Equity, Diversity and Inclusion
To create an inspirational, inclusive learning and working environment, celebrating the diversity of our University community in our everyday conversations
Our Equity, Diversity and Inclusion (EDI) statement
The principle of equity will underpin our EDI ambitions. Equity means that we will treat people fairly and in accordance with their needs, celebrate difference, as well as working towards equity in outcomes for all colleagues and students. The principle of equity will require us to take pro-active and nuanced approaches to ensure that colleagues and students, regardless of background, enjoy similar experiences and outcomes. We recognise that inequities and discrimination are caused both by barriers created by institutional structures and individual attitudes, biases and prejudice.
Our ambition is to be a university where inclusivity is deliberately designed and embedded into all that we do, where every student and colleague feels like they matter and belong. Our culture and institutional values will support an inspirational learning and working environment which empowers people to lead with creativity and innovation that advances equity for all.
We will be a university that dismantles those institutional structures and systems that lead to discrimination, removing barriers that stand in the way of achievement, and building our strengths in advancing equity.
Explore the Universities New EDI Statement of Ambition below.
It’s important that we start with inclusion and many of our strategic goals are around how we build an inclusive culture. Our Equity Assurance Committee (EAC) leads the strategic direction for EDI at the University and reports to the Vice Chancellors Executive Team. EAC oversees the activity of three task and finish groups:
- Equity in Student Outcomes
- Equity in the Workforce
- Equity in Research
The groups have been set up to deliver our four EDI priorities outlined in the Statement of Ambition.
- Student Experience and Success- Narrowing or eliminating the differences between different groups of students in their experiences and success.
- Colleague Outcomes - Diversifying colleague representation across all grades in the workforce.
- Culture - Enhancing inclusive culture and belonging for students and colleagues.
- Research - Diversifying the research workforce and environment
Our equity, diversity and inclusion annual reports
Capture our stories and key data insights:
Download previous years reports:
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.
Developing an Inclusive Mindset
Most of us try to be inclusive and respect others. So why is there still discrimination and unequal practice? Why do people share stories of being treated differently and of structures and policies that create inequity and prevent them succeeding? Why do we have an Award Gap where some students are less likely to stay with us or to graduate with a good degree? We all have work to do to understand this better - and our part in it.