108\tab 
When your local association or branch is deciding on your negotiating priorities, you will want to take into account your own particular local circumstances, and how much progress you have al
ready made in the area of equal pay.  In order to assess how much progress your institution has made to date, you may find this checklist useful:
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 
Has your institution carried out an equal pay audit in line with the JNCHES guidance?
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 If yes, what problems 
were diagnosed, and how much progress has been made in implementing the action plan to resolve these problems?
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 
If yes, ensure you are fully involved in the monitoring of the action plan, and discuss and agree timescales for the next equal pay audit. Best 
practice would suggest that an equal pay audit should have been undertaken at the outset of negotiations on the Framework Agreement, and after new pay arrangements have been implemented to ensure that firstly any identified problems have been resolved and
, secondly to ensure that the process of introducing new pay and grading arrangements has not embedded any pay discrimination.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 
If no, the minimum requirement is for your employer to carry out an equal pay audit in line with the JNCHES guidance by the end of 2006. In order for this to be done properly, work should start now on data gathering and the diagnosis of problems.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 
Has your employer made a commitment to carry out impact assessments of all new pay and grading arrangements?
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \fi-360\li720\widctlpar\jclisttab\tx720\aspalpha\aspnum\faauto\ls20\adjustright\rin0\lin720\itap0 {\f1 If yes, ensure that you are
 fully involved at each stage of the process
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }\pard \qj\widctlpar\faauto\rin0\lin0\itap0 {\f1\cf1 109}{\b\f1\cf1 \tab 2.\tab Make sure these issues are central to pay negotiations
\par }\pard \qj\widctlpar\faauto\rin0\lin0\itap0 {\b\f1\cf1 
\par }\pard\plain \s33\qj\li720\widctlpar\faauto\rin0\lin720\itap0 \f391\cf1\lang1033\cgrid {\f1 It is crucial the Equal Pay is not seen as a separate negotiating issue but integral to the implementation of the Framework Agreement. Local negot
iators are therefore advised to ensure that the negotiating objectives identified above are pursued through your regular negotiating meetings on the Framework Agreement. You may of course want to suggest that the agenda for the next meeting is dedicated s
pecifically to equal pay and equalities issues. 
\par }\pard\plain \qj\widctlpar\faauto\rin0\lin0\itap0 \lang2057\cgrid {\b\f1\cf1 
\par }{\f1\cf1 110}{\b\f1\cf1 \tab 3.\tab Starting Negotiations: Making the case for Equal Pay
\par 
\par }\pard\plain \s33\qj\li720\widctlpar\faauto\rin0\lin720\itap0 \f391\cf1\lang1033\cgrid {\f1 There are many reasons why HEIs must act on the issue of Equal Pay, it\rquote s important that you articulate the reasons why the LA wants them to be tak
en up. A few examples of what you could use to make the broad case for Equal Pay are given below but your members will no doubt be able to come up with more reasons too.
\par }\pard\plain \qj\widctlpar\faauto\rin0\lin0\itap0 \lang2057\cgrid {\b\f1\cf1 
\par {\listtext\pard\plain\f14\cf1\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\faauto\ls51\rin0\lin1440\itap0 {\b\f1\cf1 Legal obligations
\par }\pard \qj\li1440\widctlpar\faauto\rin0\lin1440\itap0 {\f1\cf1 An institution\rquote s legal obligations should certainly be raised with 
employers and they should be made aware of the consequences if they fail to comply with legislation.  One HEI is currently being investigated by the Commission for Racial Equality for failing to conduct impact assessments.  
\par }\pard \qj\li720\widctlpar\faauto\rin0\lin720\itap0 {\f1\cf1 
\par {\listtext\pard\plain\f14\cf1\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\faauto\ls51\rin0\lin1440\itap0 {\b\f1\cf1 Public Sector Audits
\par }\pard \qj\fi-720\li720\widctlpar\faauto\rin0\lin720\itap0 {\f1\cf1 \tab \tab As well as the Equal Pay Act 1970 and the RR(A)A it may also be useful to \tab draw an institution\rquote s attention to the forthcoming Commission for Equality \tab 
and Human Rights (CEHR) that will start operating from 2007.  This \tab Commission will combine all the current equality commissions (the Equal \tab Opportunities Commission, The Commission for Racial Equality and the \tab 
Disability Rights Commission) as well as bodies such as Stonewall which \tab campaigns for LGBT rights and create new posts to deal with the areas of \tab religion and belief and age.  One of the commission\rquote s new duties will be to \tab 
conduct an annual \ldblquote equalities audit\rdblquote  of the public sector, this would include \tab HEIs.  Institutions will be publicly evaluated on their work on equality which \tab would have implications for their reputation and status.
\par }\pard \qj\widctlpar\faauto\rin0\lin0\itap0 {\b\f1\cf1 
\par {\listtext\pard\plain\f14\cf1\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\faauto\ls51\rin0\lin1440\itap0 {\b\f1\cf1 Business case
\par }\pard \qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1\cf1 \tab Not only is it ethically right that pay parity is achieved but it also has \tab significant benefits for an institution. Describing the business case for \tab e}
{\f1 nsuring equal pay can sometimes help convince more people that it is a \tab necessity for institutions to take action on the issue.  For example, having \tab equal pay for equal work can deliver:
\par }\pard \qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls51\adjustright\rin0\lin1440\itap0 {\b\f1 A more content and productive workforce}{\f1  \endash 
 if pay systems are transparent and employees are rewarded fairly for their contribution to an organisation it boosts self worth and morale of staff
\par }\pard \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls51\adjustright\rin0\lin1440\itap0 {\b\f1 Improved recruitment and retention }{\f1 
of better staff from a wider pool of potential applicants.  People are more likely to apply to institutions where there is equal pay for work of equal value and AUT and NATFHE have  
plenty of anecdotal evidence from members who have chosen to move on from institutions on the basis of being discriminated against in pay and/or progression.
\par }\pard \qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\f1 
\par {\listtext\pard\plain\f14\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls51\adjustright\rin0\lin1440\itap0 {\b\f1 Potential savings against future litigation}{\f1  
\endash  equal pay and discriminatio
n cases can be very costly to an employer.  Taking steps to ensure that claims are not bought against an institution safeguards against those risks.  Recently, the cap has been lifted for the amount of money that can be awarded in damages in discriminatio
n cases which means that institutions could suffer heavy penalties.
\par }\pard \qj\li360\widctlpar\faauto\rin0\lin360\itap0 {\f1 
\par }\pard \qj\widctlpar\faauto\rin0\lin0\itap0 {\b\f1\cf1 
\par {\listtext\pard\plain\f14\cf1\lang2057 \loch\af14\dbch\af0\hich\f14 \u-3929\'a7\tab}}\pard \qj\fi-360\li1440\widctlpar\jclisttab\tx1440\faauto\ls51\rin0\lin1440\itap0 {\b\f1\cf1 Improved national profile and reputation.  }{\f1\cf1 Around the country AUT
 and NATFHE members have already negotiated action to be taken on equal pay.  It is important to tell your institution thi
s and highlight that they could be left behind. There is also a risk they could be named and shamed because of their discriminatory employment practices which would damage their reputation.
\par }\pard \qj\widctlpar\faauto\rin0\lin0\itap0 {\f1 
\par }{\f1\cf1 
\par \page 111\tab }{\b\f1\cf1         4. Taking the issue forward and timescales for implementation
\par }\pard \qj\li720\widctlpar\faauto\rin0\lin720\itap0 {\f1\cf1 \tab Having secured a commitment from your employer to take action equal pay, \tab it is crucial to then negotiate a timescale with them for implementation.  \tab 
Notably the legislation of the Race Relations (Amendment) Act specifically \tab states that lack of resources is not an excuse for failing to comply with the \tab Act and this should be bought to employer\rquote s attention should they be faltering \tab 
at this stage.
\par 
\par }\pard \qj\fi-720\li720\widctlpar\faauto\rin0\lin720\itap0 {\f1\cf1 112\tab If working parties are set up it is recommended that there is representation from senior academ
ic managers such as Pro-Vice Chancellors. Closing the pay gap will only come about from a change in the employment culture }{\b\f1\cf1 and }{\f1\cf1 the academic culture.}{\b\f1\cf1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }\pard \fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 113\tab AUT and NATFHE can assist regionally and nationally in helping local associations and branches negotiate on the issue of equal pay. 
NATFHE branches already have detailed guidance on some of these issues through the Framework Agreement handbook, in CD or hard copy format. Please contact your regional office if you need advice and keep them up to date with h
ow your negotiations are progressing.  
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\f1 
\par }\pard\plain \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\fs24 \tab See the list of contacts and useful resources included in this pack for national \tab 
contacts at NATFHE and AUT and for other sources of information.
\par \tab }{\b\fs24 
\par \page }{\b\fs28 iv)\tab CAMPAIGNING ON EQUAL PAY
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 114\tab The aim of your campaigning wo
rk is to support your negotiators.  A high profile, well run campaign will make a big difference to the outcome of any talks on implementing equal pay.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 115\tab In this campaign aims, objectives and timings need to be agreed between those doing the negotiation
s and those whose responsibility it is to run campaigns and communications with members.  So, first things first.  Decide who is going to do what and call a meeting of all those who will be involved.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par The priorities are to:
\par 
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls37\adjustright\rin0\lin1440\itap0 {\fs24 Make sure members understand the issues
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}Make sure potential members also know what the union is doing
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}Find new activists who are prepared to help with this issue
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}Report regularly on negotiating progress to members and non-members alike \endash  even if there is no progress
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}Allow members to participate in the campaign through surveys to establish their priorities and open meetings
\par {\listtext\pard\plain\s20 \f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}Make the campaign as personal as possible.  Are individuals willing to go on record as saying why equal pay is a big issue for them?  Individual cases resonate, wherea
s streams of statistics are quickly forgotten.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 116\tab At this first meeting agree a campaign plan.  This plan is the starting point, but don\rquote 
t get wedded to it.  Events mean that you need to review what you do regularly.  The aim of your plan is to support the negotiating objectives in this pack.  More specifically, the campaign plan should include:
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls12\adjustright\rin0\lin1440\itap0 {\fs24 
Who will do what (who will be the link between campaigners and negotiators for example)
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}How, when and where you will meet each other
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}What resources you already have (see AUT website), and what you might produce locally
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}Who you will seek to target initially
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}What type of campaigning activity and when (eg stalls, advert in university newsletter, petition, open meeting, survey etc)
\par {\listtext\pard\plain\s20 \f3\lang2057 \loch\af3\dbch\af0\hich\f3 \u-3913\'b7\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls12\adjustright\rin0\lin1440\itap0 {\fs24 Timescales
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \f1\lang2057 \hich\af1\dbch\af0\loch\f1 117\tab}}\pard \s20\qj\fi-765\li765\widctlpar\jclisttab\tx765\aspalpha\aspnum\faauto\ls61\adjustright\rin0\lin765\itap0 {\fs24 More detailed information and resources can be found in the }{
\b\fs24 AUT Campaign Toolkit}{\fs24  and on the AUT website }{\field\flddirty{\*\fldinst {\fs24  HYPERLINK "http://www.aut.org.uk/equalpay" }{\fs24 {\*\datafield 
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6f00720067002e0075006b002f0065007100750061006c007000610079000000}}}{\fldrslt {\cs15\fs24\ul\cf2 www.aut.org.uk/equalpay}}}{\fs24  .  AUT members can also use the DAN activist list to exchange ideas and swap experience.  Other activis
ts will be campaigning at the same time as you.  They will hit different problems and find solutions to the things that you are struggling to overcome.  
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par }\pard\plain \s36\fi-720\li720\sl-300\slmult0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {\tab 
\par 118\tab }{\b Resources
\par }{\tab Equal Pay negotiations and campaigns should directly fit in to the work already being undertaken for the implementation of the Framework Agreement and therefore the people and energy involved need not be separate.  This campaign could also 
be an opportunity to engage new members or those who have not traditionally been involved so this could help spread out the resource implications of the campaign.
\par 
\par 119\tab }{\b Engaging branches and local associations
\par }{\tab There has sometimes been a reluctance to take forward issues of equal pay and equality at a union level as it has not been seen to be \ldblquote everyone\rquote s issue\rdblquote 
.  It is crucial that this myth is dispelled through highlighting the collective nature of equality issues and equal pay.  Local branches should look at their membership and check that they are representing the interest of all groups of members.
\par 
\par 120\tab A small book could be written on the potential barriers to running and winning an effective campaign.  Mostly, problems come down to a lack of communication between those who are doing the negotiation and those whose work supports it.  Let\rquote 
s focus instead on the positives: 
\par }\pard\plain \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 A united branch or local association \endash 
 work hard to make sure that your branch or local association prioritises equal pay in its framework negotiations
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 Communication \endash  tell members what
 is going on even if nothing is
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 Ask for help when you need it \endash 
 there is a wealth of campaigning resources available from NATFHE and AUT. Talk to your regional and national officials and campaign teams if you still need advice
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 Don\rquote t get depressed if the world doesn\rquote 
t change overnight.  Momentum is the key to successful campaigning, and things can be slow at first.  If you get bad news on the negotiating front don\rquote t give up.  Use it to stir up members and non-members still further
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 
Use national resources, but be as local as possible.  Simple messages are better than reams of statistical analysis because members can relate to them
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 Don\rquote 
t get hung up on fancy design and colour schemes.  Well written leaflets which get to the heart of the matter will be remembered long after glossy booklets are thrown in the wastepaper bin
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 
Use every opportunity you get to talk to members and others about the issues \endash  like your institution\rquote s internal governance bodies or newsletters.  Things never change unless management are challenged to change them.
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 
\par {\listtext\pard\plain\s20 \b\f2\lang2057 \hich\af2\dbch\af0\loch\f2 o\tab}}\pard \s20\qj\fi-360\li1440\widctlpar\jclisttab\tx1440\aspalpha\aspnum\faauto\ls38\ilvl1\adjustright\rin0\lin1440\itap0 {\fs24 Celebrate success, lea
rn from failure and never give up
\par }\pard \s20\qj\li360\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin360\itap0 {\fs24 
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs28 v) TAKING THE CAMPAIGN FORWARD
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\fs24 
\par }\pard \s20\qj\fi-720\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 121}{\b\fs24 \tab }{\fs24 
It is important to take action NOW on equality within pay as the HE sector undergoes it biggest restructuring of pay for decades.  If action does not take place now we may simply furth
er embed discriminatory practice. Each local association or branch should only finalise their implementation agreement if it contains detailed proposals to tackle inequality, therefore the issue will have to be addressed before implementation.
\par }\pard \s20\qj\li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\fs24 
\par }\pard\plain \s36\fi-720\li720\sl-300\slmult0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \f1\lang2057\cgrid {122\tab If a HEI is unresponsive \endash 
 then the Framework Agreement will not be implemented, as neither union should agree to the introduction of pay structures that are not fully compliant with best equality practice in relation to pay, grading, contribution pay and progres
sion arrangements. Each union currently has its own arrangements for nationally approving local Framework Agreement implementation.
\par }\pard \s36\fi-720\li720\sl-300\slmult0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {
\par }\pard\plain \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f1\fs22\lang2057\cgrid {123\tab }{\fs24 AUT and NATFHE will be publicising examples of good practice and also exposing \tab those \tab employers who refuse to provide 
fair and equality proofed pay structures for \tab their staff.
\par 
\par }\pard \s20\qj\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\fs24 \tab We hope you will join us in our campaign.
\par }\pard \s20\qj\fi720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\fs24 
\par 
\par }\pard\plain \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\b\fs72 \page }{\b\f1\fs72 SECTION III
\par }\pard \qc\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1\fs72 
\par 
\par Further resources and information}{\b\f1  \page Further resources and information
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }{\f1 A dedicated section of the AUT website has been established containing further guidance and information on pay equality.  The site includes links to AUT policies, documents and more detailed guidance on some of the issues outlined in this toolkit.  
It will also present progress reports on }{\i\f1 Putting Equality in the Frame}{\f1  around UK HEIs.  The pages can be accessed on }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.aut.org.uk/equalpaycampaign" }{\f1 {\*\datafield 
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\par }{\b\f1 
\par }{\f1 For further inquiries, questions or support you can contact:
\par 
\par }{\b\f1 AUT HQ
\par }{\f1 
\par Rachel Curley, Assistant General Secretary
\par }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "mailto:Rachel.curely@aut.org.uk" }{\f1 {\*\datafield 
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63007500720065006c00790040006100750074002e006f00720067002e0075006b000000}}}{\fldrslt {\cs15\f1\ul\cf2 Rachel.curely@aut.org.uk}}}{\f1  
\par 
\par Justine Stephens, Head of Campaigns
\par }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "mailto:Justine.stephens@aut.org.uk" }{\f1 {\*\datafield 
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69006e0065002e007300740065007000680065006e00730040006100750074002e006f00720067002e0075006b000000}}}{\fldrslt {\cs15\f1\ul\cf2 Justine.stephens@aut.org.uk}}}{\f1  
\par 
\par They can both be reached at 0207 6709700
\par 
\par }{\b\f1 NATFHE HQ contacts
\par }{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 Roger Kline, Head of Universities department
\par }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "mailto:rkline@natfhe.org.uk" }{\f1 {\*\datafield 
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680065002e006f00720067002e0075006b000000}}}{\fldrslt {\cs15\f1\ul\cf2 rkline@natfhe.org.uk}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par Andy Pike, National Official
\par }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "mailto:apike@natfhe.org.uk" }{\f1 {\*\datafield 
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2e006f00720067002e0075006b000000}}}{\fldrslt {\cs15\f1\ul\cf2 apike@natfhe.org.uk}}}{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 They can both be reached at 020 7837 3636
\par }{\b\f1 
\par Documents
\par 
\par }{\f1 JNCHES, }{\i\f1 Equal Pay Reviews: Guidance for Higher Education Institutions}{\f1  2002 available from }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.aut.org.uk/equalpaycampaign" }{\f1 {\*\datafield 
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7700770077002e006100750074002e006f00720067002e0075006b002f0065007100750061006c00700061007900630061006d0070006100690067006e000000}}}{\fldrslt {\cs15\f1\ul\cf2 www.aut.org.uk/equalpaycampaign}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }{\b\f1 
\par }{\f1 JNCHES and ECU, }{\i\f1 Race Equality: Communication and Consultation Toolkit for Higher Education Institutions}{\f1  2004}{\i\f1 
\par }{\f1 
\par HEFCE and ECU,}{\i\f1  Conducting Impact Assessments for Equal Opportunities in Higher Education }{\f1 2004
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\i\f1 
\par }{\f1 Both available from }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.ecu.ac.uk/publications/guidancepublications/" }{\f1 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000003800000068007400740070003a002f002f007700770077002e006500630075002e00610063002e0075006b002f007000750062006c00690063006100740069006f006e0073002f00670075006900640061006e00630065007000750062006c00690063006100
740069006f006e0073002f000000e0c9ea79f9bace118c8200aa004ba90b7000000068007400740070003a002f002f007700770077002e006500630075002e00610063002e0075006b002f007000750062006c00690063006100740069006f006e0073002f00670075006900640061006e00630065007000750062006c0069
0063006100740069006f006e0073002f000000}}}{\fldrslt {\cs15\f1\ul\cf2 http://www.ecu.ac.uk/publications/guidancepublications/}}}{\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 
\par }{\f1 TUC, }{\i\f1 Guide to Equality Law, }{\f1 2005 }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.tuc.org.uk/extras/equalitylawguide.pdf" }{\f1 {\*\datafield 
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0000e0c9ea79f9bace118c8200aa004ba90b6400000068007400740070003a002f002f007700770077002e007400750063002e006f00720067002e0075006b002f006500780074007200610073002f0065007100750061006c006900740079006c0061007700670075006900640065002e007000640066000000}}
}{\fldrslt {\cs15\f1\ul\cf2 http://www.tuc.org.uk/extras/equalitylawguide.pdf}}}{\f1  
\par 
\par Women and Work Commission, }{\i\f1 A fair deal for women in the workplace: interim statement, }{\f1 2005 
\par }{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.womenandequalityunit.gov.uk/women_work_commission/index.htm" }{\f1 {\*\datafield 
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5f0063006f006d006d0069007300730069006f006e002f0069006e006400650078002e00680074006d000000e0c9ea79f9bace118c8200aa004ba90b8e00000068007400740070003a002f002f007700770077002e0077006f006d0065006e0061006e00640065007100750061006c0069007400790075006e00690074002e
0067006f0076002e0075006b002f0077006f006d0065006e005f0077006f0072006b005f0063006f006d006d0069007300730069006f006e002f0069006e006400650078002e00680074006d000000}}}{\fldrslt {\cs15\f1\ul\cf2 
http://www.womenandequalityunit.gov.uk/women_work_commission/index.htm}}}{\f1  
\par 
\par CRE, }{\i\f1 Race Equality Impact Assessment guide}{\f1 , 2004
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.cre.gov.uk/duty/reia/what.html" }{\f1 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000002a00000068007400740070003a002f002f007700770077002e006300720065002e0067006f0076002e0075006b002f0064007500740079002f0072006500690061002f0077006800610074002e00680074006d006c000000e0c9ea79f9bace118c8200aa004b
a90b5400000068007400740070003a002f002f007700770077002e006300720065002e0067006f0076002e0075006b002f0064007500740079002f0072006500690061002f0077006800610074002e00680074006d006c000000}}}{\fldrslt {\cs15\f1\ul\cf2 http://www.cre.gov.uk/duty/reia/what.html}}}{
\f1  
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }{\b\f1 
\par Equality advisory bodies
\par }\pard\plain \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f2\fs20\lang1033\cgrid {\f1\fs24 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Commission for Racial Equality (CRE) 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 St Dunstan's House 
\par 201-211 Borough High Street 
\par London SE1 1GZ 
\par Tel. 020 7939 0000 
\par Fax. 020 7939 0001 
\par E-mail: }{\field\flddirty{\*\fldinst {\f1\fs24  HYPERLINK "mailto:info@cre.gov.uk" }{\f1\fs24 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000001000000069006e0066006f0040006300720065002e0067006f0076002e0075006b000000e0c9ea79f9bace118c8200aa004ba90b2e0000006d00610069006c0074006f003a0069006e0066006f0040006300720065002e0067006f0076002e0075006b000000}
}}{\fldrslt {\cs15\f1\fs24\ul\cf2 info@cre.gov.uk}}}{\f1\fs24   
\par Website: www.cre.gov.uk 
\par 
\par 
\par Disability Rights Commission (DRC) 
\par DRC Helpline 
\par Freepost MID 02164 
\par Stratford-Upon-Avon CV37 9BR 
\par Tel. 08457 622 633 
\par Fax. 08457 778 878 
\par Textphone: 08457 622 644 
\par E-mail: enquiry@drc-gb. org 
\par Website: }{\field\flddirty{\*\fldinst {\f1\fs24  HYPERLINK "http://www.drc-gb.org" }{\f1\fs24 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000000f0000007700770077002e006400720063002d00670062002e006f00720067000000e0c9ea79f9bace118c8200aa004ba90b2e00000068007400740070003a002f002f007700770077002e006400720063002d00670062002e006f00720067002f000000}}
}{\fldrslt {\cs15\f1\fs24\ul\cf2 www.drc-gb.org}}}{\f1\fs24 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 
\par Equal Opportunities Commission (EOC) 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Arndale House 
\par Arndale Centre 
\par Manchester M4 3EQ 
\par Tel. 0845 601 5901 
\par Fax. 0161 838 1733 
\par E-mail: }{\field\flddirty{\*\fldinst {\f1\fs24  HYPERLINK "mailto:info@eoc.org.uk" }{\f1\fs24 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000001000000069006e0066006f00400065006f0063002e006f00720067002e0075006b000000e0c9ea79f9bace118c8200aa004ba90b2e0000006d00610069006c0074006f003a0069006e0066006f00400065006f0063002e006f00720067002e0075006b000000}
}}{\fldrslt {\cs15\f1\fs24\ul\cf2 info@eoc.org.uk}}}{\f1\fs24   
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Website: www. eoc.org.uk  
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 
\par Employers Forum on Age 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Astral House
\par 1268 London Road 
\par London SW16 4ER 
\par Tel. 020 8765 7597 
\par Fax. 020 8765 7374 
\par E-mail: }{\field\flddirty{\*\fldinst {\f1\fs24  HYPERLINK "mailto:efa@ace.org.uk" }{\f1\fs24 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b02000000170000000f00000065006600610040006100630065002e006f00720067002e0075006b000000e0c9ea79f9bace118c8200aa004ba90b2c0000006d00610069006c0074006f003a0065006600610040006100630065002e006f00720067002e0075006b000000}}
}{\fldrslt {\cs15\f1\fs24\ul\cf2 efa@ace.org.uk}}}{\f1\fs24  .
\par Website: www.efa.org.uk 
\par 
\par 
\par Equality Challenge Unit (ECU) 
\par 4 Tavistock Place 
\par London WC1H 9RA
\par Tel. 020 7520 7060 
\par Fax. 020 7520 7069 
\par E-mail: info@ecu.ac.uk
\par Website: www. ecu.ac.uk 
\par 
\par Equality Commission for Northern Ireland 
\par Equality House 
\par 7-9 Shaftesbury Square 
\par Belfast BT2 7DP 
\par Tel. 028 90 500600 
\par Fax. 028 90 248687 
\par Textphone 028 90 500589 
\par E-mail: information@equalityni.org 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Website: www.equalityni.org 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 
\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Higher Education Equal Opportunities Network (HEEON) 

\par }\pard \s42\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 Website: www.worc.ac.uk/services/equalopps/HEEON 
\par Higher Education Statistics Agency (HESA) 
\par 18 Royal Crescent 
\par Cheltenham GL50 3DA 
\par Tel. 01242 255577 
\par Fax. 01242 211122 
\par Website: www.hesa.ac.uk 
\par 
\par Stonewall 
\par 46-48 Grosvenor Gardens 
\par London SW1W 0EB 
\par Tel. 020 7881 9440 
\par Fax. 020 7881 9444 
\par Minicom: 020 7881 9996 
\par Email: info@stonewall.org.uk 
\par Website: www.stonewall.org.uk 
\par }\pard \s42\qc\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs24 \page }{\b\f1\fs72 Section IV
\par 
\par Equality in HE \endash  The facts
\par }\pard\plain \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \lang2057\cgrid {\b\f1\fs72 \page }{\f1 123\tab }{\b\f1\fs28 EQUALITY IN HE \endash  THE FACTS}{\f1 
\par 
\par 
\par \tab The following summaries are taken from AUT analysis of the Higher Education \tab Statistics Agency (HESA) data for 2003/4.  A fully detailed report is available from \tab the AUT publication The Diverse Academy, available from \tab }
{\field\flddirty{\*\fldinst {\f1  HYPERLINK "http://www.aut.org.uk/equalpaycampaign" }{\f1 {\*\datafield 
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7700770077002e006100750074002e006f00720067002e0075006b002f0065007100750061006c00700061007900630061006d0070006100690067006e000000}}}{\fldrslt {\cs15\f1\ul\cf2 www.aut.org.uk/equalpaycampaign}}}{\f1    
\par 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 \tab The data currently only examines the gender and race context in HE.  From next \tab year the AUT will be carrying out detailed analysis on disability in the higher \tab 
education context.
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par \tab }{\b\f1 Gender
\par }{\f1 
\par 125}{\b\f1 \tab Pay Gap
\par }{\f1 \tab In 2003-4 female full-time academic staff in the UK earned on average \u163\'a332,320, \tab according to data collected throughout the sector by the Higher Education Statistics \tab Agency.}{\cs44\f1\super \chftn {\footnote\ftnalt \pard\plain 
\s43\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\cgrid {\cs44\f1\super \chftn }{\f1  Sample-based data in the government\rquote 
s National Statistics New Earnings Survey series indicates for 1993-2003 a wider and more fluctuating gender pay gap for \lquote higher education teaching professionals\rquote , with a gap in 2003 of 17.7%.}}}{\f1 
 The average for their male colleagues was \u163\'a337,639. Pay for female \tab academics was 85.9% of pay for men, which meant that for every pound earned by \tab a male academic, a female earned only 86 pence - a gender pay gap of 14.1%. 
\par 
\par \tab Although the gender pay gap for UK academics has consistently narrowed since \tab 1999-2000, when it stood at 15.6% - and is narrower than the gap for the UK \tab economy as a whole, of 18% - equal pay for academics is still a long way off. 
\par 
\par \tab There was considerable variation among institutions in terms of gender pay gaps \tab (table 1). At the great majority, women earned less on average than their male \tab colleagues, sometimes by more than 25%. At a small number of institutions, the 
\tab gender pay gap was reversed, with women earning slightly more on average than \tab men. Because of small numbers of staff at some institutions, data on the gender \tab pay gap was not available. \line 
\par 126}{\b\f1 \tab Discretionary pay
\par }{\f1 
\par \tab Discretionary pay is currently used in a number of job grades for academic staff in \tab UK higher education. Discretionary pay is a form of performance-related pay, and is \tab at a higher level than pay for other employees on the same job grade.

\par \tab Analysis of data for 2002-3 shows that male academics in the UK are 1.5 times \tab more likely than their female colleagues to be awarded discretionary pay. While the \tab discretionary \lquote pay gap\rquote 
 is relatively narrow in England, in Wales and Northern \tab \tab Ireland male academics are twice as likely as female colleagues to be awarded \tab discretionary pay.
\par 
\par 127\tab }{\b\f1 Job grades
\par }{\f1 
\par \tab The gap between the proportion of women and men on senior academic grades is \tab gradually getting narrower. In 1995, only 8% of professors in pre-92 institutions \tab were women.}{\cs44\f1\super \chftn {\footnote\ftnalt \pard\plain 
\s43\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\cgrid {\cs44\super \chftn }{ }{\f1\lang2057 Pre-92 refers to UK higher education institutions established before 1992.}}}{\f1 
 By 2003-4, that proportion had risen to 14%. In the same period, the \tab percentage of females on the top research level of grade IV rose from 17% to 26%. \tab In post-92 institutions over the same period, the percentage of female principal \tab 
lecturers rose from 23% to 33%, and females on the more senior researcher B \tab grade rose from 35% to 51%.}{\cs44\f1\super \chftn {\footnote\ftnalt \pard\plain \s43\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\cgrid {
\cs44\f1\super \chftn }{\f1  Post-92 refers to }{\f1\lang2057 UK higher education institutions established since 1992.}}}{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 \page 128\tab The following tables give details of the gender pay gap by higher education \tab institution in the UK.  They are taken from AUT analysis of the 2003-4 data from the 
\tab Higher Education Statistics Agency.
\par 
\par Table 1 - Full-time academic staff: gender pay gap by institution 2003-4
\par 
\par }\trowd \trgaph108\trrh1322\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1128 \cellx5088\clvertalt\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1 \page }{\f1\fs20 \~\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Average full-time academic salary \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Women\rquote s pay as a proportion of men\rquote s\cell Gender pay gap * \cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh1322\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1128 \cellx5088\clvertalt\clbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \~\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \~\u163\'a3\cell %\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 %\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb
\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt
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\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 England\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Anglia Polytechnic University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,956\cell 95.7%\cell 4.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Aston University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a337,952\cell 
78.9%\cell 21.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Bath Spa University College\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,193\cell 98.9%\cell 1.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The University of Bath\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,074\cell 82.6%\cell 17.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Birkbeck College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,075\cell 
95.4%\cell 4.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Birmingham College of Food, Tourism and Creative Studies \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a329,732\cell 95.5%\cell 4.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Birmingham\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
35,988\cell 81.0%\cell 19.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Bishop Grosseteste College\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,447\cell 99.4%\cell 0.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Bolton Institute of Higher Education\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,753\cell 95.3%\cell 4.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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The University of Bradford\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,091\cell 92.6%\cell 7.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cell 90.9%\cell 9.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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Brunel University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,564\cell 93.1%\cell 6.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Buckinghamshire Chilterns University College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a335,916\cell 96.2%\cell 3.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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The Institute of Cancer Research\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,923\cell 78.2%\cell 21.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Canterbury Christ Church University College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
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\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,421\cell 95.6%\cell 4.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Central Lancashire\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163
\'a333,272\cell 93.3%\cell 6.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Central School of Speech and Drama\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a330,049\cell 97.7%\cell 2.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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University College Chester\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,433\cell 94.7%\cell 5.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University College Chichester\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
36,057\cell 96.9%\cell 3.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 City University\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a339,951\cell 84.4%\cell 15.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Conservatoire for Dance and Drama\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a326,000\cell 102.5%\cell -2.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Coventry University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,030\cell 
91.5%\cell 8.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Courtauld Institute of Art\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a340,953\cell 86.9%\cell 13.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Cranfield University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,984\cell 81.4%\cell 18.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Cumbria Institute of the Arts\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
29,826\cell 92.1%\cell 7.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Dartington College of Arts\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,798\cell 84.7%\cell 15.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
De Montfort University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,411\cell 93.2%\cell 6.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Derby\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a332,695\cell 
93.8%\cell 6.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,069\cell 88.7%\cell 11.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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The University of East Anglia\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,015\cell 83.5%\cell 16.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of East London\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
37,233\cell 90.9%\cell 9.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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}\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,268\cell 96.2%\cell 3.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Essex\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,100
\cell 81.6%\cell 18.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Exeter\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,167\cell 82.9%\cell 17.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Falmouth College of Arts\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,680\cell 94.6%\cell 5.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Gloucestershire\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
36,149\cell 94.5%\cell 5.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Goldsmiths College\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a337,539\cell 90.8%\cell 9.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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The University of Greenwich\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,655\cell 91.8%\cell 8.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Harper Adams University College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a33
4,322\cell 86.6%\cell 13.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,347\cell 93.0%\cell 7.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Homerton College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,560\cell 100.5%\cell -0.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Huddersfield\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
35,973\cell 92.9%\cell 7.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Hull\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,690\cell 91.6%\cell 8.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Imperial College of Science, Technology & Medicine\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,709\cell 82.9%\cell 17.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Institute of Education\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,021
\cell 85.6%\cell 14.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Keele\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,435\cell 85.5%\cell 14.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The University of Kent\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,364\cell 80.8%\cell 19.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Kent Institute of Art & Design\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
34,191\cell 101.9%\cell -1.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 King's College London\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,579\cell 79.8%\cell 20.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
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Kingston University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,659\cell 97.2%\cell 2.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Lancaster\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
35,513\cell 81.4%\cell 18.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,928\cell 95.8%\cell 4.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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The University of Leeds\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,315\cell 84.3%\cell 15.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Leicester\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
37,211\cell 76.2%\cell 23.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Lincoln\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,335\cell 86.0%\cell 14.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Liverpool Hope University College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a332,597\cell 97.0%\cell 3.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Liverpool John Moores University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
35,262\cell 93.3%\cell 6.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Liverpool\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,648\cell 80.7%\cell 19.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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University of the Arts, London\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,529\cell 96.8%\cell 3.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London Business School\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3110,611
\cell 73.2%\cell 26.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of London (Institutes and activities)
\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a332,327\cell 71.9%\cell 28.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London South Bank University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
36,633\cell 93.2%\cell 6.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London School of Economics and Political Science
\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a340,876\cell 78.9%\cell 21.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London School of Hygiene & Tropical Medicine\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a339,811\cell 85.8%\cell 14.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Loughborough University\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,074\cell 85.4%\cell 14.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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University of Luton\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,653\cell 89.7%\cell 10.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Manchester (pre-merger)\cell \u163\'a336,150\cell }\pard 
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The University of Manchester Institute of Science & Technology (pre-merger)\cell \u163\'a334,093\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 84.8%\cell 15.2%\cell }\pard 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,805\cell 93.5%\cell 6.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Middlesex University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,314\cell 90.5%\cell 9.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Newcastle-upon-Tyne\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a336,621\cell 80.1%\cell 19.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Newman College of HE\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,394\cell 88.9%\cell 11.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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University College Northampton\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,503\cell 97.0%\cell 3.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Northern School of Contemporary Dance\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a328,955\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Northumbria at Newcastle\cell 
}\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,810\cell 92.0%\cell 8.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Norwich School of Art and Design\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
37,632\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Nottingham Trent University\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,531\cell 87.9%\cell 12.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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The University of Nottingham\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,069\cell 83.2%\cell 16.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Open University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a338,290\cell 
94.5%\cell 5.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Oxford Brookes University\cell }\pard 
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The University of Oxford\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a332,454\cell 84.4%\cell 15.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Plymouth\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,468
\cell 86.9%\cell 13.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Portsmouth\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,108\cell 87.6%\cell 12.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Queen Mary and Westfield College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,882\cell 82.6%\cell 17.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Ravensbourne College of Design and Communication\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a340,880\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Reading\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,040\cell 81.3%\cell 18.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Roehampton University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,120\cell 93.5%\cell 6.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Rose Bruford College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a310,687\cell 
n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Academy of Music\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a346,554\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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Royal Agricultural College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,717\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal College of Art\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a341,440\cell 
78.4%\cell 21.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal College of Music\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a342,388\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The Royal College of Nursing\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,810\cell 81.9%\cell 18.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Holloway and Bedford New College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a336,331\cell 86.2%\cell 13.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Northern College of Music\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,769\cell 81.9%\cell 18.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The Royal Veterinary College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a339,692\cell 73.8%\cell 26.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 St George's Hospital Medical School\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163
\'a337,144\cell 76.6%\cell 23.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 College of St Mark and St John\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,986\cell 87.6%\cell 12.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
St Martin's College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,616\cell 95.5%\cell 4.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 St Mary's College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,335\cell 
94.7%\cell 5.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Salford\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,135\cell 93.1%\cell 6.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The School of Oriental and African Studies\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,722\cell 86.3%\cell 13.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The School of Pharmacy\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,642
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The University of Sheffield\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,099\cell 83.8%\cell 16.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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Staffordshire University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,992\cell 97.9%\cell 2.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Sunderland\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
36,044\cell 90.7%\cell 9.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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The Surrey Institute of Art and Design, University College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,247\cell 97.0%\cell 3.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Surrey\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a320,383
\cell 70.1%\cell 29.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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The University of Teesside\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,721\cell 95.2%\cell 4.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Thames Valley University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,297
\cell 93.7%\cell 6.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Trinity and All Saints College\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,268\cell 93.4%\cell 6.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Trinity College of Music\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a325,915\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University College London\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a339,869
\cell 80.5%\cell 19.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Warwick\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,173\cell 82.6%\cell 17.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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University of the West of England, Bristol\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,138\cell 94.4%\cell 5.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Westminster\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
37,193\cell 94.3%\cell 5.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Wimbledon School of Art\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a341,100\cell 91.6%\cell 8.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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University College Winchester \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,275\cell 94.1%\cell 5.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Wolverhampton\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
33,717\cell 94.7%\cell 5.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
\trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University College Worcester\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,000\cell 95.1%\cell 4.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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Writtle College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a330,017\cell 78.4%\cell 21.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 York St John College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,045\cell 
96.9%\cell 3.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of York\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,145\cell 86.8%\cell 13.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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England total\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,847\cell 86.5%\cell 13.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Wales\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell \cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales, Aberystwyth\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a345,369\cell 66.5%\cell 33.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales, Bangor\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,567\cell 81.0%\cell 19.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Cardiff University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,360\cell 77.4%\cell 22.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales Institute, Cardiff\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a333,927\cell 91.5%\cell 8.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Glamorgan\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,733\cell 92.5%\cell 7.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
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The University of Wales, Lampeter\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,906\cell 75.7%\cell 24.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales College of Medicine\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a341,563\cell 72.6%\cell 27.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 
\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Wales, Newport \cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,410\cell 90.5%\cell 9.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The North-East Wales Institute of Higher Education\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a331,612\cell 93.3%\cell 6.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Wales, Registry\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163
\'a325,027\cell n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Welsh College of Music and Drama\cell 
}\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a337,694\cell 87.5%\cell 12.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Swansea Institute of Higher Education\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\u163\'a332,662\cell 96.8%\cell 3.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a337,087\cell 81.3%\cell 18.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Trinity College, Carmarthen\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a332,957\cell 84.5%\cell 15.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Wales total\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,427\cell 82.5%
\cell 17.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell \cell \cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Scotland\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell 
\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Aberdeen\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a335,760\cell 81.2%\cell 18.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a334,190\cell 92.2%\cell 7.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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Bell College\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a330,754\cell 93.9%\cell 6.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Dundee\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a333,999
\cell 84.4%\cell 15.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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The University of Edinburgh\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,145\cell 80.0%\cell 20.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Glasgow Caledonian University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
36,560\cell 89.3%\cell 10.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Glasgow School of Art\cell }\pard 
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The University of Glasgow\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a337,751\cell 80.5%\cell 19.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Heriot-Watt University\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,484
\cell 82.1%\cell 17.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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The University of Paisley\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a336,786\cell 92.0%\cell 8.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Queen Margaret University College, Edinburgh\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a311,695\cell 96.4%\cell 3.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr
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The Royal Scottish Academy of Music and Drama\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,441\cell 104.5%\cell -4.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of St Andrews\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
34,977\cell 71.9%\cell 28.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Scottish Agricultural College\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a331,659\cell 84.7%\cell 15.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The University of Stirling\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,243\cell 87.5%\cell 12.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Strathclyde\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a3
35,946\cell 83.9%\cell 16.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Scotland total\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,417\cell 83.2%\cell 16.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
\trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
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\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
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\cell \cell \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
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\clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Northern Ireland\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The Queen's University of Belfast\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,945\cell 83.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 16.2%\cell }\pard 
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\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 St Mary's University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \u163\'a336,488\cell 89.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 10.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Stranmillis University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163
\'a336,143\cell 86.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 13.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Ulster\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,487
\cell 85.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 14.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Northern Ireland total\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,765\cell 84.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 15.3%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 \cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 UK grand total\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \u163\'a335,773\cell 85.9%
\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 14.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth7334\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth3975 \cellx3960\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1128 \cellx5088\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1227 
\cellx6315\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1004 \cellx7319\row }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par }{\f1\fs16 * \tab minus means gender pay gap in womens' favour
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs16 n/a \tab indicates a suppressed average on grounds of there being 7 or less staff in the cell
\par London Metropolitan University has asked that its individual level data is not released at this time \endash  totals shown include all institutions.
\par Source: HESA Staff Record 2003/04; percentage calculations by AUT. HESA does not accept responsibility for any inferences or conclusions derived from the data by third parties. 
\par }{\f1 
\par \page \tab }{\b\f1 Ethnicity 
\par }{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\b\f1 129\tab Pay gap
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par \tab In 2003-4 black and minority ethnic (BME) full-time academic staff in the UK (of UK \tab nationality) earned on average \u163\'a335,119, according to data collected throughout the \tab 
sector by the Higher Education Statistics Agency. The average for their white \tab colleagues was \u163\'a337,322. Pay for BME academic staff was 94.1% of pay for whites, \tab which meant that for every pound earned by a white academic, a BME academic 
\tab earned only 94 pence \endash  an ethnicity pay gap of 5.9%. 
\par 
\par \tab The pay gap between white and BME academic staff has fluctuated over the past \tab decade at around 6% to 7%. But in the past two years, the gap has narrowed to just \tab under 6% - much narrower than the gender pay gap.
\par 
\par \tab At most UK higher education institutions, BME academics earned less on average \tab than their white colleagues in 2003-4 (table 2). But there were some institutions \tab where BME academics earned considerably more than their white colleagues 
\endash  \tab particularly at Essex University, where was a gap of 24% in favour of BME \tab academics. Because of small numbers, data on the ethnicity pay gap was not \tab available at a number of institutions.
\par 
\par 130}{\b\f1 \tab Discretionary pay 
\par }{\f1 
\par \tab Discretionary pay is currently used in a number of job grades for academic staff in \tab UK higher education. Discretionary pay is a form of performance-related pay, and is \tab at a higher level than pay for other employees on the same job grade.

\par \tab Analysis of data for 2002-3 shows there is very little difference between white and \tab Black and Minority Ethnic (BME) academics in England and in the UK overall in \tab 
terms of the proportion of staff who are at the top of their main grade. However, \tab white academics in UK higher education are 1.6 times more likely than their BME \tab colleagues to be awarded discretionary pay points. 
\par 
\par 131\tab }{\b\f1 Job grades
\par }{\f1 
\par \tab Although figures have been improving, BME academics are still under-represented \tab on senior academic job grades, compared with the proportion of BME academic \tab staff overall, or the proportion of BME people in the UK with a NVQ level 5 \tab 
qualification.}{\cs44\f1\super \chftn {\footnote\ftnalt \pard\plain \s43\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\cgrid {\cs44\f1\super \chftn }{\f1 
 10.5% of UK academics in 2003-4 were BME staff; 10.5% of people with NVQ level 5 in 2004 were BMEs.}}}{\f1  So, for example, in 1995, 3% of pre-92 professors were BME staff, \tab rising to 4% in 2003-4.}{\cs44\f1\super \chftn {\footnote\ftnalt 
\pard\plain \s43\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\cgrid {\cs44\f1\super \chftn }{\f1  }{\f1\lang2057 Pre-92 refers to UK higher education institutions established before 1992.}}}{\f1 
 There was the same change in percentages for pre-92 \tab research grade IV (the most senior research grade) staff. In the post-92 sector in \tab the same period, BME staff increased from 4% to 5% of principal lecturers, and \tab 
from 14% to 16% of (the more senior) researcher B staff. 
\par \page 132\tab The following tables give details of the ethnicity pay gap by higher education \tab institution in the UK.  They are taken from AUT analysis of the 2003-4 data from the \tab Higher Education Statistics Agency
\par 
\par 
\par Table 2 - Full-time academic staff: ethnicity pay gap by institution 2003-4
\par 
\par }\trowd \trgaph108\trrh703\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalt\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1800 \cellx9236\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \~\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 BMEs\rquote  pay as a proportion of whites\rquote \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Ethnicity pay gap **\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh703\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalt\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1800 \cellx9236\row }\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb
\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalt\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \~\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 %\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 %
\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 
\trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalt\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb
\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 England\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Anglia Polytechnic University\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.1%\cell 2.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Aston University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 87.8%\cell 12.2%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Bath Spa University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Bath\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.1%\cell 5.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Birkbeck College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 93.5%\cell 6.5%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Birmingham College of Food, Tourism and Creative Studies \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.6%\cell 9.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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Bolton Institute of Higher Education\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 91.8%\cell 8.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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 of Bradford\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.8%\cell 2.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.8%\cell 7.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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The University of Cambridge\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.7%\cell 7.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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University of Central England in Birmingham\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 88.9%\cell 11.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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}\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.2%\cell 5.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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University College Chester\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.9%\cell 2.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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Conservatoire for Dance and Drama\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Courtauld Institute of Art\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 96.0%\cell 4.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Cumbria Institute of the Arts\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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Dartington College of Arts\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 98.9%\cell 1.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Derby\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 96.8%\cell 3.2%\cell }\pard 
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 101.3%\cell -1.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of East Anglia\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 80.4%\cell 19.6%\cell }\pard 
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The University of East London\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 83.7%\cell 16.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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}\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Essex\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 124.3%\cell -24.3%\cell }\pard 
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The University of Exeter\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 99.8%\cell 0.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Gloucestershire\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.4%\cell 9.6%\cell }\pard 
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 89.9%\cell 10.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Greenwich\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 95.4%\cell 4.6%\cell }\pard 
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University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Homerton College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 102.4%\cell -2.4%\cell }\pard 
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The University of Huddersfield\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 78.1%\cell 21.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Imperial College of Science, Technology & Medicine\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 87.5%\cell 12.5%\cell }\pard 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Kent\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 88.6%\cell 11.4%\cell }\pard 
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Kent Institute of Art & Design\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Kingston University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 89.3%\cell 10.7%\cell }\pard 
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The University of Lancaster\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.6%\cell 2.4%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Leeds\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 82.3%\cell 17.7%\cell }\pard 
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The University of Leicester\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 102.2%\cell -2.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.3%\cell 2.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Liverpool Hope University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 88.2%\cell 11.8%\cell }\pard 
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Liverpool John Moores University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 98.5%\cell 1.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of the Arts, London\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.4%\cell 7.6%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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London Business School\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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University of London (Institutes and activities)\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London South Bank University\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 95.7%\cell 4.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 London School of Economics and Political Science\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 84.5%\cell 15.5%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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London School of Hygiene & Tropical Medicine\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 84.7%\cell 15.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Loughborough University\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.1%\cell 9.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Luton\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.1%\cell 7.9%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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University of Manchester (pre-merger)\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 89.4%\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 10.6%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The University of Manchester Institute of Science & Technology (pre-merger)\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 98.4%\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {
\f1\fs20 1.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh
\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The Manchester Metropolitan University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 91.9%\cell 8.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.7%\cell 5.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Newcastle-upon-Tyne\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.3%\cell 7.7%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University College Northampton\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 95.8%\cell 4.2%\cell }\pard 
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Northern School of Contemporary Dance\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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The Nottingham Trent University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.0%\cell 3.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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Oxford Brookes University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 89.7%\cell 10.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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The University of Portsmouth\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 102.7%\cell -2.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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The University of Reading\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 86.0%\cell 14.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 85.2%\cell 14.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Rose Bruford College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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Royal Academy of Music\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal College of Art\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
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Royal College of Music\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Royal College of Nursing\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Holloway and Bedford New College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 88.1%\cell 11.9%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
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Royal Northern College of Music\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Royal Veterinary College\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 73.9%\cell 26.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 St George's Hospital Medical School\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.9%\cell 7.1%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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College of St Mark and St John\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 104.3%\cell -4.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 St Mary's College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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The University of Salford\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 101.6%\cell -1.6%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 93.2%\cell 6.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 
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Sheffield Hallam University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.5%\cell 5.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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The University of Southampton\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.3%\cell 5.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Sunderland\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.5%\cell 5.5%\cell }\pard 
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The Surrey Institute of Art and Design, University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Sussex\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 95.8%\cell 4.2%\cell }\pard 
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The University of Teesside\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 96.2%\cell 3.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Trinity and All Saints College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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Trinity College of Music\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.2%\cell 9.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Warwick\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.2%\cell 9.8%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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University of the West of England, Bristol\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 101.0%\cell -1.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Westminster\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 90.3%\cell 9.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Wimbledon School of Art\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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University College Winchester \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Wolverhampton\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 96.5%\cell 3.5%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University College Worcester\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.4%\cell 7.6%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
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}\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 York St John College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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The University of York\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 91.3%\cell 8.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 93.8%\cell 6.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales, Aberystwyth\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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University of Wales, Bangor\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales Institute, Cardiff\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 92.2%\cell 7.8%\cell }\pard 
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University of Glamorgan\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 103.1%\cell -3.1%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Wales College of Medicine\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 95.3%\cell 4.7%\cell }\pard 
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The University of Wales, Newport \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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The North-East Wales Institute of Higher Education\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Royal Welsh College of Music and Drama\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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Swansea Institute of Higher Education\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 86.8%\cell 13.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Trinity College, Carmarthen\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
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}\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.1%\cell 5.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Aberdeen\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 102.3%\cell -2.3%\cell }\pard 
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University of Abertay Dundee\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Dundee\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 88.5%\cell 11.5%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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Edinburgh College of Art\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 93.1%\cell 6.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Glasgow Caledonian University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 100.0%\cell 0.0%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Glasgow\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.8%\cell 5.2%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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Heriot-Watt University\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 89.1%\cell 10.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
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\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 104.2%\cell -4.2%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Paisley\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 87.2%\cell 12.8%\cell }\pard 
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Queen Margaret University College, Edinburgh\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd 
\trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Robert Gordon University\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 106.7%\cell -6.7%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Royal Scottish Academy of Music and Drama\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
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The University of St Andrews\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 87.1%\cell 12.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Scottish Agricultural College\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The University of Stirling\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
The University of Strathclyde\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 101.0%\cell -1.0%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Scotland total\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 97.2%\cell 2.8%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
\trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Northern Ireland\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 
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\cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 The Queen's University of Belfast\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 98.7%\cell 1.3%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
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St Mary's University College\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15
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\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 Stranmillis University College\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 n/a\cell n/a\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
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\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 University of Ulster\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 79.3%\cell 20.7%\cell }\pard 
\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv
\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 
Northern Ireland total\cell }\pard \qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 93.7%\cell 6.3%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt
\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \cell \cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 
\trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt
\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\trowd \trgaph108\trrh255\trleft-15
\trbrdrt\brdrhair\brdrw10 \trbrdrl\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 
\trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 \clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 
\cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl
\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 UK grand total\cell }\pard 
\qr\widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 94.1%\cell 5.9%\cell }\pard \widctlpar\intbl\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\f1\fs20 \trowd \trgaph108\trrh255\trleft-15\trbrdrt\brdrhair\brdrw10 \trbrdrl
\brdrhair\brdrw10 \trbrdrb\brdrhair\brdrw10 \trbrdrr\brdrhair\brdrw10 \trbrdrh\brdrhair\brdrw10 \trbrdrv\brdrhair\brdrw10 \trftsWidth3\trwWidth9251\trftsWidthB3\trftsWidthA3\trautofit1\trpaddl108\trpaddr108\trpaddfl3\trpaddft3\trpaddfb3\trpaddfr3 
\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth5775 \cellx5760\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr
\brdrhair\brdrw10 \cltxlrtb\clftsWidth3\clwWidth1676 \cellx7436\clvertalb\clbrdrt\brdrhair\brdrw10 \clbrdrl\brdrhair\brdrw10 \clbrdrb\brdrhair\brdrw10 \clbrdrr\brdrhair\brdrw10 \cltxlrtb\clNoWrap\clftsWidth3\clwWidth1800 \cellx9236\row }\pard 
\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par }{\f1\fs16 BME\tab Black and minority ethnic
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1\fs16 Data for academic staff of British nationality only
\par ** \tab minus means ethnicity pay gap in BMEs' favour
\par n/a \tab indicates a suppressed average on grounds of there being 7 or less staff in the cell
\par London Metropolitan University has asked that its individual level data is not released at this time \endash  totals shown include all institutions.
\par Source: HESA Staff Record 2003/04; percentage calculations by AUT. HESA does not accept responsibility for any inferences or conclusions derived from the data by third parties. 
\par }{\f1 
\par }\pard \widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 {\f1 
\par 
\par 
\par }\pard\plain \s42\qc\widctlpar\tx916\tx1832\tx2748\tx3664\tx4580\tx5496\tx6412\tx7328\tx8244\tx9160\tx10076\tx10992\tx11908\tx12824\tx13740\tx14656\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \f2\fs20\lang1033\cgrid {\b\f1\fs72 
\par }\pard\plain \li720\widctlpar\tx3960\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 \lang2057\cgrid {\b\f1 
\par }\pard \li720\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin720\itap0 {\b\f1 
\par }}