Foreword
Dr Denise Baker
PVC Dean and Chair of the Equality, Diversity, and Inclusion Committee
The work that we do in relation to inclusion and wellbeing is underpinned by the Equality, Diversity and Inclusion Strategy and the Wellbeing Framework.
We firmly see inclusion as everyone's business, and underpin our approach through six core standards:
- a culture of belonging
- a zero-tolerance approach
- being free from bias
- having diversity of thought
- intersectional by default
- a strategy for wellbeing
We have a lot to be proud of, but we are not complacent.
The Equality, Diversity, Inclusion and Wellbeing Strategy’s themed objectives
1. Accountability and leadership
We will embed inclusion within our governance practices to improve accountability and leadership. Equity, inclusion, and wellbeing will be discussed openly at all levels to engender trust and remove any barriers that equip poor attitudes and hinder progress. We will actively take time to listen to people’s lived experiences and shape our processes to enhance staff engagement.
2. Culture and belonging
Develop a culture that is compassionate and culturally sensitive, foregrounding connections with others through our networks; locally, regionally, nationally, and internationally.
Collaboration is a key underpinning feature of this strategy, recognising that shared ownership will deliver success. We work closely with our critical friends, networks, allies, employees, and partners to enrich the inclusion agenda and to help us build cultural competencies within our staff and student populations and enhance and strengthen our engagement with the community.
3. Workplace representation
Evolve a workplace that prioritises diversity and equity, maximising the potential of our people.
We aim to improve equity in the workplace by taking proactive steps to empower potential and unlock talent. We will do this by attracting and retaining a diverse workforce that is representative of the city and the region, and that our leadership is representative of the staff body, thereby increasing diversity of thought.
4. Wellbeing and accessibility
Accessibility and wellbeing are inclusive and universal, creating a full people experience.
We take a holistic approach to wellbeing and prioritise workplace health and wellbeing by providing tools and a programme of activity that drives a positive wellbeing environment. Our leaders will manage wellbeing in a consistent way, undertaking open conversations that support good mental health. We will integrate universal accessibility and inclusion into the needs of the organisation, our students, and our employees. We will plan and design inclusion and wellbeing into our buildings and increase digital capabilities through learning.
5. Evaluation and recognition
Gain external recognition through inclusion and wellbeing charter marks, delivering excellence.
We will evaluate our success through the recognition we achieve in the charter marks and employer recognition schemes that we submit to. Through the Race Equality Charter and Athena Swan, our data will enable us to address race and gender equity in the employee lifecycle, our research environment, academic pipeline, and student outcomes. The Mental Health at Work Commitment will increase accountability and responsibility for workplace wellbeing.
6. Student engagement
Cultivate a landscape that embeds inclusion and enables our students to thrive, succeed and become socially transformative.
We enable successful outcomes for students by offering a diverse curriculum that is inspiring and thought-provoking. We will deliver positive mental health support for all students and enable employability opportunities in real-world settings.
Staff and student data
Staff data
Gender
Our staff body is made up of:
- male 42%
- female 58%
- transgender <1%
The number of people who identify as ‘transgender’ has increased from 12 in 2023-2024 to 15 this year.
Gender Pay Gay
Ethnicity
- ethnically minoritised 16%
- ethnically white 77%
The percentage of staff who identified themselves as an ethnic minority has increased this year from 15% to 16%.
Ethnicity Pay Gap
Disability
- declared disability 11%
- no declared disability 77%
The percentage of staff with a declared disability has increased this year from 10% to 11%
Disability Pay Gap
Sexual orientation
- straight/heterosexual 81%
- gay man 1%
- gay woman/lesbian 1%
- gay or lesbian 2%
- bisexual 3%
- other <1%
Religion and belief
- with religion and belief 47%
- without religion and belief 40%
Staff at the University observe a number of faiths and beliefs and the Religion and Belief Staff Network provides a space for dialogue and reflection.
Age
- <25 3%
- 26-30 9%
- 31-35 11%
- 36-40 14%
- 41-45 15%
- 46-50 14%
- 51-55 14%
- 56-60 12%
- 61-65 5%
Student data
Gender
Race
- all ethnic minorities groups 25%
- ethnically white 55%
Disability
- with disability 15%
- without disability 85%
Sexual orientation
The overall numbers of students from the LGBT+ communities have remained the same this year.
Age
We have seen a 2% increase in our students who are under the age of 21. We have also seen a 1% decrease for students 21 to 25 and a 1% decrease in students aged 25 to 29 since last year.
Culture
The continuing improvements that have been achieved in relation to inclusion at the University demonstrate an intrinsic link between culture and staff satisfaction and the ways that the University strives for excellence in EDI.
Staff networks
Derby is a values-driven University, and its commitment to creating space for inclusion and a place for belonging is demonstrated in the way that it puts people at the core of its culture.
The University encourages its staff to participate in open dialogue through seven staff networks, which are:
- Gender Equality Network
- Race Equality Network
- Faith and Belief Network
- LGBTQ+ Equality Network
- Disability, Access, and Wellbeing Network
- Aurora Women's Network
- Diversifying Leadership
Each network offers, a safe space for peer-to-peer support, provides a consultation route for staff, presents opportunities to collaborate with the Union of Students, and helps embed inclusion across the whole University.
Gender Equality Network
The Gender Equality Network has celebrated International Women’s Day, Women’s History Month, International Men’s Day and Non-Binary People’s Day with workshops and communications.
Race Equality Network
The Race Equality Network has celebrated Black History Month and established the annual Race Lecturer Series. There has also been an increase in employees delivering workshops from a lived experience point of view.
Faith and Belief Network
The Faith and Belief Network has marked key religious dates throughout the year with communications and training opportunities.
LGBTQ+ Equality Network
The LGBTQ+ Equality Network has marked awareness days throughout the year. The progress flag was raised across the University sites marking LGBT+ History Month. During the month, training was delivered across the organisation to raise awareness of the issues that LGBT+ people deal with, and to give our staff the skills they need to support them.
Disability, Access and Wellbeing Network
The Disability, Access and Wellbeing Network has highlighted support and opportunities available throughout the year. Disability History Month provided an opportunity to promote the Sunflower scheme to our staff and students, which supports people with hidden disabilities.
External networking
The University continues to work with its regional partners to improve the lives of those in the community by offering the opportunity to bring together CPD (continuing professional development), research and keynotes. Collaboration of this nature is informing the way regional public services improve the delivery of inclusion agendas for their staff and services.
Wellbeing
The University takes a holistic approach to wellbeing. Throughout the year, members of staff and students were offered the opportunity to improve their understanding of wellbeing, learn to stay active, and take self-help steps to maintain positive mental and physical wellbeing. The activity included mental health awareness, understanding neurodiversity, domestic abuse, hate crime awareness, as well as a range of diversity and inclusion workshops.
