Equality & Diversity Overview

   
   

Our Commitment

We recognise and value our people as our most important asset. It is through our people that an excellent student experience and world-changing research will be delivered. To succeed therefore, we need the right people with the right skills and values in place at the right time. We need exceptional leaders who champion our culture, live our values and facilitate high performance, and a highly talented, diverse, skilled and motivated workforce who are empowered and engaged through working in a developmental, collaborative, inclusive and supportive working environment.
 

Global People Strategy 2020

 

In line with the ambitions of The Global People Strategy 2020, the University commits to fostering a values-based culture focused on diversity, inclusivity, wellbeing and positive engagement. To do this, we will raise the profile of equality, diversity and inclusion as an important part of our future culture, ensuring that this is embedded into policies, frameworks and the activity of University life.

Leadership

To create a diverse and inclusive environment, the University believes in engaging and valuing all students and staff, at all levels. To achieve this aim, both the Vice-Chancellor and Management Board have endorsed a commitment to raise awareness of diversity through promotion of diversity, targeted at Heads of School and Heads of Departments as well as diversity awareness raising aimed at all staff.

The University's senior management team is committed to the diversity agenda. Head of Schools and Departments have been working with Human Resources Advisers on the delivery of a number of diversity targets. 

Institutional Equality Objectives 2017-2020

Arising from learning from the previous Staff Equality & Diversity Strategy, and the launch of Global Strategy 2020, the University's Equality Objectives 2017-2020 are:

  • 2% increase in disability disclosure across all staff groups (ie at all levels) by 2020.
  • 35% senior (L6/7) staff who identify as female by 2020.
  • To hold declared sexual orientation, gender identity and religion/belief data for over 80% of staff by 2020.
  • To hold a Bronze institutional Race Equality Charter Mark by 2020.
  • To hold a Silver institutional Athena SWAN Charter Mark (new Charter) by 2018 and all Schools/Faculties to hold an award by 2020.
  • Updated Equality Analysis learning and development (training) to have been undertaken by 50% of staff by July 2019 (focused on decision-makers and policy owners).
  • By 2020/21, to reduce the non-continuation rate for mature students to 10.5% or less, from a baseline of 12.9% in 2014-15.
  • By 2020, to have action plans in place and being implemented at School/Faculty level in regard to improving the educational attainment of BME students.

Equal Opportunity Policy

We have an Equal Opportunity Policy which seeks to create the conditions whereby students and staff are treated solely on the basis of their merits, abilities and potential, regardless of gender, race, colour, nationality, ethnic or national origin, age*, socio-economic background, disability, religious or political beliefs, trade union membership, family circumstance, sexual orientation or other irrelevant distinction.

Please see Equality and Diversity Policies and Information section for more details.