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Office of the President and Provost (Equality, Diversity & Inclusion)

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Annual Reports & Monitoring Data

Collecting and analysing equality monitoring information enables us to identify priority areas and devise actions to help ensure UCL is inclusive and welcoming for all.

Why

We analyse and report such data annually, alongside reports of our achievements and planned actions.  

We monitor our data for a variety of reasons as we work to build a people-led culture with a focus on equity, diversity and inclusion (EDI). These include:

  • Informing the development of our EDI action plans, initiatives and targets to address any issues, gaps and concerns which the data has shown;
  • Enabling us to measure progress and improvements against our plans and targets;;
  • Allowing us to ensure that our workforce profile reflects and is representative of the diversity of society at all levels of the organisation;
  • Fulfilling our legal obligations to monitor workforce and student data.

In order to most effectively monitor data and consider actions, we need to have comprehensive, accurate and up-to-date data.  As such, we encourage all staff to ensure they self-declare their own equality information and update it when necessary. It’s really easy to do on the Inside UCL app.

We provide answers to frequently asked questions around sharing equality monitoring information for staff, to ensure transparency in why we collect and how we use this information.

Confidentiality

Any data we hold on staff and students is obtained, processed and stored confidentially, in line with Data Protection Principles and relevant Privacy Notices.  All reports use aggregate data, as we are interested in examining overall trends across our staff and student populations.

What

We monitor both staff data and student data.  Such equality data includes information on sex, age, disability status, gender identity, ethnicity, religion and belief, sexual orientation. 

Student Monitoring and Data - More information about student data can be found here.

Staff Monitoring and Data – We monitor equality data of staff across a range of key processes, including recruitment, promotion/ progression, and overall profile representation. Staff data is published annually in a variety of different reports (below).

Where appropriate, we adopt an intersectional approach, which helps us identify the impact of concurring identities on the experience and representation of staff and students at UCL..

Recent Reports

In accordance with UCL’s Strategic Plan 2022–27, we are committed to creating a values-based and people-led culture with renewed focus on equity, inclusion and diversity; these reports, along with the development of a new EDI Strategy, are key in helping us achieve this.

EDI Annual Review 2022-23 Report incl. July 24 update

Actions & Progress from the EDI Report 2018-2022

EDI Progress Review for 2022-23 – General

EDI Data Report 2023 - April 2024 

Gender, ethnicity and disability pay gap 

Report + Support Annual Report 2022-23

Equality Impact Assessments are also informed by equality monitoring data.

Historical Reports

The EDI Data Report and accompanying Equality Monitoring Report for the period 2018-2022, can be downloaded below. The reports include workforce and student base data, plus a forward look at current institutional EDI priorities informed by the data and work to date. These reports are published with the full backing of Provost and Council.

 

 

Report + Support Annual Report 2021-22

Data Sets