Equality and Diversity Annual Report 2009
I am pleased to provide the Equality & Diversity Annual Report for 2009. This
report outlines developments made in the areas of equality and diversity during
the past year.
The University remains actively committed to pursuing a course of action that
demonstrates inclusivity and fair practices for all. I am therefore pleased to be
able to report that developments in equality at the University are being
recognised externally as ground breaking.
As an expression of this commitment, I believe it is important to take this
opportunity to highlight recent external legislative developments. These reinforce
the message that all staff and students have an individual and corporate
responsibility for ensuring that equal opportunities are promoted in the working
and learning environment. I would therefore encourage everyone to recognise
and act upon this responsibility.
The senior management and Court remain fully committed to ensuring that fair
practices and equality remain at the core of all developments and activities at the
University and I trust that together with you, we can continue to enhance Equality
and Diversity across campus.
Professor Anton Muscatelli
Principal
1. Introduction
This Equality and Diversity Annual Report 2009 provides an overview of
developments that have taken place at the University of Glasgow during the
period August 2008 – July 2009.
This report is also the University’s mechanism for recounting upon compliance
measures within the various regulatory reporting cycles, as required by Disability,
Gender and Race legislation.
2. Equality structure and process
The University established a dedicated Equality and Diversity Unit (EDU) in
August 2007 comprising of three members of staff. The EDU reports via its
Director to the Clerk of Senate for student matters and to the Director of Human
Resources for staff matters.
The EDU is supported by seven Equality Champions, who are all members of the
senior management team. Four Vice-Principals, the Secretary of Court and one
Dean make up those responsible for each of the six equality strands: age,
disability, gender, race, religion & belief, and sexual orientation. The Principal of
the University is the overall Equality Champion.
The strategic and operational work of the EDU is formally reported to the six
Equality Groups and the Equality and Diversity Strategy Committee (EDSC).
Formal approval of equality policies is carried out by the EDSC and reported via
the HR Committee to the University Court for staff matters and via Education,
Policy and Strategy Committee (EdPSC) to Senate for student matters. (Please
see Appendix A: Diagram illustrating equality structure).
3. Equality Groups
3.1 Equality and Diversity Strategy Committee
The Equality and Diversity Strategy Committee (EDSC) was established in
2003/04 and is responsible for developing the strategic direction for equality and
diversity within the University.
The Principal chairs the Equality and Diversity Strategy Committee; other
members of the Committee include six Equality Champions, Director of the EDU,
HR Director, Secretary of Court, Director of Student Admissions, President of the
Student Representative Council and a nominee from the Joint Unions
Committee.
2
The EDSC meets three times per year and is chaired by the Principal. The six
Equality Champions provide reports on the relevant Equality Groups they
convene.
3.2 Formal Working Groups/ Committee
The University established six Equality Groups in 2007 covering age, disability,
gender, race, sexual orientation, religion and belief. Each group is convened by
the responsible Equality Champion.
Membership of the Equality Groups includes representation from academic and
service departments, the Student Representative Council (SRC), staff networks
and students.
The Equality Groups meet three times per year and consider relevant equality
issues assist with the implementation of the appropriate policy at local level and,
where appropriate, generate action plans.
The Disability Equality Group has a sub-working group the Campus Infrastructure
– Disability Liaison Group, chaired by the Director of Estates and Buildings. The
group’s membership includes disabled staff and students who make a positive
contribution to improving physical access on campus.
3.3 Staff Networks
The EDU formed four staff networks in 2007 these are: Disabled Staff Network,
Women’s Network, Ethnic Minority Staff Network and the Lesbian, Gay, Bisexual
and Trans (LGBT) Staff Network.
The networks run on a voluntary basis and usually meet at lunch time (where
lunch is provided) on a minimum of three occasions per year. The formation of
these networks provide for social networking, professional peer support, a safe
environment to air concerns and to assist the University in improving policy and
practice.
The four groups have met with varying success with the most progressive and
articulate group being the LGBT Staff Network, who have hosted internal
lunches, external dinners and invite service representatives to speak at their
meetings. The other three networks have seen a fluctuation in the numbers of
staff attending the meetings.
The EDU is instrumental in providing regular flow of information relevant to the
staff networks. The Equality Champions are keen to support these networks as
they believe that staff would provide the necessary information in enabling the
University to continually improve its policy and practice.
3
3.4 Student Networks
The Student Representative Council (SRC) supports students to form and run
student societies and clubs that support diverse interests including national,
ethnic and faith based activities.
During 2008 the SRC established an online Student Disability Network to enable
students to share and exchange information related to disability matters. In 2009
a student disability facebook group replaced the online forum.
4. Progress and Achievements made on equality during 2008-09
The Equality Groups have had various achievements throughout 2008-09, some
of which are outlined below.
4.1 Age Equality Group (AEG)
The AEG reviewed and updated the Age Equality Policy, and in particular made
changes to the Retirement section. The revised policy was developed by the
EDU with support from the Human Resources Department.
The AEG was also highly supportive of the initiative to form a Retired Staff
Association at the University, which was spear-headed by the Chair of the Ladies
Club. The Retired Staff Association is being supported through the Development
and Alumni Office, more information is available from www.gla.ac.uk/retiredstaff/.
4.2 Disability Equality Group (DEG)
The Principal appointed Professor Frank Coton to replace Ms. Jan Hulme as the
Disability Equality Champion in January 2009. Achievements noted by the DEG
during the year include:

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The Disability Service gaining status as a validation centre for need
assessments for students applying for Disability Student Allowance (DSA)
Development of the Student Disability Forum by the Student Representative
Council (SRC)
Development and circulation of the booklet Supporting students with
disabilities: A guide for academic staff1
Estates and Buildings implementation of Deaf Alerter systems throughout
campus
Installation of a dog toilet on campus.
The DEG was delighted to learn about the development of Disability Service for
staff, which would align the support students and staff receive. This development
1
www.gla.ac.uk/services/studentdisability/ available in the ‘Quick links’ section.
4
is currently in the planning stages, and is a partnership project between
Disability Service, Occupational Health, Health, Safety and Wellbeing, Human
Resources and the Equality and Diversity Unit. It is planned to launch the new
service for staff in 2010.
4.3 Gender Equality Group (GEG)
The Gender Equality Group received the results of the Gender Equality Survey
verbatim analysis during the last academic year, actions highlighted from this
include:
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The development of a complaints procedure for external contractors working
on campus, this was developed in conjunction with the Procurement Office
and Estates and Buildings
Sports and Recreation Service used the feedback to assist with their
redevelopment of internal changing space in the Stevenson Building
Specific responses were fed into the Student Unions review
Development and publicising of the Student Harassment Statement
Development of a Student Maternity/ Paternity Policy with the SRC and
Senate Office
The gender balance of student applications to undergraduate courses.
The GEG also received information on the JUNO Project in the Physics and
Astronomy Department (see page 10 for additional information) to increase
participation and representation of female staff and students.
4.4 Race Equality Group (REG)
The REG revised and developed a new Race Equality Policy, which updated the
previous policy and aligned it with the other equality policies. The REG was
pleased to note that after a request from the Director of Human Resources
inviting staff to update their personal information there had been an increase in
the numbers of staff disclosing their ethnicity.
The main focus for the REG during the year was Internationalisation and how to
ensure that international students at the university have a positive experience.
The REG was please to note the University has become a member of Black and
Ethnic Minorities Infrastructure in Scotland (BEMIS) and looked forward to
collaborative working.
The Race Equality Champion has also hosted a meeting with Show Racism the
Red Card campaign, which looks at community cohesion through football
activities.
4.5 Religion and Belief Equality Group (RBEG)
5
The Interfaith Chaplaincy produced the University’s Faith and Belief Guide, which
was circulated to all first year students within their induction packs. This guide
outlines the beliefs of all the major faiths, festival/ celebration days and dietary
requirements. The RBEG was pleased to support the Interfaith Chaplaincy in this
initiative, which has wide benefits for staff and students on campus and helps
support the University’s internationalisation and equality strategies.
The RBEG receives regular updates from the various faith Chaplains on campus,
and has assisted in ensuring adequate space is provided for Muslim students
and staff to hold the Jumaa prayers during Friday lunchtime.
4.6 Sexual Orientation Equality Group (SOEG)
The SOEG has supported students and staff on a number of issues and in
various activities during 2008-09, these include:

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Lesbian, Gay, Bisexual and Transgender (LGBT) Student Association and
Student Representative Council (SRC) produced a leaflet covering sexual
health
The LGBT Staff Network continues to meet on a regular basis and has a
growing membership
A member of the LGBT Staff Network raised a concern about the publicity on
the University website about civil partnerships; this was amended when the
Chaplain attended a network meeting
The University hosted a West of Scotland LGBT Network event in
collaboration with Strathclyde Fire Service, Golden Jubilee Hospital and
Stonewall Scotland. Invites were sent to all employees in the West of
Scotland and approximately 30 people attended the event
LGBT History Month - February 2009 was marked by formally flying the
rainbow flag on campus.
The University entered the 2008 Stonewall Workplace Equality Index (WEI),
which produces annually list of UK’s top 100 gay friendly employers. This was the
first occasion the University had participated in the WEI. The WEI assessment
ranked the University 150 out of 317 employers that participated. No education
institution appeared amongst the top 100 employers list.
The University was ranked:

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

7th out of all Education entries (total 20)
5th out of all Higher Education Institution entries (total 16)
6th out of all Scottish entries (28 in total)
1st out of Scottish first time entries.
The University scored high in the following areas of the WEI assessment:
6
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The Sexual Orientation Equality Policy and the actions relating to staff and
student LGBT issues outlined in the Gender Equality Scheme and Action
Plan
The dedicated Equality and Diversity Unit and the reporting structure to the
Equality and Diversity Strategy Committee
Sexual Orientation Equality Champion’s role and their membership of the
Senior Management Group
Inclusion of sexual orientation in our Equality Impact Assessment process
The LGBT Staff Network including their role, remit, position on the SOEG,
web pages and moodle site
A member of the Senior Management Group who is out and participates in
LGBT events.
5. Equality and Diversity developments across the University
5.1 Equality Impact Assessments
The University is committed to applying fair and transparent policies and
practices through completing Equality Impact Assessments (EIA). During 2008
pilot EIAs were carried out in the Faculty of Information and Mathematical
Sciences (FIMS), HR, Hospitality, Residential Services, Law Faculty Admissions,
Sociology, Anthropology and Applied Social Sciences, and Student Appeals and
Complaints.
Completed EIA’s include:



General Medical Council (GMC) Sponsorship of International Medical
Graduates for Registration (the request for the EIA was made by the GMC)
Performance and Development Review Policy for the Faculty of Information
and Mathematical Sciences
Redundancy and Consultation Management Process.
The EDU is developing a roll out plan and schedule for assessing University
policies.
5.2 Harassment Advisers Network
During the year the EDU worked with the Student Representative Council (SRC)
to develop the Student Harassment Statement. This was widely consulted on and
approved by the Student Support and Development Committee. This statement is
included in the suite of policies and regulations in the University Calendar. During
2009 -10 the EDU will conduct a pilot trial for supporting students involving a
small group of the Harassment Advisers.
7
For further information on the Harassment policy and procedures for staff and
students please visit: www.gla.ac.uk/services/equalitydiversity/harassment/
The Harassment Advisers Network (HAN) has received a range of training
sessions covering University policies and procedures, confidentiality, active
listening and mediation. This is to ensure and enable the Harassment Advisers to
apply the highest professional standards in discharging their role.
5.3 Staff development
The University supports staff in acquiring and enhancing knowledge on equality
and diversity issues. During 2009 the Staff Development Service provided the
following equality courses to staff, including:
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

Diverse Curriculum: meeting the different needs of learners
Internationalisation: supporting a diverse community on campus
Learning and working with disabled people.
A dedicated equality module is included in the Middle Manager Development
Programme, the First Line Management Programme and the Team Leading
Programme.
The Learning and Teaching Centre (L&TC) covers equality and diversity issues
within the New Lecturer and Teachers Programme, and in the Graduate
Teaching Assistants modules.
The L&TC website provides a list of relevant equality resources to support
academic staff in effectively discharging their equality responsibilities
Customised equalities training was delivered on request to the:
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Faculty of Medicine staff on Dignity at Work – dealing with bullying and
harassment in the workplace
Recruitment and International Office (RIO) staff had a session on diversity
issues, which was delivered via an interactive theatre forum
Sports and Recreation Service’s staff conference was themed on working
with diverse customers and this was facilitated through an interactive theatre
forum
Skill: National Bureau for Student Disabilities, delivered a session on
Creating an Accessible Institution for staff based in the Fraser Building
The University’s Harassment Advisers’ Network and Glasgow Caledonian
University’s Dignity at Work Advisers received training in active listening and
the significance of confidentiality
Harassment Advisers received training in Mediation skills
Senior Residents based in Residential Services received training on equality
as part of their induction process.
8
5.4 Department of Adult and Continuing Education (DACE)
The Community Development Team is working in partnership with the Black and
Ethnic Minorities Infrastructure in Scotland (BEMIS) to recruit Black Minority
Ethnic (BME) students for the BA degree in Community Development as part of
the joint positive action and capacity building programmes. Students are recruited
through BEMIS networks from under-represented community groups and are
jointly interviewed by staff from both organisations. The students then join the
mainstream programme at the University but also receive additional support from
BEMIS staff through direct support and supervision.
This partnership is at an early stage there has already been a noticeable
increase in the number of students from diverse BME communities. This
partnership is part of a long term strategy and should lead to an increase in the
number of trained community workers which will have a positive impact on
communities across Scotland.
In addition DACE held a Celebrating Learning Event which attracted students
from marginalised communities in Inverclyde, Paisley and the East End of
Glasgow. This also resulted in a number of students from lower socio-economic
backgrounds joining the BA in Community Development.
DACE also runs an Open Programme which is designed to offer learning
opportunities in a diverse range of subjects. All courses are open to the public
regardless of educational and social background. Many of these courses and
events cover culture, ethnicity and equality for example:
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Bernard Aspinwall’s day event on Glasgow’s contribution to the campaign to
abolish slavery in the US
Indian philosophy
Buddhism for beginners
Researching your local history
The life and legacy of Dr Martin Luther King Jr.
Emigration and immigration debate.
DACE also successfully made a funding bid to the Access programme for a
research project entitled: Attrition, Retention and Access: An Examination of the
University of Glasgow’s Access Programme for Non-Traditional Students and
Factors that Enhance Retention.
9
5.5 Project Juno
The Department of Physics and Astronomy has since September 2007 been a
supporter of the Institute of Physics (IoP) Project Juno, aimed at ensuring fair and
transparent processes and procedures and, a working environment that supports
advancing the careers of women in physics. In September 2009 the Department
submitted evidence to the IoP for Juno 'Practitioner' status, and continues to
strive towards 'Champion' status
5.6 Interfaith Chaplaincy
The Interfaith Chaplaincy facilitates the spiritual, pastoral, and observance needs
of faith and belief with the University community. Dedicated reflection space
across the campus is provided for students and staff to support their personal
belief needs.
In 2008/09 the Chaplaincy produced a comprehensive Faith and Belief Guide for
staff and students. This guide outlined the basic premise of all the major world
faiths, and where local facilities for each faith can be found in Glasgow.
In April 2009 the Principal hosted an informal evening for the Interfaith Chaplains.
This evening allows senior management formally acknowledged and thank the
valuable contribution the voluntary chaplains provide to the University
community.
5.7 One Glasgow
The University created the ‘One Glasgow’ brand in 2006 to celebrate diversity on
campus by hosting events and activities involving students, staff and the wider
community.
The Ferguson Bequest provides funds for One Glasgow events which are
supported by the Equality and Diversity Unit.
During 2008-09 the following One Glasgow events were supported, including:

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Mental Health Arts first literary festival entitled: ‘Mind Readers’
Wasasa Comedy Night
World Record Ceildh (for the most nationalities dancing)
Global Village event
The Art of Sari-draping
6. Consultations
The EDU responded on behalf of the University to a range of external
consultations on equality issues, including:
10
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Using the Race Equality Toolkit within the curriculum, Universities
Scotland
The Scottish Funding Council consultation on the future of equality-based
support for further and higher education institutions in Scotland, following
the closure of Equality Forward2 in July 2009
Strathclyde Police and West Scotland Race Equality Council’s
consultation on: Challenging Racist behaviour and attitudes through
advocacy, third party reporting and standards based training and
awareness raising.
7. Contributing to external equality good practice
The EDU staff contributed and supported the development of equality good
practice externally by contributing, participating and hosting visits including:
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Invited by the Leadership Foundation to facilitate two workshops at the
national conference on: The Role of the Governing Body in Supporting
Equality and Diversity in Higher Education
Invited by BBC Scotland to provide presentation on equality developments
at the University to BBC senior management and diversity champions
Hosted staff visits from Monash University, Australia and Jagiellonian
University, Poland
Hosted video conference between University of Glasgow staff networks
and the University of Oxford, who are in the process of setting up similar
staff networks
Hosted West of Scotland LGBT Employee Network
Hosted the West of Scotland Equality Practitioners meeting. Staff attended
from Higher Education and Further Education sectors and left the meeting
with a very positive impression of University of Glasgow approach and
developments on equality and diversity matters.
8. Monitoring
The University collects equality information on staff and students and reports
these on an annual basis to the Higher Education Statistical Agency (HESA).
In 2007 the University began to collect information on staff on sexual orientation
and religion and belief. Although this information is not required legally, the EDU
believes that collecting such information is desirable and necessary, in order to
meet appropriate needs and address specific issues covering staff from these
groups. Staff are provided with the option ‘prefer not to say’ when completing this
equality information.
2
Equality Forward was established in 2006 by the Scottish Funding Council to provide expert
advice and support in equality to Higher and Further Education Institutions.
11
One pertinent example of how this information has been used to make a positive
difference on campus is the formation of the LGBT staff network.
The equality information is collected on voluntary basis and there still remains an
issue on low disclosure rates, for example from staff with disabilities.
Student equality monitoring data is collected by UCAS at the point of application
(for undergraduates) and through the University’s own application system for
postgraduates. This information currently covers gender, disability, ethnicity and
age. Trends for the period 2004-08 are provided for students with disabilities and
ethnic background.
An overview of the diversity of the University community is presented in the
following tables.
8.1 Staff profile (September 2009)
Table 1 – overall view
Staff
Female
Male
Total
Declared Disabled
Black and Minority Ethnic (BME)
Lesbian, Gay or Bisexual (LGB)
Declared belief
No
3311
2898
6209
116
296
45
992
%
53
47
100
1.9
4.8
0.7
16
Table 2
Disability/ Impairment3
Blind or serious visual impairment
Deaf or serious hearing impairment
Long-standing illness or health condition e.g. cancer, HIV,
diabetes, epilepsy
Mental health condition e.g. depression or schizophrenia
Specific learning disability (e.g. dyslexia or dyspraxia)
Physical impairment or mobility issues e.g. use wheelchair,
crutches
Other type of disability
No known disability
Question not answered
(blank)
Grand Total
2
No
>5
15
%
0.1
0.2
53
6
7
0.9
0.1
0.1
14
17
4825
1088
180
6209
0.2
0.3
77.7
17.5
2.9
100.0
The categories for monitoring disability at the University are provided by the Higher Education Statistical Agency
12
Table 3
Ethnicity description4
Asian/AB Bangladeshi
Asian/AB Indian
Asian/AB Pakistani
Black/BB African
Black/BB Caribbean
Chinese
Mixed WH&B African
Mixed WH&B Caribbean
Mixed White & Asian
Other Asian Background
Other Black
Other Ethnic
Other Mixed Background
Other White Background
White British
White Irish
White Scottish
Information Refused
Not known
***** Blank *****
Grand Total
Table 4
Sexual orientation5
Bi-Sexual
Gay Man
Gay woman/lesbian
Heterosexual
Other
Prefer not to say
Not known
***BLANK***
Grand Total
4
5
Total
>5
48
23
27
>5
61
>5
6
11
46
6
42
19
493
2379
100
1700
35
39
1167
6209
No
10
23
12
1355
>5
107
4189
509
6209
%
0.05
0.77
0.37
0.43
0.02
0.98
0.05
0.10
0.18
0.74
0.10
0.68
0.31
7.94
38.32
1.61
27.38
0.56
0.63
18.80
100.00
%
0.16
0.37
0.19
21.82
0.06
1.72
67.47
8.20
100.00
The categories for monitoring ethnicity at the University are provided by the Higher Education Statistical Agency
The categories for monitoring sexual orientation are provided by Stonewall
13
Table 5
Age range
17-20
21-30
31-40
41-50
51-60
61-65
65+
Total
No
51
1002
1701
1717
1300
353
85
6209
Table 6
Belief
Atheist
Buddhist
Christian
Hindu
Humanist
Jewish
Muslim
Sikh
None
Other
Prefer not to say
Not known
Blank
Total
No
99
6
864
9
39
5
13
>5
517
52
127
3892
582
6209
%
0.8
16.1
27.4
27.7
20.9
5.7
1.4
100.0
%
1.6
0.1
13.9
0.1
0.6
0.1
0.2
0.1
8.3
0.8
2
62.7
9.4
100
8.2 Student Profile 2008/2009
Table 7 - overall
Students
Female
Male
Total
Disabled students
Black Minority Ethnic
Chinese
Dual Heritage
Other ethnic background
No
14125
10355
24485
1625
1445
605
380
285
%
58
42
100
6.6
5.9
2.5
1.6
1.2
14
Table 8 – Disability/ Impairment Status
%
2006
No
%
2007
No
%
2008
No
%
21535
92.4
22140
92.6
22250
93.4
22735
92.9
0.0
10
0.0
20
0.1
25
0.1
25
0.1
40
0.2
55
0.2
50
0.2
55
0.2
60
0.2
90
305
0.4
1.3
95
375
0.4
1.6
85
420
0.4
1.8
110
385
0.5
1.6
110
410
0.4
1.7
85
35
0.4
0.1
100
35
0.4
0.2
115
65
0.5
0.3
135
95
0.6
0.4
160
100
0.7
0.4
0
0.0
0
0.0
5
0.0
5
0.0
0
0.0
470
2.0
505
2.2
505
2.1
490
2.1
535
2.2
Wheelchair User/
Mobility Difficulties
Other Disability
Unknown
55
180
2020
0.2
0.8
8.5
75
140
390
0.3
0.6
1.7
70
140
290
0.3
0.6
1.2
70
130
85
0.3
0.5
0.4
80
145
130
0.3
0.6
0.5
Total
23775
100
23310
100
23905
100
23835
100
24485
100
No Disability
Autistic Spectrum
Disorder
Blind/Visual
Impairment
Deaf/ Hearing
Impairment
Dyslexia
Mental Health
Difficulties
Multiple Disabilities
Require Personal Care
Support
Unseen Disability
(e.g. Asthma)
2004
No
%
2005
No
20485
86.2
5
15
Table 9 - Ethnicity
2004
No
%
2005
No
%
2006
No
%
2007
No
%
2008
No
%
White
White - British
White - Irish
White - Scottish
Irish Traveller
Other White
Background
Black - Caribbean
Black - African
415
11490
500
7150
5
1.75
48.33
2.10
30.07
0.02
135
11810
515
6885
0
0.58
50.66
2.21
29.54
0.00
335
11440
535
7040
5
1.40
47.86
2.24
29.45
0.02
765
11630
505
6340
5
3.21
48.79
2.12
26.60
0.02
1180
12060
520
5475
0
4.82
49.25
2.12
22.36
0.00
1465
10
65
6.16
0.04
0.27
1575
10
110
6.76
0.04
0.47
1770
15
135
7.40
0.06
0.56
1955
10
195
8.20
0.04
0.82
2175
15
275
8.88
0.06
1.12
Black - Other
Bangladeshi
Chinese
Indian
Pakistani
Other Asian
20
25
600
245
275
255
0.08
0.11
2.52
1.03
1.16
1.07
15
15
800
290
275
290
0.06
0.06
3.43
1.24
1.18
1.24
15
20
725
335
335
270
0.06
0.08
3.03
1.40
1.40
1.13
10
20
590
370
330
320
0.04
0.08
2.48
1.55
1.38
1.34
10
20
605
405
365
355
0.04
0.08
2.47
1.65
1.49
1.45
White & Asian
White & Black African
White & Black
Caribbean
Other Mixed
Background
Other Ethnic
background
Unknown
Total
95
30
0.40
0.13
105
25
0.45
0.11
110
30
0.46
0.13
125
30
0.52
0.13
150
40
0.61
0.16
15
0.06
10
0.04
15
0.06
15
0.06
25
0.10
90
0.38
125
0.54
165
0.69
155
0.65
165
0.67
185
850
23775
0.78
3.58
100
210
115
23310
0.90
0.49
100
245
375
23905
1.02
1.57
100
245
220
23835
1.03
0.92
100
285
345
24485
1.16
1.41
100
Table 10 - Age
20 or less
21 to 25
26 to 30
30 or more
Total
2004
2005
2006
2007
2008
14700 61.83 13925 59.74 13645 57.08 13320 55.88 13395 54.71
2830 11.90 3395 14.56 3700 15.48 3775 15.84 4130 16.87
1320 5.55 1390 5.96 1620 6.78 1735 7.28 1895 7.74
4925 20.72 4600 19.73 4940 20.67 5010 21.02 5070 20.71
23775
100 23310
100 23905
100 23835
100 24485
100
16
Equality Structure at the University of Glasgow
HR
Committee
Court
HR
Director
Women’s
Network
Line Management
Age Equality
Group*
Disability
Equality
Group*
Gender
Equality
Group*
EDU
EDSC*
Sexual
Orientation
Equality
Group*
Ethnic
Minority
Staff
LGBT
Network
Race
Equality
Group*
Religion & Belief
Equality
Group*
Disabled
Staff
Network
Line Management
SRC
Senate
EDPSC
Clerk of
Senate
*Principle Chairs EDSC
relevant strand champion from the
SMG chair the equality groups
Appendix B - Equality and Diversity Developments at a Glance
Equality initiatives at the University to date include:
1989
1995
1999
2000
2001
2002
2002
2003-04
2003-04
2004
2004
2004
2004
2005
2005-07
2006
2006
2006
2006
2007
2007
2007
2007
2007
2007
2007
2008
2008
2008
2008
2008
2008
2009
2009
2009
2009
Personnel Manager appointed with responsibility for equal opportunities
Student Disability Officer appointed
Harassment Advisers appointed (20 voluntary staff)
University E&D training programme delivered for Heads of Departments and
front-line staff
E&D role assigned to the Head of Staff Development Service
Full-time Equality Co-ordinator appointed with remit for staff
Race Equality Co-ordinating Group established
Equality and Diversity Strategy Committee established
Report on race equality produced in compliance with the Race Relations
Amendment Act 2000
Student Disability Service established, headed by Senior Student Disability
Advisor (new appointment)
Student Disability Provision Steering Group established
Positive about Disability Symbol (Two Ticks) awarded
Departmental Disability Co-ordinators appointed in each department
University conducts an Equality Audit
Gender Action Project (European Social Funded)
Seven Equality Champions appointed from the Senior Management Group
Became member of the Stonewall Diversity Champions Programme
One Glasgow launched (week dedicated to equality celebratory events)
Gender Duty Implementation Group established
Director of Equality & Diversity appointed (January)
Equality & Diversity Unit established (August)
Hosted Stonewall Scotland Diversity Champions seminar – ‘Monitoring the
Next Steps’
Department of Physics subscribes as JUNO supporter
Disability Equality Group established
Race Equality Group established
Staff Networks formed (for women, ethnic minority, lesbian, gay, bisexual and
trans persons and staff with disabilities)
Gender Action Project Conference
Gender Equality Group established
Religion and Belief Equality Group established
Sexual Orientation Equality Group established
Age Equality Group established
Harassment Advisers Network revised and structured
Policies on Age, Race and Religion or Belief revised
Retired Staff Association Launched
Student Maternity Policy developed
Student Harassment Statement developed