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, 残疾, 性别re-assignment, 婚姻或民事伴侣关系, 怀孕或生育, 比赛, 宗教或信仰(非信仰), sex and sexual orientation as outlined in the Public Sector Equality Duty of the Equality Act 2010.

性别薪酬差距报告

We have published our gender pay gap report.

大学, alongside all other employers of more than 250 people must publish and report specific figures about their gender pay gap.

性别薪酬差距报告

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, 多样性和包容性 by sharing best practice, 认识和学习
  3. Support the University's mission to be positioned in the top 50 大学 in the country by our commitment towards Equality and Diversity accreditation

Equality, Diversity and Inclusion Strategy 2019-2022 is a declaration of the University of Greenwich's commitment to place the promotion of equality, 多样性和包容性 at the heart of the University. 澳门十大电子游戏平台认为,有一个明确的 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. 的 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年度报告

影响平等分析(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 经验s 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.

的 IMPACT Equality Analysis provides a useful RISK tool for identifying and addressing discrimination in six simple steps:

I-temM-appingP-reviewA-ssessC-alculate所最后阶段

IMPACT Equality Analysis Template, Guidance, and 过程

平等分析支持covid - 19

培训资源

课程概述

We have two online training modules available for University students and staff to complete.  的se training modules help to build confidence in recognising equality, 多样性和包容性 in every day practice.

Equality, Diversity and Inclusion in Practice online training comprises of two courses:

地矿和章程

  • 雅典娜天鹅
  • 残疾有信心
  • 人力资源卓越世界十大电子游戏平台
  • 石墙职场平等指数
  • 是时候改变承诺了
    • 的 University is committed to removing the stigma of mental health.  We have signed the 是时候改变承诺了 with the aim to highlight and develop new initiatives so staff and students can achieve their full potential.
    • 欲了解更多信息,请联系 p.mcfarlane@awartgroup.com

多样性网络和群

LGBT社区+员工

的 University of Greenwich LGBT社区+员工 champions the positive development of LGBT related equality & diversity 支持 and representation within the university. 的 University is a proud member of the 石墙多样性冠军 Programme and is also featured in Stonewall's Gay by Degree, 女同性恋指南, Gay and Bisexual students on higher education institutions.

To find out more about the Community see their 网页.

残疾员工网络

的 University has an established a 残疾员工网络 for staff across both academic and professional roles. 的 purpose of this Staff Network is to provide a safe, 支持ive and confidential forum for sharing 经验s, 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 残疾 多样性和包容性 and make input into the policies and practices of the University.

To find our more about the network see their 网页.

残疾指定联系人(DNC)

的 University has an established network of staff in each faculty and department acting as local contacts. 的y provide 支持 for students who have a 残疾, 具体的学习困难, mental health or long term medical condition.

欲了解更多信息,请联系 p.mcfarlane@awartgroup.com or Simone Murch the Senior Equality, Diversity and Inclusion Officer at s.j.murch@awartgroup.com

BAME员工网络

的 University has an established a Black, Asian and Minority Ethnic (BAME) Staff Network for staff across both academic and professional roles. 的 purpose of this Staff Network is to provide a safe, 支持ive and confidential forum for sharing 经验s, 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 网页.

女性员工网络

A 女性员工网络 has been founded by the University for staff across both academic and professional roles. 的 purpose of this Staff Network is to provide a safe, 支持ive and confidential forum for sharing 经验s, 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 网页.

受保护的特点

的 Equality Act 2010 consolidates previous equalities legislation evolved over the past 45 years. 它取代了九条法规, 包括1970年的《同工同酬法, 1975年的《性别歧视法, the 比赛 Relations Acts 1975 and 2000, the 残疾 Discriminations Acts 1995 and 2005 and over 100 other pieces of legislation.

的 Equality Act 2010 covers nine protected characteristics:

  1. 年龄
  2. 残疾
  3. 变性
  4. 婚姻及民事伴侣关系
  5. 怀孕和生育
  6. 比赛
  7. Religion and Belief (including lack of belief)
  8. 性取向

For further details about the 受保护的特点, please visit this link : www.equalityhumanrights.com/en/equality-act/protected-characteristics

EDI Strategy, Policy, Reports and Guidance

收集平等数据

Over the coming years as we aim to become a sector leader for equality, 多样性和包容性, 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 支持 and tailor 服务 for staff and students, and over time the quality and validity of how we keep and use your data improves.

世界十大电子游戏平台 shows self-disclosure benefits everyone where there is a trusted two-way relationship.  At the University of Greenwich we are gratified by the levels of staff and student self-disclosure.  Self-disclosure 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 sharing your faith, 性取向或性别.

At the University of Greenwich we are committed to managing all information with care, 以保密方式, and sharing the benefits of disclosing information so you can make an informed choice. We will do this by following our stipulated guidelines on data collection, storage and use including compliance with 数据保护法案.

We will only share your anonymised information, within the university in order to examine and improve our practices.  Completing monitoring will also help the university meet its obligations under the Equality Act 2010 and the Public Sector Equality Duty.

We are also 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
  • 设定可测量的平等目标

更广泛的监控

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.

其他EDI报告

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

进一步的报告

新闻

Equality, Diversity and Inclusion Committee Minutes

2020 - 2021

2019-2020

2018-2019

2017-2018

2016-2017

2015-2016

2014-2015

2013-2014