Just 9% of professors at the University of Oxford identify as BME (Black and Minority Ethnic), according to a recent report. The Equality, Diversity and Inclusion (EDI) Report provides an insight into the diversity data held by the University.
The report additionally reveals gender disparities at the top level of the University, with women making up just 22% of statutory professors, a figure that has remained stable since last year. Statutory Professors are the most senior level of academic appointment at Oxford, providing academic leadership within departments and in the wider University.
Diversity statistics on the attainment of first-class honours also feature. It shows that the first-class attainment rate for white men is 19% higher than that of BME women. Across the board, the University aims to reduce the attainment gap between all men and women to 4.4% by 2025 – the current figure stands at 10.2%, higher than the University of Cambridge’s gap of 7.0%.
On the shortcomings represented by the data, the Student Union (SU) told Cherwell: “While gaps, such as the gender attainment disparity, remain concerning, we will continue to work with the University – through initiatives like the Access and Participation Plan – to ensure meaningful action follows.”
The EDI Report is part of the University’s long-term commitment to meeting its Equality Objectives. Oxford launched its EDI Strategic Plan in October 2024, as a roadmap to improve representation and inclusivity at the University. The plan was drawn up on recommendations from staff, internal research, and other institutional change programmes.
Dr Mahima Mitra co-authored the Breaking Barriers report, which has proposed recommendations to the EDI approach taken by Oxford. Mitra told Cherwell that one area of notable progress has been “improved reporting and support in relation to bullying and harassment,” as well as perceived improvements in gender representation.
The report reveals disparities in representation across departments, with BME academics making up just 12% of humanities staff, yet constituting 24% of those in the medical sciences. Additionally, the representation of women is inconsistent across divisions. For instance, women make up just 18% of associate professor applicants in the Mathematical, Physical and Life Sciences Division (MPLS), whereas they constitute 39% in the Humanities Division.
On the need to achieve better representation at top levels, Mitra explained: “One of the biggest challenges is a narrow diversity pipeline – insufficient representation in the talent pool and on the early and mid-career pathways that feed into the top level roles at Oxford”. The act of “hiring in your own image,” even if unconsciously, perpetuates the lack of representation on the career ladder, according to Mitra.
Mitra and her co-author Sue Dopson’s research expressed a need for better accommodation of individual needs in the workplace, specifically in relation to adjustments, support services and signposting – this is an area in need of “further attention”, she explained.
Age is another characteristic where representation gaps persist. Just 3% of all staff are aged 65 and over, with 1% of all women belonging to this age group, and 2% of men. The 65+ age group made up 0.3% of academic and research staff applications, with an offer rate of just 6%. Under 30s, by contrast, had an offer rate of 21% – over three times higher.
Oxford has previously been scrutinised for its Employer Justified Retirement Age Policy (EJRA), which had set a mandatory retirement age for academic staff. A tribunal in March 2023 ruled against the University, finding that the dismissal of four professors was unfair and showed evidence of age discrimination. The policy was later revised, though at the time, one of the four professors told Cherwell that the lengthy process had made his research prior to the ordeal difficult to restart.
The report comes amid debates over the importance of EDI initiatives in the US, where Trump has scrapped existing policies, threatening funding cuts to universities enforcing them. Drawing on the situation across the pond, the SU told Cherwell: “Now more than ever, we want to see EDI remain a clear priority at Oxford, especially at a time when such commitments are being rolled back at our American counterparts.”
On the SU’s role in advancing equality, diversity and inclusion, they added: “We will continue to champion student voice in EDI, with our VP for UG Education and Access, Eleanor Miller, being featured on the panel of the next University EDI roundtable. We also look forward to introducing dedicated Community and Equity Officers to support this important representative work in Trinity Term, as well as a Welfare, Equity & Inclusion Officer being reintroduced in July 2025.”
