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

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Annual reports and monitoring data

Monitoring our staff & student populations in terms of equality & other similar information is key to helping us identify key initiatives & actions to help ensure UCL is inclusive & 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). Monitoring:

  • Informs the development of our EDI action plans, initiatives and targets to address any issues, gaps and concerns which the data has shown;
  • Enables us to see what is happening in practice in relation to EDI and to measure progress and improvements against our plans and targets;
  • Allows us to ensure that our workforce profile reflects and is representative of the diversity of society at all levels of the organisation;
  • Is part of our legal obligations to monitor workforce and student data.

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

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.  When we process data for the purposes outlined here, it is done so on a completely anonymous basis as we are interested in broad trends and themes, and so staff and student identities are safeguarded. 

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 in terms of some key policies and processes including recruitment, promotion/ progression, disciplinary and grievance cases. We also look at the data intersectionally, for example, we look not just at the progression of women, but we would also consider the progression of women, disaggregated by ethnicity / disability. This allows more holistic consideration of what we do and the impact it has. 

The staff data is published annually in a variety of different reports (below). The data and reports may be considered by a number of university committees including for example the Equality, Diversity and Inclusion Committee, the People and Culture Committee, the University Management Committee, Academic Board as well as Council and sub-committees of Council such as the People Committee.

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. 

The next reports including an update on EDI activity and successes, progress on institutional priorities and further institutional EDI action areas (informed by updated data sets) will be published during the 2023/24 academic year and will be finalised through a consultation process. 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.

We produce a number of annual and other reports which include and are informed by equality monitoring data.  These include:

Equality Impact Assessments are also informed by equality monitoring data.

Data Sets