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
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 2025–2030, 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.
Responsibilities
Managers are responsible for taking account of equality, diversity, and inclusion requirements within their areas of responsibility and for supporting the University's relevant policies and procedures.
All members of the University community, staff, students, contractors, and visitors are expected to behave in a way that fosters an environment of fairness and inclusion.
Equality, Diversity & Inclusion Committees
The University Equality, Diversity and Inclusion Committee (UEDIC), chaired by the University Executive Group (UEG) Lead for EDI, provides strategic oversight of the University's Equality, Diversity and Inclusion Plan. Membership includes senior University leaders and a student representative nominated by the Students' Union. Working with Faculty Equality, Diversity and Inclusion Committees (EDICs), the UEDIC monitors progress, supports delivery of EDI priorities across the institution, and reports regularly to the Board of Governors.
The UEDIC focuses on cross-university matters, while Faculty EDICs lead on EDI activity within their local areas.
Professor Chris Bennewith is the University Executive Group Lead for EDI and Chair of the UEDIC.
Athena Swan Silver
Athena Swan Bronze Award
Universities of Sanctuary
AccessAble