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. 

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-tem, 

M-apping, 

P-review, 

A-ssess, 

C-alculate, 

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 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.

The network aims to:

  • promote the interest of disabled staff employed at the University of Greenwich,
  • provide a safe, supportive and confidential environment for members to discuss their experiences and issues faced in the workplace,
  • work with senior stakeholders towards developing an inclusive culture and fairness for all,
  • act as a channel for communication and consultation between staff and senior stakeholders,
  • provide an opportunity for members to share information on local and national policy and developments,
  • influence policy development to ensure that the diverse equality perspectives are proactively considered,
  • gain and share an understanding of the experiences of staff from diverse backgrounds, and highlight any inequalities that influence learning and teaching,
  • celebrate the diversity of the workforce by participating in national and local events relating to Disability,
  • promote opportunities for social networking.

The Disability Staff Network is going to be meeting 4 times a year and the Chair is member of the University EDI Committee. Dates of the future meetings and the agenda and minute of their meetings will be available here.

For further information about the Network, please contact Naseer Ahmad, Equality and Diversity Manager on: n.ahmad@gre.ac.uk

Disability Staff Network – Executive Officers

  • Ciara Doyle - Chair
  • Victoria Wood - Secretary
  • Lucy Smith - Communications/Membership Officer

Next Meeting - 2 July 2019

Minutes of Meeting held on 11 March 2019.

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.

The network aims to:

  • promote the interest of diverse staff employed at the University of Greenwich,
  • provide a safe, supportive and confidential environment for members to discuss their experiences and issues faced in the workplace,
  • ensure the provision of diverse perspectives on all professional issues in recruitment, employment practices as well as training and development,
  • work with senior stakeholders towards developing an inclusive culture and fairness for all,
  • act as a channel for communication and consultation between staff and senior stakeholders,
  • assist in embedding equality, diversity and inclusion through implementation of University EDI policies, strategy and action plan,
  • assist the University in meeting its statutory obligations regarding its duty under the Equality Act 2010,
  • influence policy development to ensure that the diverse equality perspectives are proactively considered,
  • support the University with the training of staff at all levels so they can better understand the perspective and needs of staff from diverse backgrounds,
  • celebrate the diversity of the workforce by participating in national and local events such as Black History Month (October),
  • promote opportunities for social networking.

The BAME Staff Network is going to be meeting 6 times a year and the Chair is member of the University EDI Committee. Dates of the future meetings and the agenda and minute of their meetings will be available here.

BAME Staff Network – Executive Officers

  • Sandhiran Patchay - Chair  
  • Rania Hafez - Secretary
  • Natasha Abreo - Communications/Membership Officer

Next Meeting – 30 May 2019

Minutes of Meeting held on 13 March 2019.

For further information about the Network, please contact Naseer Ahmad, Equality and Diversity Manager on: n.ahmad@gre.ac.uk

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

2018-2019

2017-2018

2016-2017

2015-2016

2014-2015

2013-2014