Equality, Diversity & Inclusion Policy Statement

A commitment to equality, diversity and inclusion is fundamental to our University’s core values, ensuring our success as a high-performing global civic institution with a positive and supportive culture, where all staff and students feel empowered and respected.

Equality, diversity, and inclusion requires a strong commitment and concerted action to build an inclusive environment where opportunities are open to all, diversity is valued, and where everybody can reach their full potential without fear of harassment, prejudice or discrimination. Every person in our university community has a responsibility for making the University an inclusive environment where all members of our University community feel welcome and are able to be themselves.

Our work to embed equality, diversity and inclusion is anchored in the duties as applied to the protected characteristics[1] set out in the Equality Act 2010 that require us to have due regard to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

It is the general expectation that all members of staff, including others who may be working on behalf of the University, will behave in an acceptable manner – treating others with courtesy, respect and consideration – and conducting themselves professionally when interacting with members of the University community. Unacceptable behaviour including bullying, harassment and victimisation or discrimination – including but not limited to the protected characteristics covered by the Equality Act 2010 – will not be tolerated and any allegations will be taken seriously and dealt with appropriately under the relevant procedures.

Our Board of Trustees has ultimate accountability for compliance with the Equality Act and for ensuring that we are able to demonstrate compliance by:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics
  • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people
  • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low

Removing any existing and potential barriers to inclusion is critical to creating an inclusive work and study environment where people feel welcomed, valued, and supported. Our institutional approach to decision-making (equality impact assessment) provides a structure to fully embed inclusion into any decisions, policies or activities that may impact on people.


[1] The equality duty covers the nine protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Public authorities also need to have due regard to the need to eliminate unlawful discrimination against someone because of their marriage or civil partnership status. This means that the first aim of the duty applies to this characteristic but that the other aims (advancing equality and fostering good relations) do not apply.

Equality Diversity Inclusion Delivery Plan

Please note that our Delivery Plan is currently being reviewed as part of our University Strategy Review 2021. A revised Plan will be in place by end of 2021.

Inclusive Decision-making model: Learn, Act, Measure

A simple, three-step model to support you in integrating equality impact assessment into your activity. Any assessment of equality impact must form part of your decision-making processes: it is not legally acceptable to undertake an assessment retrospectively once your decision has been made. LAM Model (PDF, 250kB)

Report and Call Out Inappropriate Behaviour

Stand Up, Speak Out is an initiative which acts as an umbrella for a range of tools to promote positive behaviours and to equip and empower staff to challenge all forms of unacceptable behaviour in the workplace.

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