Planning for all
We want to ensure that analysis of equality information underpins the strategic, planning and investment decisions that UWE Bristol makes. The Equality, Diversity and Inclusivity committee is responsible for ensuring that the objectives and actions set out within the Single Equality Scheme action plan are delivered to help the University realise its aims and ensure that equality and diversity is embedded in everything that we do.
UWE Bristol managers assess the impact of the policy and practice on protected groups by following our equality analysis guidance and procedures.
UWE Bristol asks for monitoring information (age, gender, sexuality, race, religion and whether or not you are disabled) so we can use it to be fair to everyone and be a good employer. Equalities law is there to make sure we do this, along with many other measures designed to promote equality and diversity at work.
Data is stored in confidential databases and analysed against demographic data about the general population and the higher education (HE) sector. This means we can see where a particular group is under-represented at the University and take action to address this.
Every two years we undertake a staff survey, which helps us identify the key issues about working here, what’s good and what needs to be changed.
Equality and diversity issues
Any aspect of university life contains equality and diversity issues – opportunities for promoting equality and combating discrimination. We have tried to make sense of the many and varied equality and diversity issues affecting staff and students by identifying six aims:
The nine protected characteristics are identified by the Equalities Act 2010 and cannot be used to treat people unfairly. They are:
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- religion or belief
- sexual orientation.
Every person has one or more of the protected characteristics, so the Act protects everyone against unfair treatment. For more information, go to the Advanced HE website.
All our staff and students are covered by the Equality Act.
All staff must adhere to university policies and procedures.
Positive action and positive discrimination
Positive action is the deliberate introduction of measures to eliminate or reduce discrimination, or its effects. It’s not about special treatment for any one particular group, but the fair treatment of all people. It’s concerned with levelling the playing field so that everyone has access to the same opportunities. There are three main types of positive action:
- Action that reveals potential discriminatory practice through, for example, the assessment of policies or monitoring
- Action which changes discriminatory practice in light of any findings
- Action which attempts to counter-balance the under-representation of a particular group. This latter form of positive action includes the use of methods such as mentoring schemes, networks, outreach work, target setting and training.
Positive action is not the same as positive discrimination, an example of which would be promoting someone purely on the basis of his or her gender. For more information, see the Advanced HE website.
Policy and procedures
It is not a legal requirement to have an equality and diversity policy and procedures, but this is good practice and the best way to ensure we fulfil our legal requirements under the Equality Act 2010. These are, in common with all higher education institutions and other public sector bodies, to:
- eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act
- advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
- foster good relations between people who share a relevant protected characteristic and people who do not share it.
Single Equality Scheme
UWE Bristol's Single Equality Scheme (SES) brings together our previous equality schemes and policies and sets out our equality objectives.