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University Inclusivity Statement

Providing an inclusive environment

The University of Cumbria is committed to providing an inclusive environment, where staff, students and visitors are encouraged to be their true self, in order to enhance the individual and collective experience. As a university community, we share the social responsibility of enabling this inclusive environment by valuing, respecting and celebrating differences, to ensure that we generate a sense of understanding and belonging.

The university recognises that our differences are our strength, seeking and valuing different perspectives and ideas, in an environment that is without prejudice and bias.

We are committed to embracing our responsibility as a facilitator of change and continue to develop our equality agenda in line with and, where appropriate, beyond the Equality Act 2010. We do not tolerate discrimination, bullying or harassment in any form on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

Approved by University Board May 2021

Equality, Diversity, and Inclusion Policy

We are delighted to share our new Equality, Diversity and Inclusion Policy. This policy applies to all members of our university community, including staff, students, and guests. The new EDI policy supports our aim to become a more inclusive environment where everyone is treated with respect and dignity. We encourage everyone to be their true self and ask our community to share in the social responsibility of respecting and celebrating differences. 

Read Our EDI Policy

Our Responsibilities

We ensure that our actions and working practices comply with both the spirit and intention of the Human Rights Act (1998) and the Equality Act (2010). The Equality Act 2010 was introduced to ensure protection from discrimination, harassment and victimisation on the grounds of various protected characteristics. This means that we cannot discriminate against students, staff or visitors or treat them less favourably because of their:

  • Age
  • Sex (gender)
  • Race
  • Disability
  • Religion or belief
  • Gender reassignment
  • Sexual orientation
  • Pregnancy or maternity
  • Marriage or civil partnership

This legislation applies not only to the University as an organisation but also to anyone working or studying with us and any partners, contractors and stakeholders. The Equality Act also requires us to:

  • Advance equality of opportunity between different groups
  • Foster good relations between different groups

In addition we have two “specific duties” to:

  • Publish information to show compliance with the Equality Duty on an annual basis
  • Publish Equality objectives at least every 4 years which are specific and measureable

EDIW Committee

We will measure our progress through the Equality Diversity Inclusion and Wellbeing Committee by:

  • Providing an Annual Report to Directors which will summarise progress against our University Equality Objectives and our equality key performance indicators.
  • Monitoring trends from the equality statistics that we publish annually. 
  • Assessing the success of our training activities by asking for regular feedback from participants.
  • Using staff and student surveys to highlight equality issues. 
  • Identifying future actions as we monitor and evaluate our progress. 
  • Commit to the delivery of an EDIW Schedule of Events, highlighting, celebrating and commemorating key EDIW dates with related activities.