The University of Salford is committed to achieving an inclusive and diverse place to work and study, rooted in equality; a place that recognises that we are all unique and that people with different backgrounds and experiences bring creative, fresh ideas which help both our colleagues and students to thrive.

We focus some of our equality, diversity and inclusion (EDI) work through commitments to various Equality Charters.

  • The Athena Swan Charter is a framework which is used across the globe to support and transform gender equality within higher education (HE) and research.
  • Race Equality Charter (REC) provides a framework through which institutions work to identify and self-reflect on institutional and cultural barriers standing in the way of Black, Asian and Minority Ethnic (BAME) colleagues and students.
  • Stonewall is Europe’s largest LGBT charity. Their Diversity Champions programme is the leading employers' programme for ensuring all LGBT colleagues are accepted without exception in the workplace.
  • Disability Confident is 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.

The University’s plans for gender equality are embedded within a range of initiatives, reports and action plans in line with our mainstreamed approach to equality, diversity and inclusion .

Our gender equality plan is predominantly set out in our Athena SWAN action plan. We align with the Horizon Europe Gender Equality Plan (GEP) requirements as follows:

Mandatory requirements for a GEP

Available online

Our Athena Swan application and action plans, which include gender equality are available online.

The Institution application is signed by the Vice-Chancellor and School applications are signed by the Dean of School and are disseminated to all staff. The plans demonstrate a commitment to gender equality and set out clear goals and SMART action points, which include specific, measurable, achievable, relevant and time bound actions.

Dedicated resources

Each Department and School at the University has an Equality, Diversity, and Inclusion (EDI) Lead as well as an Athena Swan lead whose roles are included in the University's Workload allocation model.

Include arrangements for data collection and monitoring

An EDI annual report that includes gender-disaggregated baseline data for students and staff is presented at our most senior committees. Each School and Department have gender specific KPI’s (to improve representation) that are monitored through the EDI Governance Committee’s and Athena SWAN Sub Committee.

Supported by training and capacity-building

The University ED&I team maintain EDI webpages for all staff and students, which includes self-learning training modules, workbooks, podcasts, toolkits and guidance, all available online.

We further comply with the following five thematic requirements:

  • Work-life balance and organisational culture - this is covered in the Institutional Athena Swan Application (include our link) under 5.2 Flexible working and managing career breaks and 5.3 Organisation and culture
  • Gender balance in leadership and decision-making - this is covered in the Institutional Athena Swan application under 5.3 Organisation and culture. The University is also a member of UK’s Advance HE and a number of University female staff annually complete the Aurora programme which is women only leadership training.
  • Gender equality in recruitment and career progression - this is covered in the Institutional Athena Swan application under 4.1Academic and research staff data, 5.0Key career transition points: academic staff and 5.1 Career development: academic staff
  • Integration of the gender dimension into research and teaching content - this is covered in the Institutional Athena Swan application under 4.IV.iii Academic staff by contract data and 5.1 Career Development: Academic Staff and culture.
  • Measures against gender-based violence including sexual harassment – the University of Salford has 'Dignity at work' and 'Bullying and Harassment' policies which are covered in the Institutional Athena Swan Application section 5.3 Organisation and Culture.

We also have a number of colleague network groups which offer a range of support and advice. These networks can be a powerful tool for empowering minoritised groups, supporting colleagues to progress, help consultation and build allyship.

  • BAME network: The Black, Asian and Minority Ethnic staff network provides a safe and supportive space for BAME colleagues to discuss any issues impacting on their work or wellbeing at Salford.
  • Anti-racist reading group: this additional group has been set up to explore and discuss text associated with racism.
  • Parent’s network: support for colleagues and PGR for all stages and kinds of parenthood.
  • SalfordAbility: dedicated to bringing together and supporting staff who have a disability, chronic pain conditions and/or mental health issues.
  • Salford Proud: the LGBT+ staff and PGR network is open to anyone, whether you identify as LGBT+ or not, to support LGBT+ colleagues and raise awareness of LGBT+ issues.
  • Women’s Voice: (including the Menopause group) in support of Athena Swan and gender equality across the campus.

Our Students’ Union operates an equality and diversity policy, which aims to uphold the principles of equal opportunity and respect as the basis human rights of all users of the Students’ Union. Its aim is to ensure that no student receives less favourable treatment from any member or guest of the Union on grounds of political beliefs, sex, race, ethnic or national origin, religion, age, disability, sexual orientation, social class, martial status or any unjustifiable distinction.