Equality & Diversity

“Equality, diversity and inclusion are in our DNA. We will continue to demonstrate our commitment to equality and inclusion by recruiting and supporting a diverse staff and student body, where everyone has the same opportunity to achieve their full potential and can contribute to making UEL the best it can be.” UEL Corporate Plan 2015-2020

The University of East London plays a pivotal role in the progression, development and success of its students and staff. As an institution it enables students and staff to apply their knowledge and skills in ways that contribute significantly to both local and global communities. In order for this to happen UEL aims to provide staff and students with wholly inclusive working and learning environments. Equality of opportunity, diversity and inclusion are terms that represent the values of UEL and underpin all that it aims to achieve.

At UEL we are committed to working together to build a learning community founded on equality of opportunity - a learning community which celebrates the rich diversity of our student and staff populations. Discriminatory behaviour has no place in our community and will not be tolerated.

Within a spirit of respecting difference, our equality and diversity policies promise fair treatment and equality of opportunity for all. In pursuing this aim, we want our community to value and to be at ease with its own diversity and to reflect the needs of the wider community within which we operate.

UEL commits to the policy that people are not privileged or subject to less favourable treatment on the grounds of:

  • Sex
  • Age
  • Disability
  • Maternity & Pregnancy
  • Gender Reassignment
  • Race/Ethnicity/National Origin
  • Sexual Orientation
  • Religion & Belief (including philosophical and lack of any religion & belief)

Whilst the above represent protected characteristics under the Equality Act 2010, UEL goes beyond that and the commitment also extends to  marital status and family circumstance[1], trades union membership, type of contract (whether full-time, part-time or fixed-term) or any other irrelevant distinction.

You can find further information about UEL’s commitments to equality and diversity in the UEL Equality and Diversity Policy

UEL Equality and Diversity Objectives

The University Corporate Plan commits to providing a fair and inclusive environment for all and more specifically has the following aims:

  • The gender and Black, Asian and Minority Ethnic (BAME) mix of our senior staff will be representative of the population of London by 2020
  • We will achieve Athena SWAN Silver Standard by 2020
  • We will have closed the attainment gap such that levels of achievement are equitable for all students

To support and help realise these aims, the People Strategy 2020 has the following objectives for 2015-2016:

  • A representative workforce for our students and our communities
  • A collective understanding and sign up to equality, diversity and inclusivity at UEL

The selection of a small number of priority objectives is in keeping with the Equality Act 2010 and provides a realistic basis by which the University can measure progress and performance in meeting the objectives.

Collecting data

UEL will use both quantitative and qualitative measures of various equality and diversity-related data, benchmarking against external data where possible. This will include demographic data using staff and student data systems, staff and student satisfaction levels through surveys (both national and internal) and any other insightful measure. An annual staff and student profile report will be developed. Where possible, data will be collected for all the protected characteristics under the Equality Act 2010.

As part of the recruitment process, no personal data (.e.g. ethnicity, gender, disability etc) will be used to inform decision and will be stored anonymously to assist the University to continuously develop its policies and services to be inclusive, fair and transparent.


Complaints of discrimination on the grounds of the areas covered by this Policy should be brought using the appropriate Grievance Procedures for staff or students via the Personal Dignity Policy.

Students, staff or members of the public may approach UEL managers, the Equality and Diversity Manager, HR Services, the Students Union or UEL’s other recognised trade union representatives at any time if they believe there has been a contravention of these policies or procedures.

Contact Details

For further information or guidance regarding any of the above, please contact:

Equality and Diversity

T: 020 8223 4661

Email: equality.diversity@uel.ac.uk

[1] Family circumstance refers to employees who have children or other caring responsibilities and may require flexible working.


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