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 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.

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

Inclusion Calendar

Inclusion is a university core value. To support our community, we are proud to have an online calendar which promotes, commemorates, and celebrates the diversity of our staff, students and partners by providing information on faiths, festivals, observances, culture and wellbeing.

We hope all staff and students will find the benefits from this calendar are:

  • it provides important daily information on dates, holidays and festivals which can be book marked and will enable you to get involved with events or celebrate in your own way
  • encourages self-learning and personal development
  • supports diversity, cultural and equality training initiatives
  • promotes awareness of diversity throughout the university.

Please note the dates featured are not an exhaustive list and we welcome suggestions of significant dates which we can consider for next year’s calendar. Additionally, it should be noted some dates for religious festivals will be estimates and may vary due to international variations or leap years.

To make suggestions or comments please email equality@gre.ac.uk

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-tem M-apping P-review A-ssess C-alculate T-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

  • 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.

      Our next steps are to assess and develop a targeted action plan to enhance our position at Level 2. In preparation and readiness to become a Disability Confident Leader Level 3 by 2025 aligned with our ‘This is Our Time Strategy and our aspiration to be accredited by all major EDI Bodies, this would require the university to be recognised by its peers, its local community and disabled people, while open to external challenges and supporting other employing organisations to be Disability Confident.
  • 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.
  • 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).

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.

Disabled Staff Community

The University has an established a Disabled Staff Community for staff across both academic and professional roles. The purpose of this Staff Community 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 community 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 : www.equalityhumanrights.com/en/equality-act/protected-characteristics

EDI Strategy, Policy, Reports and Guidance

Collecting Equality Data

Over the coming years we aim to become a sector leader for equality, diversity and inclusion.

We ask you to keep your Horizon personal information up to date and to share information through our other systems and surveys. Your information enables us to improve our support and to tailor services for staff and students.

Research shows sharing of equality data benefits everyone when there is a trusted two-way relationship. At the University of Greenwich, we appreciate the levels of staff and student data sharing, which is the passing of personal and sensitive information from one person to another. Details can range from sharing your name to deeply personal information such as your religion or belief or sexual orientation.

At the University of Greenwich, we manage all information with care, in a confidential manner, and in a way that promotes the benefits of sharing information so you can make an informed choice. We do this by following our stipulated guidelines on data collection, storage and use including compliance with data protection legislation.

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

  • Show how we have complied with the PSED at least once a year.
  • Prepare and publish equality objectives at least every four years.

In addition, your information held within Horizon is shared with the Higher Education Statistics Agency (HESA) as part of the HESA staff record (e.g. your date of birth). If you prefer not to share your biographical information relating to disability, ethnicity, gender reassignment, religion or belief, sexual identification and/or sexual orientation, please email equality@gre.ac.uk.

Wider equality data collection

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

LGBT+ Culture in HE Report

The university has supported a novel research study. This has been co-designed with LGBT+ and allies community, with the aim at exploring the lived experiences of LGBT+ staff at the University of Greenwich.

The findings indicate the overall positive and supportive experiences of newer staff members, but there is further work before there can be radical, especially within Higher Education. The report provides a list of recommendations – both generic and specific – which can help improve the circumstances for those identifying s LGBT+.

For more information about the data in this study, please contact the Principal Investigator of the study, Assoc. Professor Panagiotis Pentaris at P.Pentaris@gre.ac.uk

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

2021 - 2022

2020 - 2021

2019-2020

2018-2019

2017-2018

2016-2017

2015-2016

2014-2015

2013-2014