Human Resources

Equality Diversity and Inclusion

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.

At the University of Greenwich we value Equality, Diversity and Inclusion (EDI) and take active steps to provide an inclusive environment for students, staff and visitors irrespective of their age, disability, gender,  gender re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief (non-belief) and sexual orientation as outlined in the Public Sector Equality Duty of the Equality Act 2010.

Gender Pay Gap Reporting

We have published our gender pay gap report for 2017. 

Universities, alongside all other employers of more than 250 people must publish and report specific figures about their gender pay gap.

Gender Pay Gap Report 2017

Equality, Diversity and Inclusion Strategy

University of Greenwich's agreed Equality Objectives are:

  1. Improve systems to monitor and report data related to the nine protected groups as defined under the Equality Act 2010 amongst staff and students
  2. Promote the University's values and behaviours of equality, diversity and inclusion by sharing best practice, awareness and learning
  3. Support the University's mission to be positioned in the top 50 Universities in the country by our commitment towards Equality and Diversity accreditation

The Equality, Diversity and Inclusion Strategy 2015-2017  is a declaration of the University of Greenwich's commitment to place the promotion of equality, diversity and inclusion at the heart of the University. 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.

 EDI Annual Report

Impact Equality Analysis (IEA)

An equality analysis is a way of finding out whether documentation on policy\function\practice\procedure or provision and organisational wide decision have due regard (conscious thinking) for the Equality Act 2010.

A proposed policy\function\procedure\practice or provision has a different effect on different groups of students and staff and needs to take into account the experiences and circumstances of those groups/people who may be affected.

Equality analysis will provide a systematic way to ensure our legal obligations are met and also provide a practical way of examining what the effect may be in relation to equality for those concerned.

The IMPACT Equality Analysis provides a useful RISK tool for identifying and addressing discrimination in six simple steps:






T-he Final Stage

IMPACT Equality Analysis Template, Guidance, and Procedure

Training Resources

Overview of the Courses

We have two online training modules available for University students and staff to complete.  These training modules help to build confidence in recognising equality, diversity and inclusion in every day practice.

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

Accreditations and Charters

Diversity Networks and Groups

LGBT+ Staff Network

The University of Greenwich LGBT+ Staff Network champions the positive development of LGBT related equality & diversity support and representation within the university. The University is a proud member of the Stonewall Diversity Champions Programme and is also featured in Stonewall's Gay by Degree, a guide for Lesbian, Gay and Bisexual students on higher education institutions.

Through its members, the LGBT+ Staff Network aims to:

  • provide support and information to staff on LGBT matters in the workplace;
  • act as an advisory group on LGBT equality & diversity issues within the university, e.g. contributing to policy development and implementation;
  • increase the visibility of LGBT issues in the workplace;
  • provide networking opportunities, within the university and between other universities' LGBT staff networks;
  • have a positive and recognisable presence within the university community;
  • organise social events to celebrate diversity and cultural inclusion; and
  • sign-post to other LGBT support networks and organisations.

To find out more about the network see their webpages.

Disability Named Contacts (DNC)

The University has an established network of staff in each faculty and department acting as local contacts. They provide support for students who have a disability, specific learning difficulty, mental health or long term medical condition.

For more information, please contact or Simone Murch the Senior Equality, Diversity and Inclusion Officer at

Protected Characteristics

The Equality Act 2010 consolidates previous equalities legislation evolved over the past 45 years. It replaces nine statutes, including the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Acts 1975 and 2000, the Disability Discriminations Acts 1995 and 2005 and over 100 other pieces of legislation.

The Equality Act 2010 covers nine protected characteristics:

  1. Age
  2. Disability
  3. Gender Reassignment
  4. Marriage and Civil Partnership
  5. Pregnancy and Maternity
  6. Race
  7. Religion and Belief (including lack of belief)
  8. Sex
  9. Sexual Orientation


Age refers to a person belonging to a particular age group, which can include people of the same age and people of a particular range of ages.

The Equality Act 2010 makes discrimination on the grounds of age in employment and education provision unlawful unless it can be objectively justified as a "proportionate means of achieving a legitimate aim". The Act has also removed the default retirement age, so the university can no longer enforce compulsory retirement. For further guidance, help or advice, please contact a member of the Human Resources team.


The University of Greenwich is committed to promoting disability equality in recruitment and employment and aims to create an environment which enables disabled staff to work effectively as part of the University community. The following pages focus on disability information for staff, managers and prospective applicants. Information on working with disabled students is contained on the University's diversity web pages this can be access by clicking on the following link .

Disability Confident

Committed to halve the employment gap for disabled people, the new Department of Work and Pension- Disability Confident Scheme "builds on the best practices of the 'two ticks' model, whilst providing online, practical advice and guidance that helps employers to attract, recruit and retain disabled talent ".

The new scheme facilitates businesses through a three level Disability Confident journey. Greenwich through its active participation in Two Ticks has already been awarded a Level 2: Disability Confident Employer badge for 1 year. This means we have demonstrated our progression by undertaking a self-assessment process against a set of statements and taking positive/proactive action to attract, recruit and retain disabled people.

In the next year we will endeavour to maintain our Level 2 status and consider working towards Level 3: Disability Confident Leader. This requires the employer to be Disability Confident as recognised by their peers, local community and disabled people. Disability confident Leaders will be open to external challenges and will support other employers to become Disability Confident. Once the employer meets the criteria for this stage they will be awarded a badge for 3 years

Please see the Disability Confident Branding Guidelines for use of the logo.

More information on the accreditation can be found on the Jobcentre Plus web page and Frequently asked Questions relating to Disability Information for Staff can be found here.

Gender Reassignment

Gender reassignment is a protected characteristic and includes anyone who has proposed, started or completed a process to change his or her sex. The Equality Act removes the need for a transsexual person to be under medical supervision to benefit from legal protection.

In employment, the Act also requires organisations to treat absences from work because someone proposes to undergo, is undergoing or has undergone gender reassignment in the same way or better as absences due to illness or injury.


The Equality Challenge Unit (ECU) has produced a useful resource for staff supporting an individual who is transitioning gender (the process of moving from one gender to another, with or without medical intervention). The guide covers initial meetings, developing an action plan, managing the reactions of others and supporting changes in gender presentation.  The university also has it own Transitioning Policy.

Marriage and Civil Partnership

Marriage and Civil Partnership is a protected characteristic referring to heterosexual couples who are legally married and same-sex couples in a civil partnership. People who are not married nor in a civil partnership are not included in this protected group.

This characteristic is covered in terms of discrimination in employment only.

Pregnancy and Maternity

The Equality Act prohibits discrimination because of pregnancy and maternity in employment, education and in the provision of goods and services. Individuals are protected under the Equality Act while pregnant and within 26 weeks of giving birth. For example, a student who applies to study at the University should not be excluded because she is pregnant or has recently given birth. Similarly, member of staff who is pregnant should not be demoted or overlooked for training or promotion because of her pregnancy.

A woman who is breastfeeding is also now explicitly protected from unfavourable treatment in the areas of education and provision of services. Staff or students wishing to breastfeed or express milk in private should be directed to the nearest first aid room on their local campus. Guidance on maternity procedures for staff can be found here.

Additional guidance on supporting students is available from the ECU website. Information on Health and Safety, including Risk Assessment Forms, can be found on the Safety Unit web pages.


Race is a protected characteristic that refers to an individual's race, colour, nationality and ethnic or national origins. The Equality Act replicates the provisions of previous legislation. It is prohibited to discriminate, harass or victimise a student, member of staff or visitor to the University because of their race, whether perceived, actual or associated. This includes segregating individuals according to race.

Religion and Belief

Religion and belief is a protected characteristic that refers to a:

1. Religion (e.g. Christianity, Judaism, Islam).

2. Denomination of a religion (e.g. Anglicanism, Catholicism, Sunni, Lamaism).

3. Religious or philosophical belief (e.g. Humanism, Spiritualism, Atheism and Climate Change).

Protection also applies to those who do not have a religion or belief.


Chaplains are appointed by faith communities to work at the university to care for students and staff of all religions or none. There is at least one Chaplain on each campus. Students and staff can drop in without appointment to see a Chaplain at the Chaplaincy or they can book beforehand. For more information visit their webpage.


Sex (or gender) is the protected characteristic that refers to a man or woman. It is prohibited to discriminate, harass or victimise a student, member of staff or visitor to the University because of their sex, whether this is perceived, actual or associated.

Sexual Orientation

Sexual orientation is a protected characteristic relating to a person's sexual orientation towards people of:

  • The same sex as him or her (the person is a gay man or a lesbian)
  • The opposite sex from him or her (the person is heterosexual)
  • Both sexes (the person is bisexual)

The Equality Act prohibits discrimination that is direct or indirect and whether it is based on a person's actual or perceived sexual orientation, and by association. For example, protection is provided if someone uses homophobic banter (i.e. comments, words or actions/gestures that refer negatively to gay, lesbian or bisexual people) to a colleague who is presumed to be gay but is in fact heterosexual.

The University is a proud member of the Stonewall Diversity Champions Programme and is also featured in Stonewall's Gay by Degree, a guide for Lesbian, Gay and Bisexual students on higher education institutions.


EDI Strategy, Policy, Reports and Guidance

Collecting Equality Data

We are required as a higher education institution to monitor and publish data as part of the public sector equality duty (PSED) of the Equality Act 2010 to:

  • Publish information about how their functions affect staff and students with different protected characteristics
  • Set measurable equality objectives

Wider Monitoring

We collect equality monitoring data on the protected characteristics of our students and staff and analyse this information at key stages of the higher education life cycle.  This helps to develop a deeper understanding of our students and staff.

Other EDI Reports

Our reports will provide you with information about significant achievements and developments in the past years that aim to advance equality and foster good relations.


Further Reports


Equality, Diversity and Inclusion Committee Minutes