Under the Equality Act 2010, the University has a duty to prepare and publish one or more diversity objective to do any of the things mentioned in the general duty to promote equality:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010;
- Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
These objectives must be published by the 6th April 2012 and subsequently at intervals not greater than four years.
All objectives to be achieved by March 2016
Building on our University-wide Bronze Award, all relevant departments to achieve individual Athena Swan Bronze awards.
Gender Balance of Academic Staff
By March 2016 an overall increase will be observed in female academics in senior leadership roles.
In line with our Access Agreement, we will collaborate with partners to see a continued increase in students coming to the University from our targeted under represented groups.
Diversifying the curriculum
In line with our curriculum review and development processes, we will embed the recommendations of the Diversity in the Curriculum Working Group across the University and by 2016 be teaching a more diverse curriculum across a number of key courses.
Addressing data gaps
The university will hold a comprehensive suite of information about its staff and students which will cover in appropriate levels of detail, all protected characteristics.
Carrying out a pay gap audit
Equal pay audits will be carried out at two - yearly intervals commencing in 2012, with appropriate action plans developed and delivered.
A new suite of diversity training will be launched with every member of senior staff and 10% of all other employees receiving training.
How have we developed these objectives
The University's approach to diversity and equality is embedded throughout the institution and in our annual planning cycle. We have a firm understanding of our position and the key challenges we face. Because of this approach, these diversity objectives have not been developed in isolation and represent the culmination of our work to date setting a challenging agenda for the next four years. Their development has been informed by:
- Our planning round for the 2012 - 2017 academic years
- Our Access Agreement for 2012 - 2013
- The recommendations of key committees and working groups
- Analysis of our diversity information published in January 2012
The objectives have been considered and approved by the University's Diversity and Equality Advisory Group (DEAG), Deputy Vice Chancellor and the Director of Human Resources.
It must be noted that as our planning cycle runs to academic rather than financial year, our departmental plans will not be finally approved until July of this year. As such these diversity objectives may be subject to amendment as a result of any relevant changes to these plans.
Monitoring and Review
These diversity objectives represent the highest level, strategic ambitions of the University in relation to diversity and equality. In order to ensure continued progress towards the objectives, they will be underpinned by an annual diversity action plan which will detail key actions for each objective, relevant timescale and responsible person. This plan will be monitored termly by the Diversity and Equality Advisory Group with progress reported biannually to the University Executive Committee and University Council, two of the most important committees in the institution. Actions in the Diversity Action Plan will be updated annually in line with the planning cycle.
The Diversity Action Plan for 2012-2013 will be published here shortly.