The public sector equality duty (PSED) came into force on the 5 April 2010. This page sets out the aims of the general equality duty of the PSED and displays information which demonstrates City's compliance with the specific duties required to enact the general equality duty.
Aims of the General Duty
In the exercise of their functions public authorities of which City is one, must have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
- Advance equality of opportunity between people who do and do not share a protected characteristic
- Foster good relations between people who do and do not share a protected characteristic.
The equality duty is supported by the specific duties and revised on the 10 September 2011. Under this provision public authorities must for staff, students and the community it serves:
- Publish information demonstrating compliance with the general equality duty across its functions on an annual basis with effect from 31 January 2012
- Set and publish equality objectives at least every four years with effect from 6 April 2012.
Mandatory Gender Pay Gap Reporting
In 2017 the government created new legislation, which requires all organisations employing over 250 staff to publish and report specific figures about their gender pay gap.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
City’s gender pay gap report provides information on the gender proportions and pay quartiles of staff, as well as actions to address the pay gap.
Equality Impact Assessments
An Equality Impact Assessment (EIA) is a tool to help Universities ensure that their policies, practices and decisions are fair, meet the needs of their staff and students, and that they are not inadvertently discriminating against any protected group, under the Equality Act 2010.
In order to assist and guide Schools and Professional Services in assessing the impact of their policies, processes and practices on staff and students, which hold one or more protected characteristics, City has developed an EIA Guidance and Process.
The EIA Guidance and Process provides a practical framework to be used by staff undertaking an EIA, at Departmental, School, Directorate and Institutional levels. The Guidance aims to ensure that City’s commitment to equality and diversity is realised within all of its policies and processes.
Reporting and Publication
Completed EIA’s will be reviewed by the Equality Committee on a termly basis. Following review by the Equality Committee, the report will be published on City’s website.
Equality and Diversity Data and Reporting
The commentary and data outlined below shows City, University of London's activity and monitoring information.
City is committed to further improving/extending the gathering of data across its functions to enable continued monitoring of the impact of decisions and practices on those who share protected characteristics.
Staff and Student Data
- Staff and Student data 2019/20
- Staff and Student data 2018/19
- Staff and Student data 2017/18
- Staff and Student Data 2016/17
- Staff and Student Data 2015/16
- Staff Statistical Data 2014/15
- Student Statistical Data 2014/15
- Student Statistical Data 2013/14
- Staff Statistical Data 2013/14
- Student Statistical Data 2012/13
As a Higher Education Institution we have specific equality duties, as outlined by the Equality Act (2010). These require public authorities to tackle discrimination, victimisation and harassment, advance equality and foster good relations.
It is also our responsibility to publish our equality information on an annual basis to review and publish specific and measurable equality objectives every four years.
City has set a number of Equality Objectives and progress on these are published and reviewed annually in our Staff and Student Equality Monitoring Reports which can be found above.
Staff Equality and Diversity
To promote Gender Equality and impact positively on other equality areas, including intersectionality, in order to build and maintain an inclusive environment that supports and values the diversity of students, staff and the wider community.
Arising from the Athena SWAN Bronze Award and Action Plan, there are two Performance Indicators that support this objective:
Performance Indicator 1. Increasing the representation of women in senior roles:
- The proportion (of base population) of Professorial staff will be ~30% women by 2020/21
- The proportion of Grade 9 Professional Services staff will be ~50% women by 2020/21.
Performance Indicator 2. Increasing the representation of women on executive/institutional committees:
- We expect diverse membership on our executive/institutional committees, with a minimum of 30% women and 30% men on each committee.
- To consider and prepare for the Equality Challenge Unit’s Race Equality Charter with a view to submitting an application by 2021.
Student Equality and Diversity
This is currently under review and will be updated soon.