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.
PLEASE NOTE: The content of this webpage is currently under review. You may find some information within it that appears to be out of date. Please continue to look through the documents below as it will still provide you with key information about the University’s approach to inclusion and diversity. Thank you for your patience while we update our documentation. If you have any specific queries or concerns, please contact firstname.lastname@example.org.
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 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.
The Athena SWAN Charter has three levels of awards
that the University and individual STEMM schools can apply for:
Bronze Award holders:
Silver Award holders:
Gold Award holders:
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:
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 email@example.com
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 firstname.lastname@example.org
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:
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:
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)