Equality charters and benchmarking

Athena SWAN

The Athena SWAN Charter recognises commitment to addressing unequal gender representation across academic disciplines and professional and support functions. Its aim is towards the advancement of gender equality, representation, progression and success for all.

The expanded Athena SWAN Charter

Athena SWAN is the longest running of ECU’s equality charters and was established to encourage advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) in higher education and research. In 2015 the charter was expanded to recognise work undertaken in arts, humanities, social sciences, business and law (AHSSBL), in professional and support roles and for trans staff and students. The charter now recognises work undertaken to address gender equality more broadly, and not just barriers to progression that affect women.

Athena SWAN covers women, and men where appropriate, in:

• academic roles in STEMM and AHSSBL
• professional support staff
• trans staff and students.

It addresses:

• representation
• progression of students into academia
• journey through career milestones
• working environment for all staff.

Our progress 

The University of Brighton is proud to have held an institutional Athena SWAN Bronze Award since 2013. In 2016 we built upon this achievement and became one of only a handful of higher education institutional nationally to achieve an institutional award under the new expanded charter.

The university’s involvement and advancement in regards to Athena SWAN is guided by the Athena SWAN Steering Group, which is Chaired by the university’s Gender Equality Champion, Professor Tara Dean, Pro-Vice Chancellor (Research and Enterprise). Professor Dean also represents concerns relating to gender equality at the University Executive Board.

As well as our institutional award, the following schools have also achieved:

Silver Awards

• Brighton and Sussex Medical School

Bronze Awards

• School ofEnvironment and Technology
• School of Pharmacy and Biomolecular Sciences

Our ambition

Addressing unequal gender representation and the working environment for all staff is a key priority for the university and is integral to the University Strategy 2016-2021: Practical Wisdom. As a necessary step in achieving gender equality, the university is committed to all schools achieving Bronze Awards by 2020.

For more information regarding gender equality at the university, and the actions and initiatives we are undertaking to advance this, please see our latest Athena SWAN institutional submission and action plan (pdf).

Disability Confident 

After many years as a “Two Ticks” employer, the university has moved to adopt Disability Confident, a new government scheme to support equality and diversity in staff recruitment practices. This move enables our on-going commitment to employing people with disabilities and health conditions, as well as ensuring every possible opportunity to progress at the university.

Disability Confident is a voluntary scheme that has been developed in partnership with disabled people’s representatives. It is a Jobcentre Plus initiative for employers who are taking action to meet commitments regarding the employment, retention, training and career development of employees with disabilities. These commitments are integral to the university’s strategy promise to enable our staff and liberate talent.

As a Disability Confident Employer we are committed to:

• undertaking the Disability Confident self-assessment
• taking all of the core actions to be a Disability Confident Employer
• offering at least one activity to get the right people for our business and at least one activity to keep and develop our people

Our progress

The university has joined Disability Confident at Level 2, which recognises our existing demonstrable action as a Disability Confident Employer.

The university’s involvement and advancement in regards to Disability Confident will be guided by the Disability Confident Working Group.

The university’s LGBT+ Equality Champion is Professor Debra Humphris, Vice Chancellor, who represents concerns relating to lesbian, gay, bisexual and transgender equality at the University Executive Board.

Our ambition

Ensuring equality of treatment and progression for staff with disabilities is a key priority for the university, and integral to the University Strategy 2016-2021: Practical Wisdom. There are three levels of the Disability Confident scheme, and each level must be completed and demonstrated before moving onto the next. We are developing this area of work, which will take the university from a Disability Confident Employer to being a leader in this field.

The university is also committed to taking the Time to Change Employer Pledge in 2017, in order to change how we think and act about mental health in the workplace and make sure that employees who are facing these problems feel supported.

Submissions and actions plans for Disability Confident and Time to Change will be published here as they become available.

Race Equality Charter Mark

The Race Equality Charter is aimed at improving the representation, progression and success of minority ethnic staff and students within higher education. It provides a framework through which institutions work to identify and self-reflect on institutional and cultural barriers standing in the way of minority ethnic staff and students. It covers:

• professional and support staff
• academic staff
• student progression and attainment
• diversity of the curriculum

The Race Equality Charter is the newest of ECU’s equality charters, which they began developing in 2012 following the impact Athena SWAN has had in gender equality. ECU consulted on the concept of a race equality charter, developed a draft framework and trialled the framework with volunteer institutions, resulting in 21 applications and eight institutions receiving a Bronze Award.

Our progress 

As an initial step in addressing under-representation and barriers to progression for minority ethnic staff and students, the university participated in ECU’s trail of the Race Equality Charter in 2015. This process involved undertaking a comprehensive self-assessment of race equality across the institution, including a survey and focus groups with staff and students, and developing an action plan aimed at achieving long-term institutional culture change.

In 2016 the university officially joined the Race Equality Charter Mark, demonstrating our commitment to improving the representation, progression and success of black and minority ethnic staff and students at our institution.

The university’s involvement and advancement in regards to the Race Equality Charter is guided by the REC Steering Group, which is Chaired by the university’s Race and Faith Equality Champion, Professor Andrew Lloyd, Associate Pro-Vice-Chancellor (Academic Operations). Professor Lloyd also represents concerns relating to race and faith equality at the University Executive Board.

Our ambition 

Addressing unequal representation and progression for minority ethnic staff and students is a key priority for the university, and integral to the University Strategy 2016-2021: Practical Wisdom. As a necessary step in achieving race equality, the university is committed to achieving a Race Equality Charter institutional Bronze Award by 2020/21.

Submissions and actions plans for the Race Equality Charter will be published here as they become available, which will provide further information regarding race equality at the university, and the actions and initiatives we are undertaking to advance this.

Stonewall

Stonewall is the largest Lesbian, Gay, Bisexual and Transgender (LGBT) rights charity in Europe. In 2015 Stonewall announced that it was extending its remit to campaign for trans equality alongside lesbian, gay and bisexual (LGB) equality, following consultation with the trans community.

Stonewall Diversity Champion programme

The university is a proud Stonewall Diversity Champion making us part of Stonewall’s leading best-practice employers' forum for sexual orientation and gender identity equality, diversity and inclusion. This programme supports and promotes fair practice in relation to the employment of lesbian, gay, bisexual and transgender staff, and our role as a Stonewall Diversity Champion is integral to our commitment to equality for LGBT+ staff and students. 

Like Stonewall, we know that people perform better when they can be themselves. By being a Stonewall Diversity Champion, we are taking action as part of Britain’s leading employers' programme for LGBT people, to ensure that all lesbian, gay, bi and trans staff are accepted without exception in the workplace.

Workplace Equality Index

The Workplace Equality Index (WEI) is a benchmarking tool used by employers to help ensure all LGBT employees can be themselves in the workplace. To participate, employers demonstrate their work in ten areas of employment policy and practice, from training to community engagement. At the same time, staff from across the organisation complete an anonymous survey about their experiences at work.

Our progress 

The university takes part in the Workplace Equality Index every other year, and our latest placing, in the WEI 2017, saw us rising to position 196 out of 430+ organisations across varied sectors.

The university’s involvement and advancement in regards to the Stonewall Workplace Equality Index is guided by the Stonewall Working Group.

The university’s LGBT+ Equality Champion is Professor Debra Humphris, Vice Chancellor, who represents concerns relating to lesbian, gay, bisexual and transgender equality at the University Executive Board.

Our ambition

Ensuring equality for our Lesbian, Gay, Bisexual and Transgender staff is a key priority for the university, and integral to the University Strategy 2016-2021: Practical Wisdom. As part of our commitment to achieving LGBT+ equality, the university is aiming to rank within the Stonewall Workplace Equality Index Top 100 by 2020/1.

As we work towards this goal, actions plans for our Stonewall WEI and LGBT+ equality work will be published here as they become available.