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Equality

DC LogoThe University of Cumbria is committed to creating an environment where diversity is celebrated and everyone is treated fairly regardless of gender, disability, ethnic origin and culture, gender re-assignment and transgender, religion or belief (or a lack of belief), sexual orientation, marital status/civil partnership, age, nationality or pregnancy and
maternity. We are a Stonewall Diversity Champion.

Read our Diversity and Equality Policy Statement.
Visit our Diversity Support page for more information for staff and students.
Download our top 10 tips for dealing with discrimination.
Download our Dealing with incidents of discrimination - reporting form.

We are taking positive steps to achieve equality in the workplace and are committed to both meeting and exceeding our obligations under current legislation.  By doing more than what's required by law, we are building on the University’s existing reputation for diversity and ensuring all staff, students and those engaged with the University, such as third parties, partners and visitors, are equipped with the relevant knowledge to ensure a fully inclusive working and studying environment. 

Please click on the following link for a summary of EDI and how you can get involved. You can email equalitydiversity@cumbria.ac.uk for more information.

No one individual is ultimately responsible and everyone at the University has a duty to ensure legislation is followed and implemented. Recognising, embracing and valuing difference will lead to improvements for everyone, including:

  • A more vibrant staff and student population;
  • A better working and studying environment;
  • Attracting and retaining the very best staff and students;
  • Achieving the University mission, vision and values;
  • Meeting and exceeding the challenging targets and performance indicators in the University corporate plan.
Equality Objectives

The Equality Objectives of the University of Cumbria is contained within our Diversity Tier 2 Plan (which is still subject to final approval and consultation on the overall strategic planning arrangements of the University).

This 10 year Tier 2 plan is underpinned by the Single Equality Scheme of the University and is designed to embed diversity and equality into the actions and activities of the University of Cumbria, ensuring compliance with the Equality Act 2010 and its duties and responsibilities:

• Under Section 149 of the Equality Act (Public Sector Equality Duty) with particular regard to ensuring a defence against the “due regard” legal test and ensuring equality embedding is pro-active within all parts of the University;
• Under the Specific Duties of the Equality Act with particular regard to the production of equality objective(s) and production of data sets with a narrative to explain any gaps in this information currently available (e.g. sexual orientation or religion / belief data).

Equality Training and Business Interactions

The University of Cumbria is keen to promote community collaboration and cohesion with a view to enhance employability and sustainability working with key partners in Cumbria and beyond. One way in which we are seeking to enhance partnership working is to provide tailored training and business interactions which have been endorsed by the University.

Equality and Diversity Steering Group

This group is made up of key staff in the University who can shape and forge the direction of equality initiatives and review activities planned and undertaken. This group reports directly to the Board of Directors and is Chaired by the Director of HR. The group also has representation from the Students’ Union who are active partners in equality and diversity.

Useful guidance from the Equality Challenge Unit

The following guidance may assist with the embedding of equality and diversity into the life of the University.  The A-Z guide provides practical information on a range of diversity related areas.  The Good Talking Toolkit provides guidance how to embed equality into a range of activities such as advertising, engagement, Open Days, marketing and much more.

Diversity Project

This audio diary ebook allowed individuals to log their views, opinions and responses to a range of equality and diversity issues and is a good resource when embedding equality issues into curriculum or individual engagement activities.  

UoC audio diaries of students and staff discussing Diversity

Equality Impact Assessments

An equality impact assessment is a way for the University to review how equality is promoted in relation to its main areas of business. The main function of these assessments is to determine how people experience the services the University provides in relation to all aspects of equality.

The University's Single Equality Scheme

The University is committed to providing an environment free from direct or indirect discrimination, harassment or victimisation, where all members of its community are treated with respect and dignity.  It aims to create a culture of diversity within its community providing a dynamic working and learning environment, where all members are valued for their contribution and individuality. For more information please view our Single Equality and Diversity Scheme action plan.

The Single Equality Scheme demonstrates how the University will integrate equality of opportunity into all areas of business and fulfil its commitments.

This Scheme revises and replaces the existing disability, gender and race equality schemes.  It builds on the excellent work already undertaken in relation to disability, gender and race equality and extends its scope to include age, nationality, religion or belief (or lack of belief), pregnancy and maternity, marriage/civil partnership and sexual orientation.

The University's Single Equality Scheme aims to reflect the individual needs of the University community whilst ensuring the specific actions outlined are both realistic and achievable within the timescales identified. 

All areas of business will be covered including:

  • Employment
  • Education
  • Access to goods facilities and services
  • Management, buying or renting of land or property
  • Procurement, purchasing of services 
Data Information

The University is committed to meeting its obligations under the Equality Act 2010 and Equality Duty requirements, namely to produce information about the employment cycle and student cycle within the protected characteristics of age, gender, racial heritage and disability. 

We are working towards gathering data sets about the protected characteristics of sexual orientation, religion or belief, marriage/civil partnership, pregnancy and maternity, gender re-assignment. This is being done through a number of activities including voluntary submission, engagement with groups to further develop the culture of disclosure, and through equality analysis work. 

In order to support data collection, we have produced guidance on why we would like this information

The data submitted is, to the best of the University’s knowledge:

  • As accurate as we are able to provide
  • Appropriate and proportionate
  • Not breaching the Data Protection Act
  • Does not identify individuals.

Corporate information

Data set Data available for Academic year
Equality and Diversity Annual Report

2012-13 (pdf)
2011-12 (pdf)
2010-11 (pdf)

Staffing information

Data set Data available for Academic year
Equality Impact overall baseline information

2010-11 (pdf)

HESA return destination

HESA return recruitment

Staff Survey equality data

HR HESA 2011 report (excel)
EDI stats 2011 (excel)
2011 extract from staff survey (pdf)
2011 extract from staff survey (pdf)
2011 full data staff survey (pdf)

HR Policy Interventions for 2011/12 (pdf)
Staffing Profile recruitment information (pdf)

2010 data

Student information

Data set Data available for Academic year
HESA return

2010-2011 Student Data return with comparators for 2008-09 and 2009-10

Student Retention analysis

2010-11

We have a range of statistics, facts and figures and other information (including NSS actions) on our website.

In line with the Equality Act 2010 and the specific duties within the Act, we have produced and published Equality Objectives linked to the data produced and show how we intend to work towards 'promoting equality and removing barriers to achievement'.