Our Culture of Valuing and Engaging People
Fair Processes and Inclusion
Empowering People (Protected Characteristics)
Diversity, Dignity and Wellbeing
EQUALITY, DIVERSITY AND INCLUSION (EDI) STRATEGY 2016-2020
Our Equality, Diversity and Inclusion Strategy 2016-20 will ensure that we meet our legal commitments over the next four years and deliver our four equality objectives to demonstrate our commitment to ‘transforming lives’. The strategy including specific actions to deliver our objectives.
UCLan aspires that this Strategy become a 'living' document, laying new foundations to drive the agenda forward, enabling new ways of working together and allowing everyone a chance to fulfil their full potential. Attracting a wide and diverse range of staff and students is essential to our continuing success and we seek that together, as a community, we deliver a strategy that contributes to a vision that values and benefits us all.
Our Equality, Diversity and Inclusion Policy is included within the EDI Strategy (Appendix A). The policy shows our commitment to delivering a welcoming and inclusive culture which promotes equality and values diversity. It includes the embedding of fair access and treatment both staff and student functions, e.g. in recruitment, selection, development, support, performance and attainment, etc.
EQUALITY ACT 2010
The Equality Act 2010 has a general duty with three aims, requiring public bodies to have due regard to the need to:
This is underpinned by a public sector equality duty which has a set of specific duties to help us, as a public body, perform better in meeting the general equality duty. This includes
UCLan also follows guidance from the Equality Challenge Unit, Equality and Human Rights Commission, Stonewall, etc. as well as other local equality/community organisations.
We are required to publish equality information annually. Our annual monitoring reports detail the progress of our Equality, Diversity and Inclusion Strategy, objectives and action plan.
We also gather and report on a range of data to help us monitor the effects of policies, practices and activities on staff and students from all equality groups. This helps us identify and develop evidenced-based actions to improve equality, diversity and inclusion in every aspect of university life.
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