Corporate Equality Objectives

UCL will:

Agree an Equality Action Plan of 3/4 equality initiatives in all UCL departments, by 2009, which have measurable outcomes. Progress against the plan will be monitored annually.
Improve its equality monitoring data relating to students and staff to enable UCL to address imbalance and under-representation of particular groups within the workforce and the student population.
Ensure that assessment techniques, learning resources and presentation of the curricula reflect the needs of a diverse student body, which is inclusive of under-represented groups.
Develop human resource policies that enshrine the principles of equality, promote good management practice, and meet the needs of a diverse workforce.
Promote an understanding of how discrimination operates (and can be challenged) and what it means to work within a culture that values diversity.
Develop appropriate consultation mechanisms with under-represented groups and strengthen local links and partnerships, to help inform policy development and resource allocation.
Improve the sex balance and representation of under-represented groups on UCL boards, working groups and committees.
Improve support for disabled staff and students.
Develop Disability Equality, Gender Equality and Race Equality Strategies and other such strategies as necessary in line with responsibilities under Equality Legislation.
Ensure issues of sexual orientation are integrated into the operation of equal opportunities within UCL.