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Equality, Diversity & Inclusion

The University of Salford is committed to being a truly inclusive organisation that promotes ambition, achievement and social mobility. We recognise that in order to achieve positive and equitable outcomes for all of our employees and students we must integrate equality and human rights principles into all of our everyday working practices, business goals and behaviours.

Our aim is to continually improve outcomes for our staff and students across all groups, to be proactive in advancing equality and to support people to achieve their potential through inclusive practice. 
Fundamental to this aim is the belief that everyone has the same rights and will be treated fairly and with respect, irrespective of their cultural background, race, religion or belief, disability, gender, sexual orientation, or age.  We expect everyone to share and champion inclusion, to challenge and eradicate practices and behaviours that are contrary to this aim, and play an active role in ensuring that staff and students enjoy equality of opportunity.

Breaking news (28/04/2016): Following the institute's submission in December 2015, the Equality Challenge Unit (ECU) has confirmed that the University of Salford has achieved the Athena SWAN bronze level award. The Athena SWAN scheme is designed to ensure institutes monitor the representation and provisions for female academics in schools of Science, Technology, Engineering, Mathematics, and Medicine. Aiming to ensure this group is fairly and proactively represented, in order to safeguard against potential under representation and inequality. Please click below for more information and access to the submission documentation.


To achieve our aims we are currently developing a Inclusive University Strategy, which will set out our equality and inclusion objectives and working arrangements that will help to bring our values to life. This document will soon be available to view under this section.

The Inclusion and Engagement Committee acts on behalf of the University of Salford Council to ensure the University of Salford is compliant with anti-discrimination and human rights laws and delivers the Inclusion Strategy and underpinning action plans. This Committee is chaired by the Chief Operating Officer and also reports directly into the Vice Chancellors Executive Team (VCET).

The University of Salford became the 100th signatory to the Athena SWAN Charter in 2012 making a very public commitment to improving outcomes for women in Science, Technology, Engineering, Mathematics and Medicine.  In April 2016 the University of Salford was recognised for its commitment to gender equality by the Equality Challenge Unit (ECU) when the institution was sucessfully granted the Athena SWAN bronze award.  Please refer to the following documents for more information:


The Athena SWAN Charter evolved from work between the Athena Project and the Scientific Women's Academic Network (SWAN), to advance the representation of women in science, engineering and technology (SET). Over time it has developed and its principles are used across all academic disciplines.

  • To address gender inequalities requires commitment and action from everyone, at all levels
  • To tackle the unequal representation of women in science requires changing cultures and attitudes
  • The absence of diversity at management and policy-making levels has broad implications to be examined
  • The high loss rate of women in science is an urgent concern to addresss
  • The system of short-term contracts has particularly negative consequences for the retention and progression of women in science
  • There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration

The Athena SWAN Charter has three levels of awards that the University and individual STEMM schools can apply for:

Bronze Award holders:

· Demonstrate particular challenges and plan activities for the future

· Use quantitative and qualitative assessment to identify challenges and opportunities

· Have a plan that builds on this assessment, and lessons from any activities already in place.


Silver Award holders:

· Demonstrate particular challenges and plan activities for the future

· Demonstrate that action has been taken in response to previously identified challenges

· Demonstrate the impact of the actions implemented.


Gold Award holders:

· Demonstrate a substantial and well-established activity and achievement record in working towards equality in career progression in STEMM (science, technology, engineering, medicine and mathematics)

· Demonstrate beacon activities in gender equality to the wider community.

The Athena SWAN sub-committee is in place to focus on the University's Athena SWAN action plan and support school-level accredition submissions.  It reports into the wider Inclusion and Engagement Committee and has the following aims:

  • Reporting and make recommendations to the Inclusion and Engagement Committee on the advancement of gender equality and Athena SWAN principles
  • Implementation and monitoring of the University of Salford 2014 bronze award action plan
  • Co-ordinating, supporting and enabling individual schools to establish their own Self Assessment Teams and deliver successful and effective submissions
  • Supporting the schools of Computing Science and Engineering (CSE), Environment and Life Sciences (ELS), and Health Sciences (HS) to apply for departmental bronze status by 2019.
  • Monitoring delivery and effectiveness of Athena SWAN action plans
  • Producing an annual report of progress that will be integrated into the annual equality report which will be considered by University Management Team and the Vice Chancellor’s Executive Team (VCET) before being approved by University Council and ultimately published.
  • Establishing task-and finish groups as required to advance specific actions, scrutinise evidence or develop data and other qualitative and quantitative information in order to identify key findings, gaps and areas that will require further research to inform and improve future action plans
  • Liaising with the Equality Challenge Unit and the Athena SWAN North West Network to share best practice and promote partnership working
  • Facilitation and promotion of sharing best practice and information sharing
  • Use social media & staff internet to disseminate information and progress on Athena SWAN and issues of equality and diversity within the workplace
  • Engaging staff and students in advancing the aims of the Charter.


An Inclusion Ambassador is a University of Salford member of staff or student who understands and values the importance of equality and makes a personal commitment to promoting and integrating equality, inclusion and human rights concepts into the day to day working practices of the University. Their aim is to engender a positive culture where students and staff can achieve their potential and perform to the best of their ability.

Being an Inclusion Ambassadors means encouraging and supporting positive steps to promote respect and dignity, supporting others to understand diversity as well as challenging negative stereotyping that may lead to prejudice, exclusion or discrimination. Any member of staff, associate or student can become an Inclusion Ambassador.

By participating in this scheme, the Inclusion Ambassador agrees to attend the Inclusion Ambassador training and other events that will increase their experiences of diversity and improve their knowledge, awareness and skills.  To find out more about the Inclusion Ambassadors scheme contact equality@salford.ac.uk

The University of Salford has in place an effective process for assessing proposals, including draft policies and strategies, for their relevance and potential impact on different groups.  Completing an assessment will allow a writer to both understand the impact of any recommendations, and if required, identify alternative or mitigating courses of action to prevent adverse impact on any particular group.  Currently a writer should use the ‘Due Regard – Equality and Prevent Assessment’ form (click here).  For more information about Equality and Inclusion Analysis please email equality@salford.ac.uk

The University of Salford has in place effective arrangements for monitoring the diversity of students, staff and job applicants.  The personal data we gather is based around the “protected characteristics” (age, disability, gender reassignment, race, religion and belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity) set out in the Equality Act 2010.  Analysing diversity data helps us to understand outcomes for different groups and this is used to promote continuous improvement across University policies and working practices.

We are currently working to extend our equality monitoring data beyond the protected characteristics and include students who are carers, care leavers and estranged students.  This additional data will help us to ensure that are meeting the needs of all of our students and will enable us to analyse and better understand the impact of policies on different groups of people, so that improvements can be made during the development stages.

Each year we publish a summary of equality and diversity data for staff and student in accordance with the Public Sector Equality Duty.

The University of Salford is an accredited “two ticks” employer, a government backed scheme managed by Jobcentre Plus.  This scheme promotes and recognises good practice in the recruitment, selection and retention of disabled job seekers.  We have made the following commitments:

  • to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities
  • to discuss with disabled employees, at any time but at least once a year, what you can both do to make sure they can develop and use their abilities
  • to make every effort when employees become disabled to make sure they stay in employment
  • to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
  • to review these commitments every year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans


We operate a guaranteed interview scheme for job applicants who declare they have a disability and meet the essential criteria of the job they are applying for. In addition we support disabled people in the workplace by providing equipment or making reasonable adjustments.  We are currently working towards “Disability Confident” a new government scheme, which will eventually replace Positive About Disabled People

The good practice concepts of disability equality and inclusion extend beyond our employment function.  The University of Salford provides a welcoming, accessible and inclusive environment for students to study and live.  We are rolling out inclusive teaching practice across all schools, and provide an excellent support structure for disabled students including high quality wheelchair accessible accommodation.


You can read more information about the Two Ticks scheme, at the direct gov website:
https://www.gov.uk/recruitment-disabled-people/encouraging-applications

The University of Salford is a long-standing member of Stonewall, a national charity that promotes equality for lesbian, gay, bisexual and transgendered (LGBT) people.

We have an active LGB and T community engaging both staff and students.  We work with Stonewall and student groups to ensure we are an LGBT friendly University.

You can read more about stonewall at their official website:

http://www.stonewall.org.uk/

Each year The University of Salford circulates a calendar of religious, cultural and other events to ensure that these can be considered when we are planning events and programmes throughout the year. The calendar is not an exhaustive list and throughout the year we may issue amendments as dates are confirmed, reminders or information about other special events including LGBT History Month (February), Black History Month (October) for example.

We regularly celebrate a range of events and encourage students and staff to use those events to develop shared experiences and learn more about diversity.  Please click below, to view the current calendars:

Diversity Calendar 2016 (Jan - June)
Diversity Calendar 2016 (July - Dec)