We take active steps to provide an inclusive environment for students, staff and visitors as outlined in the Public Sector Equality Duty of the Equality Act 2010.
在格林尼治大学，k66凯时游戏app下载重视平等, Diversity and Inclusion (EDI) and take active steps to provide an inclusive environment for students, 员工及访客，不论年龄, disability, gender re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief (non-belief), sex and sexual orientation as outlined in the Public Sector Equality Duty of the Equality Act 2010.
Gender Pay Gap Reporting
k66凯时游戏app下载已经发布了性别收入差距报告.
Universities, alongside all other employers of more than 250 people must publish and report specific figures about their gender pay gap.
- Gender Pay Gap Report
- University Pay Gap Report (Internal Use Only)
平等、多样性和包容战略
格林尼治大学商定的平等目标是:
- Improve systems to monitor and report data related to the nine protected groups as defined under the Equality Act 2010 amongst staff and students
- 推广大学平等的价值观和行为, 通过分享最佳实践实现多元化和包容性, awareness and learning
- Support the University's mission to be positioned in the top 50 Universities in the country by our commitment towards Equality and Diversity accreditation
The 《k66凯时游戏app下载》 is a declaration of the University of Greenwich's commitment to place the promotion of equality, 多样性和包容性是大学的核心. We believe that having a clear 平等和多样性政策声明 for staff and students reinforces our expectations of the values and behaviours that all members of the University community should exhibit. The policy outlines that the University will take steps to encourage staff, 学生及到访港大的访客须:
- 任何时候都要尊重他人, and promote an environment free of all kinds of bullying and harassment.
- 积极劝阻歧视性行为或做法.
- Participate in training and learning opportunities that would enable them to adopt best practice.
EDI Annual Report
- EDI Annual Report 2021-2022
- EDI Annual Report 2020-2021
- EDI Annual Report 2019-2020
- EDI Annual Report 2016-2017
- EDI Annual Report 2014-2015
Inclusion Calendar
包容是大学的核心价值观. 为了支持k66凯时游戏app下载的社区，k66凯时游戏app下载很自豪有一个 online calendar which promotes, commemorates, 并颂扬k66凯时游戏app下载员工的多样性, 学生和伙伴通过提供信仰信息, festivals, observances, culture and wellbeing.
We hope all staff and students will find the benefits from this calendar are:
- 它提供关于日期的重要每日信息, holidays and festivals which can be book marked and will enable you to get involved with events or celebrate in your own way
- 鼓励自我学习和个人发展
- supports diversity, cultural and equality training initiatives
- 促进整个大学的多元化意识.
Please note the dates featured are not an exhaustive list and we welcome suggestions of significant dates which we can consider for next year’s calendar. Additionally, it should be noted some dates for religious festivals will be estimates and may vary due to international variations or leap years.
如有建议或意见，请发电子邮件 equality@havinglight.liqresponsibly.com
Impact Equality Analysis (IEA)
An equality analysis is a way of finding out whether documentation on policy\function\practice\procedure or provision and organisational wide decision have due regard (conscious thinking) for the Equality Act 2010.
A proposed policy\function\procedure\practice or provision has a different effect on different groups of students and staff and needs to take into account the experiences and circumstances of those groups/people who may be affected.
Equality analysis will provide a systematic way to ensure our legal obligations are met and also provide a practical way of examining what the effect may be in relation to equality for those concerned.
The IMPACT Equality Analysis provides a useful RISK tool for identifying and addressing discrimination in six simple steps:
| I-tem | M-apping | P-review | A-ssess | C-alculate | T-he Final Stage |
Training Resources
Overview of the Courses
We have two online training modules available for University students and staff to complete. These training modules help to build confidence in recognising equality, 每天练习的多样性和包容性.
Equality, Diversity and Inclusion in Practice online training comprises of two courses:
Accreditations and Charters
- Athena Swan
- Disability Confident
- The University has been reaccredited with its Disability Confident Employer Level 2 status, after undertaking a self-assessment process against a set of statements and actions issued by the Department for Work and Pensions. The Disability Confident Scheme is creating a movement of change, to encourage employers to think differently about disability and take action to improve how we recruit, 留住和发展残疾人.
Our next steps are to assess and develop a targeted action plan to enhance our position at Level 2. In preparation and readiness to become a Disability Confident Leader Level 3 by 2025 aligned with our ‘This is Our Time Strategy and our aspiration to be accredited by all major EDI Bodies, this would require the university to be recognised by its peers, 它的地方社区和残疾人, while open to external challenges and supporting other employing organisations to be Disability Confident. - HR Excellence in Research
- 石墙职场平等指数
- Mentally Healthy Universities
- The University of Greenwich was a foundational partner with Mind supporting the 精神健康大学计划. This tested a whole-university approach focused on preventative interventions. University staff were also empowered to participate in Mental Health Champions and Peer Supporters schemes. The programme supported the universities to meet the Mental Health at Work Commitment. As part of the Strategy 2030, the University will be working towards achieving the University Mental Health Charter with Student Minds. 如需进一步信息，请联系查理·艾伦.
- Race Equality Charter
- Sustainability Development Goals
- 大学很荣幸能为 联合国可持续发展目标. SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities) are important to us and we strive to make improvements in what we do. We also realise we cannot do this alone and through our partnerships we will accelerate and improve our work (contributing to SDG 17 (Partnerships for the Goals).
Diversity Networks and Groups
LGBT+ Staff Community
The University of Greenwich LGBT+ Staff Community 倡导LGBT相关平等的积极发展 & 大学内的多元化支持和代表性. The University is a proud member of the Stonewall Diversity Champions Programme and is also featured in Stonewall's Gay by Degree, a guide for Lesbian, 高等教育机构的同性恋和双性恋学生.
Disabled Staff Community
这所大学有一个成立的 Disabled Staff Community 适用于学术和专业领域的员工. 这个员工社区的目的是提供一个安全的, 支持和保密的论坛分享经验, networking and discussing identified issues that affect members of staff with disabilities across the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about disability diversity and inclusion and make input into the policies and practices of the University.
Disability Named Contacts (DNC)
The University has an established network of staff in each faculty and department acting as local contacts. 他们为有残疾的学生提供支持, specific learning difficulty, 精神健康或长期健康状况.
如需更多信息，请联系 p.mcfarlane@havinglight.liqresponsibly.com or Simone Murch the Senior Equality, Diversity and Inclusion Officer at s.j.murch@havinglight.liqresponsibly.com
BAME Staff Network
这所大学有一个成立的 黑人、亚洲人和少数民族(BAME)员工网络 适用于学术和专业领域的员工. 这个员工网络的目的是提供一个安全的, 支持和保密的论坛分享经验, networking and discussing identified issues that affect members of staff from BAME groups across the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about BAME equality and inclusion and make input into the policies and practices of the University.
Women Staff Network
A Women Staff Network has been founded by the University 适用于学术和专业领域的员工. 这个员工网络的目的是提供一个安全的, 支持和保密的论坛分享经验, networking and discussing identified issues that affect female members of staff the University; agree and implement possible solutions and make recommendations to senior stakeholders and the EDI Committee. It also intends to promote the interests of the diverse staff, raise awareness about Gender equality and inclusion and make input into the policies and practices of the University.
Protected Characteristics
The Equality Act 2010 consolidates previous equalities legislation evolved over the past 45 years. It replaces nine statutes, including the Equal Pay Act 1970, the Sex Discrimination Act 1975, 1975年和2000年的种族关系法, the Disability Discriminations Acts 1995 and 2005 and over 100 other pieces of legislation.
2010年《k66凯时游戏app下载》涵盖了九个受保护的特征:
- Age
- Disability
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race
- 宗教信仰(包括无信仰)
- Sex
- Sexual Orientation
For further details about the Protected Characteristics, please visit this link : www.equalityhumanrights.com/en/equality-act/protected-characteristics
EDI战略，政策，报告和指导
Collecting Equality Data
Over the coming years we aim to become a sector leader for equality, diversity and inclusion.
We ask you to keep your Horizon personal information up to date and to share information through our other systems and surveys. Your information enables us to improve our support and to tailor services for staff and students.
Research shows sharing of equality data benefits everyone when there is a trusted two-way relationship. At the University of Greenwich, k66凯时游戏app下载赞赏员工和学生数据共享的水平, which is the passing of personal and sensitive information from one person to another. Details can range from sharing your name to deeply personal information such as your religion or belief or sexual orientation.
At the University of Greenwich, k66凯时游戏app下载精心管理所有信息, in a confidential manner, and in a way that promotes the benefits of sharing information so you can make an informed choice. We do this by following our stipulated guidelines on data collection, 储存和使用包括遵守 data protection legislation.
作为高等教育机构, we are required to publish data as part of the public sector equality duty (PSED) of the Equality Act 2010 to:
- Show how we have complied with the PSED at least once a year.
- Prepare and publish equality objectives at least every four years.
In addition, your information held within Horizon is shared with the Higher Education Statistics Agency (HESA) as part of the HESA staff record (e.g. your date of birth). If you prefer not to share your biographical information relating to disability, ethnicity, gender reassignment, religion or belief, 性别认同和/或性取向, please email equality@havinglight.liqresponsibly.com.
Wider equality data collection
We collect equality data on our staff and students and analyse this information at key stages of the higher education life cycle. This helps to develop a deeper understanding of our staff and students.
LGBT+ Culture in HE Report
The university has supported a novel research study. 这是与LGBT+和盟友社区共同设计的, with the aim at exploring the lived experiences of LGBT+ staff at the University of Greenwich.
The findings indicate the overall positive and supportive experiences of newer staff members, 但在彻底改变之前，还有进一步的工作要做, 尤其是在高等教育领域. The report provides a list of recommendations – both generic and specific – which can help improve the circumstances for those identifying s LGBT+.
高等教育中的LGBT文化
有关本研究数据的更多信息, 请与本研究的首席研究员联系, Assoc. Professor Panagiotis Pentaris at P.Pentaris@havinglight.liqresponsibly.com
Other EDI Reports
Our reports will provide you with information about significant achievements and developments in the past years that aim to advance equality and foster good relations.