People Directorate

Equality, Diversity and Inclusion (EDI) Compliance

We take active steps to provide an inclusive environment for students, staff and visitors as outlined in the Public Sector Equality Duty of the Equality Act 2010.

In addition to this webpage, we have an Equality, Diversity and Inclusion Hub , which provides wider activities and information.

Equality, Diversity and Inclusion Strategy

The People Enabling Strategy provides an effective framework for our EDI workstreams going forward to 2030 and to make our university culture a more equitable and inclusive place for students, staff and our wider community.

University Strategy

We celebrate the diversity of our staff and students. Our inclusive culture fosters an environment of freedom of expression and a place for staff and students to feel safe, accepted and recognised for who they are without fear of exclusion. Strategic priority two Inclusivity and Culture (page 29) highlights our ambitions for the university.

People Strategy

The university aspires to be sector-leading in EDI by 2030. We will achieve this by embedding an approach to EDI that values our unique identities and contributions in everything we do and making us a positive force for change. Our priorities are around promoting equity in representation, pay, experience, culture and environment to ensure that our people reflect the diversity of our students and communities.

For further information can be found within the People Enabling Strategy with particular reference to Section 4: Inclusivity and Culture.

Equality and Diversity Policy Statement

We believe that having a clear Equality and Diversity Policy Statement for staff and students reinforces our expectations of the values and behaviours that all members of the University community should exhibit. The policy outlines that the University will take steps to encourage staff, students and visitors to the University to:

  • Treat others with respect at all times and promote an environment free of all kinds of bullying and harassment.
  • Actively discourage discriminatory behaviours or practices.
  • Participate in training and learning opportunities that would enable them to adopt best practice.

Contact equality@gre.ac.uk for our EDI Strategy 2019-22.

Gender Pay Gap Reporting

As a University with more than 250 employees we must publish and report specific figures about our gender pay gap.

We have also made a commitment to wider protected characteristic pay gap reporting for BAME, Disability and LGBT+ staff.

EDI Annual Reports

Governance

The EDI Board makes recommendations on the University's EDI programme and aspires to deliver sector leading EDI activities aligned to our university strategy and oversees implementation of the EDI Programme. The EDI Board reports to the Vice-Chancellor's Executive and also to the People Board on elements of the People Sub-Strategy relating to EDI.

EDI Board (Committee) Meetings 2023 - 2024

EDI Board (Committee) Meetings 2022 - 2023

EDI Board (Committee) Meetings 2021 - 2022

EDI Board (Committee) Meetings 2020 - 2021

EDI Board (Committee) Meetings 2019 - 2020

Collecting Equality Data

We collect diversity monitoring data on our staff and students and analyse this information at key stages of the higher education life cycle. Your information enables us to improve our support and to tailor services for staff and students. Understanding the diversity of our university community – in numbers and through lived experiences – is important in empowering and celebrating all that we are.

Further information around data collection can be found here.

Equality Impact Analysis (EIA)

An equality impact analysis is a way of finding out whether documentation on policy, function, practice, procedure or provision and organisational wide decisions have due regard (i.e., conscious thinking) for the legislative requirements of Equality Act 2010.

A proposed policy, function, procedure, practice or provision has a different effect on the protected characteristics of different groups e.g., students and staff and needs to take into account the experiences and circumstances of those groups or individuals who may be affected.

The IMPACT Equality Analysis provides a useful RISK tool for identifying and addressing discrimination:

IMPACT Equality Analysis Template, Guidance, and Procedure

Mandatory Training Opportunities

We have two online mandatory training modules available for University staff to complete.  These training modules help to build confidence in recognising equality, diversity and inclusion in everyday situations.

Equality, Diversity and Inclusion in Practice online training comprises of two courses:

Accreditations and Charters

  • Athena Swan
  • Disability Confident
    • The University has been reaccredited with its Disability Confident Employer Level 2 status, after undertaking a self-assessment process against a set of statements and actions issued by the Department for Work and Pensions. The Disability Confident Scheme is creating a movement of change, to encourage employers to think differently about disability and take action to improve how we recruit, retain and develop disabled people.
  • HR Excellence in Research
  • Stonewall Workplace Equality Index
  • Mentally Healthy Universities
    • The University of Greenwich was a foundational partner with Mind supporting the Mentally Healthy Universities Programme. This tested a whole-university approach focused on preventative interventions. University staff were also empowered to participate in Mental Health Champions and Peer Supporters schemes. The programme supported the universities to meet the Mental Health at Work Commitment. As part of the Strategy 2030, the University will be working towards achieving the University Mental Health Charter with Student Minds. For further information contact Charlie Allen.
  • Race Equality Charter
  • Sustainability Development Goals
    • The university is proud to contribute to the United Nations Sustainable Development Goals. SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities) are important to us and we strive to make improvements in what we do. We also realise we cannot do this alone and through our partnerships we will accelerate and improve our work (contributing to SDG 17 (Partnerships for the Goals).

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