We gather equalities monitoring data anonymously in order to know the demographics of our workforce and students. This data helps us to identify where certain groups e.g. ethnic minority people, are underrepresented so we can take action to address any imbalances.
A Departmental Equal Opportunities Liaison Officer (DEOLO) is someone in your department to whom staff and students can come to for information and advice, distributing and drawing attention to new equality developments and legislative change and ensuring staff and students are conversant with UCL's equalities policies and procedures.
Positive Action is allowed under the Sex Discrimination Act (SDA) 1975 and Race Relations Act (RRA)1976 where members of certain groups have been under-represented within the workforce or in a particular work group in the preceding 12 months. These are lawful measures designed to redress imbalances and counteract the effects of past discrimination, to ensure that people from previously excluded ethnic minority or gender groups can compete on equal terms with other applicants.
'Positive discrimination' (sometimes known as affirmative or corrective action) is currently illegal in the UK. An example of positive discrimination would be to set quotas for the number of women in certain posts.
Treating a person less favourably than others in the same circumstances is discrimination. In a legal sense this would be on the grounds of age, disability, gender and gender identity, race, religion, sexual orientation.
UCL has a recruitment and selection policy in place to ensure that decisions are based on merit and are free from discrimination and bias. Everyone involved in recruitment at UCL is required to go on our 'Fair Recruitment' training prior beginning the recruitment process. The training explicitly deals with equalities and diversity issues.
It is UCL's policy that staff normally retire at the age of 65. However, the Employment Equality (Age) Regulations 2006, effective from 1st October 2006 give staff a right to be reminded of the opportunity to request to work beyond their employers' retirement age and employers a duty to consider any such request within a statutory procedure.
For more information, please refer to our retirement policy.
Monitoring helps UCL to identify whether or not our workforce is representative of the UK as a whole. The information will not be shared with your manager and will be held confidentially.
At the two highest grades at UCL (9 and 10) 31% of our staff are female. This is not representative of the population as a whole, so we have set an employment target of 50:50 female and male staff. We are committed to improving the proportion of women at senior grades by at least 1% per year, and have engaged in a number of activities, such as mentoring , to facilitate this.
One of UCL's corporate equality objectives is to improve its equality monitoring data relating to staff and students to enable UCL to address imbalance and under-representation of particular groups. In the autumn of 2001 UCL established an 'aspirational' Workforce Equality Target in relation to ethnicity. It aims to achieve an annual increase of between 2.5% and 5% in its black and minority ethnic staff in administrative, clerical, technical, manual and ancillary grades and achievement against this target will be reviewed at the end of each year. This target is based on the economically active ethnic minority population of Greater London, from which we recruit the majority of these posts. We are currently reviewing our Race Equality Policy and the current targets, and may develop new ones in future.
UCL has to be flexible with its dress code to allow employees to comply with their religion or belief. If UCL did not allow such flexibility this could lead to unlawful religious discrimination. UCL's secular ethos is about being inclusive to people from all different walks of life and different faiths.
UCL's staff social network is a way for lesbian, gay, bisexual and trans (LGBT) staff at UCL to get to know each other and take part in social events. The group was set up in July 2009 as some LGBT staff considered that, in an organisation as big as UCL, it was difficult to get to know people in other departments, especially other LGBT people.
Trans staff should be able to use the facilities of their chosen gender, and their employer has a legal and ethical duty to support them while they are at work. They should not be bullied or harassed into using either the facilities of their birth gender or the accessible/disabled toilets. The Gender Duty states that harassment of trans people is unlawful.