Equality, Diversity & Inclusion Strategy
Equality Act 2010
The Equality Act 2010 introduced a general public sector equality duty, which public bodies, including universities, have to meet. The general duty has three aims and requires public bodies to have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010.
- Advance equality of opportunity between people from different groups.
- Foster good relations between people from different groups.
- The general duty is underpinned by a set of specific duties which aim to help public bodies perform better in meeting the general equality duty. The specific duties of the Equality Act require UCLan to publish:
- Information to demonstrate our compliance with the equality duty, at least annually (initial publication by 31 January 2012)
- One or more specific and measureable equality objectives (required initially by the 6 April 2012 and at least every four years thereafter).
- The above information in a manner that is reasonably accessible to the public.
- UCLan is determined to meet the above regulations. We closely follow the advice and guidance of the Equality Challenge Unit, as well as other organisations such as the Equality and Human Rights Commission and the Government Equalities Office. We make every effort to publishing comprehensive staff and student equality and diversity information.
- Some information is under preparation or is held locally and therefore available on request. Where there are any gaps in information, we set out how we aim to resolve them as our work develops further. Please contact us at email@example.com if you would like any further information or have any feedback.
The public sector duty of the Equality Act 2010 requires that public sector organizations publish equality information annually. Our annual monitoring report details on the progress of our equality, diversity and inclusion strategy, objectives and action plan.
As well as meeting this public duty, effective data gathering and reporting is essential to support equality, diversity and inclusion, e.g. to monitor the effects of policies, practices and activities on staff and students from all equality groups and identify where there may be an adverse effect on particular groups. In turn, this can help to identify positive changes that can be made to improve equality, diversity and inclusion in every aspect of university life including student access, student satisfaction, staff recruitment employment and training.