Equality and Diversity
We are committed to and strive for equality of opportunity for all of our students and staff, and recognise and celebrate their diversity. For this statement and strategy to be made a reality, effective leadership and management will be provided and a corresponding commitment sought from every member of staff and all the student body.
As part of our policy, we promise:
To provide an environment where all people are respected and treated fairly, regardless of irrelevant characteristics or distinctions.
To develop a culture in which diversity is celebrated.
Not to discriminate unfairly or illegally against anyone.
To take positive action to promote equality, diversity and fair access.
To embed equality and diversity at the heart of our mission and values. This includes taking action against individuals who behave in a discriminatory manner.
Inclusion and Diversity Report 2020
Our Inclusion and Diversity Annual Report for 2020 captures our stories and key data insights from 2019.
Gender Pay Gap Report
Under the UK Government’s new Gender Pay Gap Regulations, employers in Great Britain with more than 250 employees are requested to report their gender pay gap.
The gender pay gap shows the difference in the average hourly earnings of men and women across an organisation regardless of their roles, industry sectors or seniority.
The statistics can be affected by a range of factors, including the different number of men and women in all roles right across the workforce.
The University of Salford has formally adopted the International Holocaust Remembrance Alliance’s (IHRA) working definition on antisemitism. The adoption was agreed at a meeting of Council on 11 December 2020, following consultation with Senate and the Vice-Chancellor’s Executive Team (VCET).
Adopting the definition as guidance means that the University will have due regard to the IHRA definition as appropriate and take it into consideration when interpreting and understanding antisemitism if, and when, raised in the University context. Our approach in relation to the IHRA definition does not affect the application of equality law and the rights it affords to members of our community or our commitment to provide an environment free from harassment and discrimination.
It also does not affect our legal obligations and the legal rights of our staff and students in relation to freedom of speech and expression, including the ability to discuss and question difficult and sensitive topics, views and opinions, provided that is done responsibly, with respect for others and within the law.