Bristol Counts

Bristol Counts is our campaign to ensure that we have an accurate picture of the differences that make up our staff community.

Bristol Counts encourages colleagues to disclose and update information relating to the following personal characteristics:

  • Disability
  • Ethnicity
  • Gender Identity
  • Gender Identity Status
  • Religion or Belief
  • Sexual Orientation.

We are also required to gather and maintain information about staff members’ legal sex – ‘female’ or ‘male’ - for HM Revenue and Customs and this information is captured when a member of staff joins the University. Please note that an employee’s sex cannot be changed using MyERP self-service. To update the legal sex on your record, please contact Employee Services.

By sharing your diversity data, you will enable us to build a more accurate picture of the individuals who make up our staff community. This in turn helps us to identify, understand and remove barriers to ensure that everyone has the best possible workplace experience.

To ensure that no group is disadvantaged during their staff experience, we also use the data to assess the impact of our activities, policies and processes as part of our framework for inclusive decision making, and use this to plan further required action. It also helps us to more accurately calculate any pay gaps.

We recognise that disclosing information related to our personal characteristics can be a sensitive issue, however this information is anonymised, used for high-level reporting, never reported by individual, and can only be accessed by yourself or selected/trained staff within Human Resources.

It is important to note that your line manager will not be alerted when you update your diversity data. This is particularly relevant to disability: please do not assume that disclosing your disability on the system will automatically lead to any action relating to reasonable adjustments. You must still inform your line manager if you require workplace adjustments.

Legally we must monitor and report on the diversity of our staff under the Equality Act. It is also compulsory for the University to meet the reporting requirements of organisations such as HESA - Higher Education Statistics Agency. The University provides HESA with equality information as this is necessary for monitoring equality of opportunity and eliminating unlawful discrimination in accordance with the Equality Act 2010. The University also works in partnership with a range of national and local organisations to advance activity to build diversity and promote inclusion and this requires the provision and analysis of data.

Update your personal data

The 'MyERP' System allows you to review, disclose and update your Ethnicity, Religion, Sexual Orientation, Disability, Gender Identity, and Gender Identity Status. It only takes 5 minutes to update your diversity information.

Monitoring and Reporting Terminology

Further information on the terminology used to gather information about our staff population, the categories used for reporting, and reasons for this.


Personal data is processed for a variety of reasons (as set out in the Staff Fair Processing Notice) and all such personal data will be collected and processed in accordance with the requirements of the General Data Protection Regulation (GDPR) and the Data Protection Act 2018. 

Equality in higher education: statistical reports

Every year, Advance HE’s Research team produces a series of statistical reports on equality for staff and students in UK higher education.

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