Science working student in a lab

Planning for all

Our aims

We want to ensure that analysis of equality information underpins the strategic, planning and investment decisions UWE Bristol makes.

How do we do this?

The Equality Management Group is responsible for ensuring that the objectives and actions set out within the Single Equality Scheme action plan are delivered to help the University realise its aims and ensure that equality and diversity is embedded in everything that we do.

UWE Bristol managers assess the impact of the policy and practice on protected groups by following our equality analysis guidance and procedures.

Frequently asked questions

Why does UWE Bristol ask employees for equality and diversity monitoring information?

UWE Bristol asks for monitoring information (age, gender, sexuality, race, religion and whether or not you are disabled) so we can use it to be fair to everyone and be a good employer. Equalities law is there to make sure we do this, along with many other measures designed to promote equality and diversity at work.

Data is stored in confidential databases and analysed against demographic data about the general population and the Higher Education sector. This means we can see where a particular group is under-represented at UWE Bristol and take action to address this.

Every two years we undertake a Staff Survey (login required), which helps us identify the key issues about working at UWE Bristol – what’s good and what needs to be changed.

What is meant by an equality and diversity issue?

Any aspect of university life contains equality and diversity issues – opportunities for promoting equality and combating discrimination. UWE Bristol has tried to make sense of the many and varied equality and diversity issues affecting staff and students by identifying six aims:

What is meant by ‘protected characteristics’? Who has them?

The nine protected characteristics are identified by the Equalities Act 2010 and cannot be used to treat people unfairly. They are:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

Every person has one or more of the protected characteristics, so the Act protects everyone against unfair treatment.

For more information, go to the Equality Challenge Unit website.

Does the equality legislation cover overseas and non-EU staff and students?

All staff and students at UWE Bristol are covered by the Equality Act. All staff must adhere to University policies and procedures.

What is positive action/positive discrimination?

Positive action is the deliberate introduction of measures to eliminate or reduce discrimination, or its effects. It’s not about special treatment for any one particular group, but the fair treatment of all people. It’s concerned with levelling the playing field so that everyone has access to the same opportunities.

There are three main types of positive action:

  • action that reveals potential discriminatory practice through, for example, the assessment of policies or monitoring
  • action which changes discriminatory practice in light of any findings
  • action which attempts to counter-balance the under-representation of a particular group. This latter form of positive action includes the use of methods such as mentoring schemes, networks, outreach work, target setting and training.

Positive action is not the same as positive discrimination, an example of which would be promoting someone purely on the basis of his or her gender.

For more information, see the Equality Challenge Unit website.

What is the Single Equality Scheme?

The Single Equality Scheme (SES) brings together our previous equalities schemes and policies and sets out our equality objectives.

The SES covers all aspects of University life as a place of learning and teaching; a place of research and knowledge exchange; as an employer and as a partner working with local, national and international communities.

The Scheme describes the ways UWE Bristol seeks to provide an inclusive and supportive environment for all, meeting individual needs and taking account of individual circumstances.

It demonstrates how UWE Bristol promotes good relations between all staff, students and stakeholders.

It was developed following extensive consultation.

Is it a legal requirement to have equality and diversity policy and procedures?

It is not a legal requirement to have an equality and diversity policy and procedures, but this is good practice and the best way to ensure we fulfil our legal requirements under the Equality Act 2010. These are, in common with all Higher Education Institutions and other public sector bodies, to:

  • eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act;
  • advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it;
  • foster good relations between people who share a relevant protected characteristic and people who do not share it.

UWE Bristol’s Single Equality Scheme brings together and builds upon our previous equity schemes and sets out our equality objectives.

Did you know?

The Equality and Diversity Unit collates and shares equality information regularly with staff, student unions and other networks.


Equality and diversity events

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