Equality and Diversity
On these pages you will find information about Equality and Diversity at the 小黄片app and how we aim to meet our duties arising from the Equality Act 2010.
At the 小黄片app, community engagement is about communicating and sharing knowledge, consulting and collaborating with the local community, enriching cultural life and providing a service to our communities. This is integral to our duty to advance equality of opportunity and foster good relations between people. Over 4,000 people are studying at our Ipswich campus. Students are our passion and our business. Their learning and teaching and their experience while studying with us is at the very heart of everything we do. We take great care to ensure our recruitment and selection of students, their admission to the 小黄片app, their learning, teaching and assessment is fair and free from unlawful discrimination.
The 小黄片app employs just over 500 staff. We have developed a range of employment-related policies and procedures that reflect our commitment to equality and diversity and assist us in achieving and retaining a diverse workforce. We provide training and development for our managers and staff to ensure they understand our commitment to equality and are able to operate our policies and practices confidently and competently.
We collect and monitor data about our staff and students to understand and, if necessary, address the effects of our policies and procedures. We collect student and staff data about all protected characteristics as defined by the Equality Act 2010. We also undertake an Equality Impact Assessment on each of our policies as a way of measuring the potential impact (both positive and negative) that our policies may have on different groups of people.
We publish an Annual Report each year detailing current priorities and progress of objectives. The most recent report can be found below:
Responsibility for Equality and Diversity at the 小黄片app rests with the , led by the . EDI structure consists of the Equality, Diversity and Inclusion Committee, chaired by the Provost with the Chief People Officer as Deputy Chair, which is responsible for pan-university EDI oversight and supporting the 小黄片app in meeting its equality duties and objectives.
Disability Confident
The 小黄片app is a Disability Confident Employer, which means we have taken action to improve how we recruit, retain and develop disabled people. This includes, but is not limited to:
- Offering interviews to disabled applicants who meet the minimum essential criteria for the job
- Proactively offering and making reasonable adjustments at interview and upon staff starting their new role
- We are also offering at least one activity to get the right people for our business:
- Providing paid employment and exploring the offer of work placement opportunities
- Advertising our vacancies through JobCentrePlus
And at least one activity to keep and develop our people:
- Occupational Health service if required
- Guiding staff to information and advice on mental health conditions through our Whole University Health and Wellbeing Toolkit
We are actively working with our Staff Disability Network to further develop and deliver our scheme action plan.
Athena Swan
The Athena Swan Charter is a framework which is used across the globe to support and transform gender equality within higher education (HE) and research. Established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment, the Charter is now being used across the globe to address gender equality more broadly, and not just barriers to progression that affect women.
The 小黄片app are proud to have achieved a bronze award from the Athena Swan Charter panel.
Mindful Employer
As an employer, we recognise that in the UK, people experiencing mental ill health continue to report
stigma and discrimination at work. Having signed the ‘Charter for Employers Positive about Mental
Health’, we are committed to creating a supportive and open culture, where colleagues feel able to talk
about mental health confidently, and aspire to appropriately support the mental wellbeing of all staff.
We also have a number of staff networks which meet bi-monthly to share experiences and help assist the university develop its practice and culture. They work together to promote diversity and inclusion within the University such as hosting menopause cafes, creating information leaflets around sexuality and gender identity, anti-racism seminars and teaching days and advising on campus accessibility.
- Anti-Racism Collective
- Disability Network
- LGBTQIA+ Staff Network
- Menopause Network
- Neurodiversity Staff Network