All Cambridge University managers are to have compulsory equal opportunities training after a staff audit found that the university's predominantly white, male leaders are propagating a "macho" and "intimidating" culture.
Senior managers are largely "blind" to the needs of their female, ethnic minority and disabled colleagues, according to the audit. Cambridge has accepted the findings and has implemented an action plan to reform university culture.
Vice-chancellor Alec Broers said: "Evidence has emerged of the experiences of staff in areas including appointment, working practices, promotion and career development that indicates issues that need to be addressed."
The report, by consultants Schneider Ross, largely confirms the stereotype of the Cambridge don. Professors (almost 94 per cent of whom are male) and readers (87 per cent male) are the happiest group, and are "somewhat blind to issues of equal opportunities", the report said.
By contrast, some 81 per cent of disabled staff, 74 per cent of ethnic minorities and 66 per cent of female lecturers have felt excluded at some time.
The senior staff define a prevailing culture that is described by other staff as "tough", "macho", "closed" and "self-reinforcing". This culture is self-perpetuating - 70 per cent of Cambridge's professors and readers are Cambridge graduates.
"Overall, management capability is not well perceived," the report said. A third of the 3,000 staff surveyed said they felt unable to discuss their career develoment with their department head.
Almost a quarter of staff (23 per cent) said that bullying by their managers is, or has been, a barrier to career progression. Some 46 per cent of staff cited poor appraisal systems as another barrier.
Anecdotal evidence suggested that managers may have contravened the Disability Discrimination Act, encouraging disabled staff to leave. "However, since the audit (in summer 2000), disability awareness training has begun."
The report recommends that equality training should be a requirement "for all those who are involved in selection". Heads of department should be more "accountable" and departmental targets for improvements set.
Professor Broers said: "There is overall recognition that the university is a desirable place to work. The findings reveal an institution which has some way to go, but in which there is already a consciousness of the need to work towards ways of developing the potential of a diverse population of staff."