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 re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief (non-belief), sex 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.

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

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 2019-2022 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:

I-temM-appingP-reviewA-ssessC-alculateT-he Final Stage

IMPACT Equality Analysis Template, Guidance, and Procedure

Equality Analysis to support Covid19

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 Community

The University of Greenwich LGBT+ Staff Community 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.

To find out more about the Community see their webpages.

Disability Staff Network

The University has an established a Disability Staff Network for staff across both academic and professional roles. The purpose of this Staff Network is to provide a safe, supportive and confidential forum for sharing experiences, networking and discussing identified issues that affect members of staff with disabilities across the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about disability diversity and inclusion and make input into the policies and practices of the University.

To find our 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 p.mcfarlane@gre.ac.uk or Simone Murch the Senior Equality, Diversity and Inclusion Officer at s.j.murch@gre.ac.uk

BAME Staff Network

The University has an established a Black, Asian and Minority Ethnic (BAME) Staff Network for staff across both academic and professional roles. The purpose of this Staff Network is to provide a safe, supportive and confidential forum for sharing experiences, networking and discussing identified issues that affect members of staff from BAME groups across the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about BAME equality and inclusion and make input into the policies and practices of the University.

To find our more about the network see their webpages.

Women Staff Network

A Women Staff Network has been founded by the University for staff across both academic and professional roles. The purpose of this Staff Network is to provide a safe, supportive and confidential forum for sharing experiences, networking and discussing identified issues that affect female members of staff the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about Gender equality and inclusion and make input into the policies and practices of the University.

To find our more about the network see their webpages.

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

For further details about the Protected Characteristics, please visit this link : https://www.equalityhumanrights.com/en/equality-act/protected-characteristics

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.

2013-14

Further Reports

News

Equality, Diversity and Inclusion Committee Minutes

2019-2020

2018-2019

2017-2018

2016-2017

2015-2016

2014-2015

2013-2014