Equality, diversity & inclusion
The University was founded upon the principles of equality and established to provide education on the basis of merit.
Since then we have amended our Statutes to include the following statement from the University of London Statutes:
The University shall not discriminate against any person on the grounds of race, nationality, ethnic origin, gender, sexual orientation, marital status, disability, age, religion, social background or political belief. (21.1)
Equality and Diversity Annual Report 2021-22
University of London's annual report aims to provide an update on the key initiatives and activities that the University has focused on over the past year to proactively address equality and inclusion issues.
In 2020-21, the University set out its future vision and ambition for inclusion through its Equality and Inclusion Strategy 2021-25. We are now working on the enabling plan to deliver the key objectives that we have set out in the strategy and defining performance matrix we will use to monitor and review impact of our work going forward.
As a Higher Education Institution, the University has a statutory obligation to meet the requirements of the Equality Act (2010) and the specific Public Sector Equality Duties that are set out in section 149 of the Equality Act 2010:
- Set and publish equality objectives, at least every four years.
- Publish information to show compliance with the Equality Duty, at least annually.
Our commitment to equality and inclusion remains a key institutional value enshrined in our Statutes. We recognise that embracing equality and inclusion is critical to the success of the University and that we can only achieve our vision of being a world-class, forward looking, and ambitious university by recruiting, supporting, and developing both students and staff from a wide and diverse range of backgrounds.
The Equality and Inclusion Strategy 2021-2025 sets out the objectives, key deliverables, and the framework that we will use to cascade leadership and accountability on equality and inclusion and monitor our progress.
This strategy will enable us to build on and support the delivery of University of London’s mission, values and strategic objectives that are set out in the University Strategy: Transforming education - Creating futures 2020-2025.
The University of London is committed to a safe and secure working environment in which everyone can effectively contribute to the best of their abilities regardless of their personal characteristics. The University promotes mutual respect, tolerance and understanding throughout our diverse workforce.
The purpose of this guidance is to promote a respectful and inclusive workplace culture at the University of London. It sets out the standards of behaviour that are expected of our staff in carrying out their employment in order to foster a positive working and studying environment.
We publish data on the diversity of its staff, students and the required Gender Pay Gap reports.
- Annual Equality and Diversity Report 2021-2022 [PDF]
- Annual Equality and Diversity Report 2019-2020 [PDF]
- Annual Equality and Diversity Report 2018-2019 [PDF]
- Annual Equality and Diversity Report 2017-2018 [PDF]
- Annual Equality and Diversity Report 2016-2017 [PDF]
- Gender Pay Gap Report March 2023 [PDF]
- Gender Pay Gap Report March 2022 [PDF]
- Gender Pay Gap Report March 2021 [PDF]
- Gender Pay Gap Report March 2020 [PDF]
- Gender Pay Gap Report March 2019 [PDF]
- Gender Pay Gap Report March 2018 [PDF]
- Diversity Data [PDF]
- Equal Pay Audit
The Board of Trustees is ultimately responsible for ensuring that the University meets its legal duties under the terms of the Equality Act (2010), including the Public Sector Equality Duty, and for ensuring that the objectives set out in our Strategy are monitored and progressed.
The Equality and Diversity Committee has responsibility for providing the appropriate strategic direction and co-ordination of day-to-day actions to ensure this action plan is progressed. The Equality and Diversity Committee reports annually to the Board of Trustees, the Vice-Chancellor’s Executive Group, its staff consultative group(s), trade unions and Staff Association. This report will become the University’s annual diversity report and will be published on the website to ensure a transparent approach.
Our dedicated Inclusion Office reports to our Director of Compliance and Secretary to the Board. The Head of Inclusion is the key contact on our institutional approach to equality, diversity and inclusion. Any comments or questions on the University’s approach to inclusion can be emailed to: email@example.com.
As an international group of universities, we have a strong and longstanding commitment to the values of freedom of expression. Read our Freedom of Expression and Speech position statement: