Equality Data and Reports

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 difference, to ensure that we generate a sense of understanding and belonging.

In recent years the university has been recognized by external bodies in relation to equalities impact, with evidence-based validation resulting in success across a range of charter marks, notably achieving Stonewall WEI Silver Award (February 2022), Disability Confident Leader (October 2022), White Ribbon accredited (June 2022) and Athena Swan Institutional Bronze (April 2023).  Our continued action and good practice is developed across all areas of the equality agenda, steered by the Equality, Diversity, Inclusion and Well-Being Committee. The proactive nature of the committee and continued collaboration and partnership work delivered across the university, displays our desire to have a positive impact, at both a local and global level.

Aligning the equality agenda with our multiple overarching strategies, such as Towards 2030, People and Culture Strategy, Access and Participation Plan and Learning Teaching and Assessment (LTA) Plan, will support the university to become an employer and education provider of choice, whereby people will see the university as an inclusive provider, resulting in a greater acquisition of diverse talent in all areas, to drive the organisation forward.

We embrace the diversity of our community and do not tolerate discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, as recognized by the Equality Act 2010. Nor do we tolerate any form of bullying or harassment, actively working against this, whilst promoting and celebrating diversity.

The Equality Act 2010 also requires us to:

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

In addition we continue to meet the two specific duties to:

• Publish information to show compliance with the Public Sector Equality Duty on an annual basis.
• Publish Equality Objectives at least every four years, which are specific and measureable.

1.1 Leaders demonstrate a continued and visible commitment to EDI

1.2 Monitoring and review of charter mark developments and action plans, with commitments prioritised and supported

1.3 Committee chairs and members fully engage with the EIA process

1.4 EDI to be a standing item in team meetings, with onward reporting to EDIW Committee

1.5 Ensure compliance with the OFS Condition of Registration "E6" to ensure appropriate provisions are in place to prevent and address bullying, harassment and sexual misconduct so that our students and staff feel safe within the University community.

2.1 Work with key stakeholders and university groups to co-create and launch a set of UoC principles and expectations for UDL to ensure shared understanding and consistency in approach

2.2 Explore the potential to scale Inclusive Curriculum Reviews across all aspects of UoC provision

2.3 With links to the EDIW Schedule of Events, consider the deployment of the Mental Health & Wellbeing Toolkit developed by the Institute of Health across all UoC provision, in alignment with our commitment to the University Mental Health Charter

2.4 Establish an enabling University infrastructure for partnership learning communities, including reviewing relevant policies and removing potential barriers to accessibility and inclusion in associated initiatives

3.1 Review existing practice and develop initiatives to ensure systems and processes are fair and equitable

3.2 To increase our Black Asian and Minority Ethnic staff workforce

3.3 Embed EDI considerations in our policy and practice, adhering to the EIA process and engaging with our staff networks as part of meaningful consultation

3.4 Monitoring and review of charter mark developments and action plans, with commitments prioritised and supported

4.1 Deliver our annually reviewed EDIW Schedule of Events in order to recognise, celebrate and showcase diversity within our community

4.2 Students from underrepresented groups are provided with interventions and support as part of our Access and Participation Plan to improve positive student outcomes

4.3 Establish a university culture that places wellbeing and mental health at it’s heart, implementing the university’s Mental Health and Wellbeing Strategy

4.4 Relevant and proportional consultation is undertaken as part of our EIA process, providing a mechanism for staff and student voices to be heard, particularly from our established and developing networks