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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.

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 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 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: www.gov.uk/government/collections/disability-confident-campaign

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. 

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:

What are Gender Neutral Toilets (GNT)?

Just a Toilet! The only difference is that they do not have a binary (male or female) signs on the door. This means that everyone can use them and we do not ask anyone to define their gender before they use a loo. This is slightly different to ‘unisex’ which are for the binary genders of male and female only. These days most people see gender as a spectrum and many people define themselves as somewhere along this line, not necessarily at either end. It is really important to stress that GNT’s are NOT ‘trans toilets’. They are for all that wish to use them.

Will I have to use a GNT toilet at university?

Simply, no. This is all about giving everyone the chance to go to the loo, no matter how they define themselves (see above). By the end of 2018 we aim to have at least one GNT in each university building. All the other toilets will be male, female or accessible. So you can choose the loo which you find most comfortable to use. On the other hand anyone is free to use a GNT regardless of gender and without fear of incident, discrimination or harassment.

Will they be safe?

There is no research to say that GNT are less safe than others, and for many people they will be the only safe toilets they can use. Many secondary schools are moving over to non-gendered toilets and the incidence of bullying and harassment in these schools has reduced. No one should feel unsafe or threatened by using the loo; we hope that by introducing GNTs we will help to stop this.

Are these just for Trans(gender) men and women then?

No, not at all. If a Trans person identifies with a gender binary (and they can) then they might want to use a gendered toilet, if they feel comfortable doing so. Some Trans people may identify somewhere along the spectrum and may feel more comfortable using GNT’s.  Similarly some Cis people (that is just the term to describe someone’s gender identity that is not Trans) may also feel more comfortable using non gendered toilets. Key thing is that it is your choice.

What do they look like?

Just like a toilet. There is some best practice in toilet design, but as some of our buildings are older it isn’t possible to completely refurbish them at this point in time. For now we will not be able to provide the Single Toilet Modal where a toilet is a single cubicle with their own sink and hand dryers (like disabled toilets) in every building. We will be looking at this as part of a long-term strategy in terms of new builds and refurbishments. So some will be based at first on the ‘Multiple Cubicle Model’ - a set of cubicles – without gendered signage, and combined handwashing facilities.

Why don’t people just use the disabled or accessible toilets then?

Because Trans and Non-binary people (and Cis people who wish to use GNT’s) are not necessarily disabled and this suggests that gender identity is a disability, which it is not. Conversely, disabled toilets are for people who need the facilities disabled toilets have in them, and shouldn’t be used by non-disabled people. There are also some people who are disabled and do not feel comfortable using gendered toilets as well – so we will be providing a few of these facilities as well. This is sometimes called the ‘Accessible Toilet Model’.

GNTs may have few added things that you may be not used to (like sanitary product bins) but that shouldn’t stop you from using them. They also won’t have urinals.

Are they just as clean?

GNT are just as clean as others. Toilets will still be cleaned and any reports of uncleanliness should still be reported to Estates. We will of course monitor this.

Is this just ‘Political Correctness’ gone mad?

We don’t think so. As a university we strive to create an inclusive environment for all our staff and students, regardless of who they are and how they identify.

I would like more information on the roll out of GNT, or I would like some training on gender identity. Is this available?

Of course, staff can contact Sue Clark, Inclusion and Diversity Manager at S.Clark13@salford.ac.uk or students can contact Arron Pile, Student & Graduate Diversity Officer at a.pile@salford.ac.uk if you have any questions on GNT’s. You can also contact us if you are interested in finding more about gender identity. If enough people are interested (and that is a good thing) then we will put some training on to make you all experts.

Remember – a toilet is not naturally male or female. We have made them a gendered affair.  Some toilets just need to be freed from that gender binary!

SID Week iconSalford Inclusion & Diversity Week is being launched this year with the inaugural theme of ‘Culture & Faith Differences’. This campaign week is intended to begin  bridging  the gaps in understanding and awareness between students and staff alike, and  initiate the everyday conversations which form the foundation of cultural change and acceptance. The week includes a number of events and online video campaigns to celebrate the fantastic diverse and vibrant  community  we have here at the University of Salford.

Keep on eye on the Internal Comms messages for more info, coming soon!

SID Role Models – Friday 1st December - Don’t miss out on the main event!

10:00 – 12:00, Council Chambers @ The Old Fire Station

Join us for a morning of thought-provoking talks from inspiring alumni, colleagues and students at Salford, and a key note from our Chancellor, Jackie Kay. Each speaker will be discussing their experiences of culture and faith differences in life, work and wider society. Book your place for this fantastic finale to Salford Inclusion and Diversity Week!

Diversity Download

Watch some familiar faces discuss culture, faith and everything in between!

Coming soon…

SID Week Calendar

Coming soon....

Faith Centre Tours

Did you know that in March this year, the brand new Faith Centre was opened to all staff and students? Yes is probably the answer…but have you ever been to the new Faith Centre? If no then upcoming tours as part of #SIDWeek are something to think about!

The Chaplaincy team will be hosting tours during the week for anyone and everyone who is interested in learning a bit more about the faiths we have represented on campus and also the spaces available for those without a specific faith. The tours will be approximately 15 minutes long, with the opportunity for conversations and questions with tea, coffee and cake in the Social Space afterwards!

You are also invited to witness midday Islamic prayers as part of your visit to the centre – an opportunity which truly removes any barriers to understanding and gain a first-hand insight into the faith of some of your peers and friends!

Don’t miss out on this fantastic opportunity and come along to any of the tours listed below.

Monday 27 November: 12:15, 13:15

Tuesday 28 November: 12:15, 13:15

Thursday 30 November: 12:15, 13:15

#SIDWeek Daily Insights:

Each day we will be uploading key info about a student cultural or faith society to keep you in touch with what’s going on at our Students’ Union! There will also be a new ‘Day in the Life of’ released each day to learn more about members of our Salford community.