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Equality, Diversity & Inclusion Strategy 2015 - 2020

‘A diverse intellectual community, who are engaged with and changing the world for the better; recognised for our thought leadership and critical thinking; and the catalyst for London to be the world’s leading centre of learning, research, innovation and enterprise.’

UCL 2034: The next 20 years

UCL is regarded as a sector leader in the field of equalities and diversity, and yet our staff and student data, and some lived experiences, tell a different story.  We cannot afford to be complacent if we are to continue to recruit, develop and retain the most talented staff and students. Thus UCL is, and will continue to be, a leading proponent of ‘positive action’ and will take bold steps to redress past imbalances.

UCL defines 'equality' as the absence of unjust social hierarchy such as those based on age, disability, ethnicity, gender,  sexual orientation and religion, and ‘diversity' as the presence of different cultural traditions and identities.

We wish to foster a positive cultural climate where all staff and students can flourish, where no-one will feel compelled to conceal or play down elements of their identity for fear of stigma. UCL will be a place where people can be authentic and their unique perspective, experiences and skills seen as a valuable asset to the institution.
To achieve this we will:

  1. Increase the ‘net diversity’ of senior staff in grades 9 & 10 at UCL – primarily looking at disability, gender and race - to achieve a 5% increase by 2019;
  2. Improve the consistency of experience and support of staff and students around pregnancy, maternity, paternity, childcare and caring responsibilities;
  3. Improve UCL’s standing in relation to national award schemes, in particular the Athena SWAN Charter, ECU Race Charter and Stonewall Workplace Equality Index;
  4. Champion a culture where disabled people can thrive at UCL;
  5. Take action to achieve universal and timely disclosure of student disability status, and collect and analyse student monitoring data on sexual orientation, gender identity and caring responsibilities with a view to increasing outreach and support;
  6. Explore and understand the Black and Minority Ethnic (BME) student attainment gap at UCL, with a view to reducing it where it exists;
  7. Increase student applications and enrolments from underrepresented groups across UCL: in particular from mature students, students from underrepresented BME backgrounds, students with disabilities and maintain applications and enrolments from young male students against a falling national trend.

Download the full strategy below: