Equality plan and objectives

Valuing each other's varied contributions means we can all achieve more. That's why we support a diverse community through our equality objectives

Diverse students sat outside studying with notebooks and a laptop.

Diversity matters

The University of Plymouth strives to be an open and accessible organisation; one that upholds the values of equality and diversity and actively stands against all forms of discrimination.

Whether you are a member of staff, a student, one of our alumni, or a member of the community, the University champions and promotes freedom of speech and expression and celebrates diverse views and experiences. Indeed, equality and diversity is fundamental to the institution’s vision:

’We will be a broad-based, research-intensive university, open to all who can benefit from a University of Plymouth education’.

Our Equality Plan

How do you measure the true value that diversity brings? At the University of Plymouth, we do this through our equality plan, which recognises the good work that we’re already doing, while setting new challenges and goals for the future.

The equality plan helps us to drive positive change through clear equality objectives and targets, which challenge the University to use its resources to deliver sustainable, successful outcomes.

The University’s Equality Plan covers 2022 - 2025 but every year, the institution reviews and documents its progress through its Annual Equality Report . The objectives and targets the University has currently agreed to work on with the Board of Governors are detailed on our plan.

The Equality Act

The Equality Act is often described as having three specific ‘aims’ and our Equality Plan 2022-2025 will address these aims:

Equality of opportunity

Advance equality of opportunity between people who share a protected characteristic and people who do not share it.

Elimination of unlawful discrimination

Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act.

Fostering good relations

Foster good relations between people who share a protected characteristic and people who do not share it.

Annual monitoring

Having an equality plan is one thing but informing people about the work the University is doing, helps to bring it to life. By law, the University is required to publish an annual update on the work it has undertaken to meet its equality objectives, and as outlined earlier, this takes the form of an Annual Equality Report . We regularly review our approaches to ensure we deliver our commitment.

Our commitment

Our increasingly diverse community of staff and students is part of what makes our University so special. Valuing the different contributions that each of us brings and respecting each other sits at the heart of our commitment to the talented people who visit, work and study with us.

We're fully committed to promoting equality and eliminating discrimination for our staff and students, applicants and visitors. This means that as an integral part of the way we work, we seek to ensure that people are treated equitably.

Gender equality

LGBT+ inclusion

Race and racism

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Disability support

Responsibilities

The Board of Governors , through the Vice-Chancellor , has ultimate responsibility for ensuring that our equality policies are fully implemented.

Each manager is accountable for delivering the equality aims in their areas of responsibility.

All staff are required to ensure that they apply the University’s equality and diversity policies and this is enshrined in our job descriptions.

We all have a responsibility to respect and follow our equality policies, and to try and make sure that what we do and how we behave doesn’t amount to discrimination or harassment in any way. You can access our EDI policies here.

But there is a broader expectation that as well as our staff teams, all of our students, partners, and those carrying out work or delivering services on our behalf will comply with our policies and ensure that their behaviour and/or actions do not amount to conscious or unconscious discrimination or bullying and harassment in any way.

On a day-to-day basis University Equality Diversity and Inclusion team working in partnership with the Academic Registry as well as alongside our committees and other forums support us in guiding, implementing, and meeting our annual reporting responsibilities under the Public Sector Equality Duty.

Equality, Diversity & Inclusion Committees

Reporting ultimately to the Board of Governors, the University Equality, Diversity and Inclusion Committee (UEDIC) includes representatives from our academic, research and student communities, staff network representatives, as well as from our professional services and trade unions. Each faculty has its own Equality, Diversity & Inclusion Committee (EDIC) which in turn reports to the University EDIC.

Members of the UEDIC come from a broad spectrum of backgrounds and career levels, with each person being recognised for the unique voice and perspective they bring to our work. They are selected for their passion, their insights and commitment to making a difference.

Collectively, the UEDIC works on cross-university matters, with faculty committees leading on work local to them. Professor Sube Banerjee MBE is our executive champion and chair of the EDIC.