Skip to main content

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.

A copy of the University's Inclusion and Diversity Strategy can be viewed below:

Inclusion, Diversity & Engagement Committee (IDEC)
Chair: Jo Purves, PVC International & Regional Partnerships
Purpose: To provide leadership on strategic matters relating to equality, diversity and inclusion. It involves overseeing the development and implementation of the University’s Inclusion and Diversity Strategy, and providing direction to ensure that the University meets its statutory obligations. This committee is the most senior in the I&D structure, reporting directly to the Vice Chancellor’s Executive Team.

Athena SWAN Sub-Committee (ASSC)
Chair: Prof Abigail Gregory, Director of Athena SWAN
Purpose:   To ensure the implementation and monitoring of the Athena SWAN Action Plan (Bronze Award), in accordance with set prioritisation, including overseeing the development of the University’s Silver award, initiating new related actions as required and ensuring application of the Athena SWAN principles throughout the University. This sub-committee reports into IDEC and oversees the activities of the three Athena SWAN task groups, the SAT Network and Women’s Voice Network.

Inclusive Student Experience Committee (ISEC)
Chair:   Prof Neil Fowler, Dean of Students
Purpose: To oversee and guide the implementation of the student related actions within the Inclusion and Diversity Strategy 2016-2021 and the Inclusion and Diversity Annual Report, by sharing best practice and aligning with the Workplace Inclusion Committee (WIC). This sub-committee reports into IDEC.

Workplace Inclusion Committee (WIC)
Chair: Louise Edwards-Hollands, Director of HR & OD
Purpose:   To oversee and guide the implementation of the staff related actions within the Inclusion and Diversity Strategy 2016-2021 and any other related action plans (e.g. Annual Inclusion and Diversity Report Action Plan), by sharing best practice and aligning with the Inclusive Student Experience Committee. This sub-committee reports into IDEC.

Athena SWAN Task Groups

HR Task Group
Chair: Nicola Kettley, HR Project Policy & Employee Relations Specialist

Women’s Career and Leadership Task Group
Chairs: Kay Hack, Dean – School of Health Sciences

Women in Research Task Group
Co-Chairs: Dr Marie Griffiths, Reader at Salford Business School
Dr Kristen Hollands, Senior Research Fellow at School of Health Sciences

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 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 Equality Impact Screening Form in the first instance, and when required an Equality Impact Further Assessment. For more information about Equality Impact Assessment, please email

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 inclusion and diversity data for staff and student in accordance with the Public Sector Equality Duty.

The University of Salford is an accredited 'Disability Confident' 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.

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 'Disability Confident' employers scheme, at the direct gov website:

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:

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. 

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 calendar: