- Statement from the Vice-Chancellor
- Awards and accreditations
- Inclusivity Toolkit
- Equality Act 2010
- Equality data
- Dignity and respect
- Inclusivity group structure
- Inclusivity Representatives
- Race Equality Charter Mark
- Two Ticks
- Women in HE
- Research Excellence Framework (REF)
- Resources and useful contacts
- About us
Equality data monitoring is both a requirement and good practice to know the composition of our student body and workforce so that issues of under-representation can be addressed and needs provided for.
The Equality Act 2010 introduced a general public sector equality duty which requires the University to have due regard to the need 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.
The duty is supported by specific duties which aim to help public bodies perform better in meeting the general equality duty and require the University to publish:
- Equality Objectives, at least every four years (by April 2012)
- Equality data to demonstrate compliance with the equality duty, at least annually (by 31 January 2012)
Why is equality data monitoring important?
It is both a requirement and good practice to know the composition of our student body and workforce so that issues of under-representation can be addressed and needs provided for.
The equality data set out in this section provides an evidence-based approach to equality so that we are able to prioritise and focus on specific equality agendas as we work towards creating an environment that is free from discrimination and promotes equality of opportunity.
The following equality data for both staff and students has been collated and analysed via various sources including the HESA* Heidi Equality management tool, Midland Trent HR system and SITS student database.
(*HESA information currently only covers age, disability, ethnicity and gender. From 2012/13 the number of equality characteristics covered by HESA will be extended, allowing us to produce a more detailed analysis of our workforce once this data is available).