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The primary legislation in this area is the Equality Act 2010 which consolidated other equality and diversity legislation. The Equality Act 2010 specified that all public authorities (including ·¬ÇÑÉçÇø) must give due regard to:-

1. Eliminating unlawful discrimination, harassment or victimisation;
2. Advancing equality of opportunity by having due regard to removing or minimising disadvantage, meet the needs of a particular group that are different from the needs of others and by encouraging participation in public life; and
3. Fostering good relations by tackling prejudice and promoting understanding.

The Act was designed to ensure a proactive approach to equality and diversity. The Act protects students and staff from discrimination and harassment based on ‘protected characteristics’.

The protected characteristics are:

• Age
• Disability
• Gender reassignment
• Marriage and Civil Partnership*
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

*Being married or in a civil partnership is NOT a protected characteristic for higher education institutions.

The Scottish Government introduced additional legislation to help support the Act. This legislation was called the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012. The Regulations introduced the Public Sector Equality Duty which requires all public authorities to:-

1. report on progress on mainstreaming the general duty into all functions every 2 years;
2. develop and publish a set of equality outcomes that cover all protected characteristics (or explain why not all protected characteristics are covered);
3. assess the impact of policies and practices against the needs of the general duty;
4. gather and use information on employees;
5. publish gender pay gap information;
6. publish statements on equal pay for gender, race and disability;
7. have due regard to the general duty in specified procurement practices;
8. publish information in a manner that is accessible.

The Gender Representation on Public Boards (Scotland) Act 2018 introduced a new requirement on listed bodies to publish the gender composition of their boards and to produce succession plans to increase the diversity of their board.

The British Sign Language (Scotland) Act 2015 requires universities in Scotland to publish British Sign Language (BSL) plans which outline how universities will promote, and support the use and understanding of BSL, ensuring that D/deaf and Deafblind BSL users are adequately supported in their studies.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 creates a new duty for universities, as employers, to take reasonable steps to prevent sexual harassment of employees. This duty, which came into force on October 26, 2024, builds upon the existing Equality Act 2010, shifting the focus from reacting to complaints to proactively preventing harassment.

"Mainstreaming" equality and diversity describes the process by which equality and diversity are brought into the core of an institution’s work and integrated into day-to-day activities. It is the process by which equality and diversity are considered in relation to all functions, including the development, implementation and review of policies and processes, supported by training and development.

For ·¬ÇÑÉçÇø, it means ensuring that equality sits at the heart of its strategy, and operational delivery, in order to create a structure and a culture that embraces and advances equality and diversity. ·¬ÇÑÉçÇø continues to work towards equality being embedded in the culture and structure of the University, so that it better serves its communities. 

Mainstreaming equality requires collective responsibility, but also leadership and commitment from the University Court and through the University’s governance and management structures and arrangements. Embedding equality and diversity in our governance structures and in our strategic planning process is critical to mainstreaming equality and diversity, as is defining responsibilities, setting performance measures and monitoring progress against those measures.

Under the requirements of the Public Sector Equality Duty (PSED) introduced in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, the University is required to report on its progress on mainstreaming equality into all functions every 2 years and establish Equality Outcomes every 4 years. The University's published mainstreaming reports, including its most recent published on 30th April 2025, can be accessed from our Mainstreaming Report, Equality Outcomes and Employee Information webpage.

While responsibility for mainstreaming equality and diversity within the University rests with all staff and students, the University Court is, as a matter of law, responsible for ensuring compliance with the Equality Act 2010 and for ensuring that the University meets its public sector equality duty (PSED) and the specific duties relevant to Scotland.

Along with its responsibility to develop and agree the institutional mission, the University Court has a role in ‘establishing a vision for equality, and in moving the agenda beyond compliance to an approach that ensures the richness and diversity of society are reflected and celebrated within the institution’. 

°Õ³ó±ðÌýUniversity Court exercises oversight through the Equality and Diversity Committee (EDC). The EDC is responsible to the University Court for the development of the strategic framework for equality in service provision and in employment across the University. The Committee reports directly to the Court on its discussions, on the development of specific initiatives, and presents policies and procedures for Court approval. 

The Committee’s remit goes beyond legislative compliance. It aims to support the delivery of key elements of the University’s Strategic Plan through policy development and the promotion of examples of good practice from both internal and external sources. It also seeks to develop and maintain effective networking and liaison in equality and diversity issues. This applies internally within the University and externally, with a particular focus on working relationships with professional equality experts and equality bodies such as the Equality and Human Rights Commission and Advance HE. 

A number of other Committees and structures within the University are concerned with eliminating discrimination, advancing equal opportunities and fostering good relations by tackling prejudice and promoting understanding. These include the Student Experience Committee and the Research Strategy Committee, both of which are Committees of the Senate, the Widening Participation and Student Retention (WISeR) Board, the Race Equality Steering Group and the Athena Swan Self-Assessment Team.

Membership

The Equality and Diversity Committee is convened by the Head of Human Resources. The Vice-Principal and University Secretary, who is also Secretary to the University Court, sits on the Committee as the Senior Leadership Team Champion. Membership also includes a lay member of Court, appointed by the Court. Its wider membership is designed to reflect the staff and student body and to benefit from a range of perspectives. To that end, it has members drawn from each academic and 6 professional service areas of the University, as well as student, trades union and staff equality network representation. 

Committee Purpose 

To set the strategic framework for equality in service provision and in employment across the University.

Function

To promote equality of opportunity and respect for diversity in all aspects of the University’s business. Specifically to aim to eliminate discrimination, advance equal opportunities and foster good relations by tackling prejudice and promoting understanding, thereby ensuring the University avoids the potential for discrimination on grounds of the protected equality strands.

To advise the Senior Management Team, Executive Board and the University Court on the implementation of all aspects of the University’s Equality and Diversity Strategy and Equal Opportunities Policy.

Remit

1. To work appropriately within the remit of the committee to support delivery of the objectives of the University’s Strategic Plan.

2. To monitor, review and determine the impact of changes in equality legislation for the University, amending practice and policy to ensure legislative compliance.

3. To develop, prioritise, implement and monitor the progress in delivery, of the University’s Mainstreaming Report and Equality Outcomes.

4. To prepare, update and/or instigate appropriate equality policies and guidance and monitor the implementation of such policies, including equality impact assessments.

5. To request and/or receive reports relating to equality issues from across the university.

6. To provide advice across the University on the interpretation of the Equality Policy and supporting policy statements.

7. To identify areas that may require equality work and establish working groups to investigate and report as appropriate.

8. To recognise, communicate and promote examples of good ‘equality of opportunity’ practice from both internal and external sources.

9. To maintain and develop effective networking and liaison in equality and diversity issues. This applies internally to include University Committees as well as externally, sector-wide with working relationships with professional equality professionals and equality bodies such as Equality and Human Rights Commission and Equality Challenge Unit.

10. To provide advice on, and receive updates in relation to, the University’s SFC Outcome Agreement with particular reference to learners from different protected characteristic groups.

11. To report regularly to the Executive Board and to Court on the achievement of Equality outcomes.

Quorum - One-third of the committee membership which must include the Convener

Meeting Frequency - Four times per academic year

Reporting - Direct to University Court and to Executive Board.

Minutes Distribution - Court, Equality and Diversity Committee Intranet Site.

The University has a statutory duty to assess the equality impact of applying its policies and practices. The purpose of the assessment is to improve outcomes for those who may experience discrimination or disadvantage. The University meets this duty by conducting Equality Impact Assessments (EQIAs) on all new and revised policies and practices, using our Guidance Template for completing EQIAs.

Completed EQIAs are stored centrally on the Equality and Diversity Committee Intranet site. For a copy of a EQIA, please contact the Secretary to the Equality and Diversity Committee.

Why is monitoring required?

Higher education institutions have a legal duty to collect, analyse and monitor equality data from our staff and students. We gather a range of personal data from our staff and students to ensure we are meeting our legal responsibilities, and because knowing the composition of our staff and student bodies helps provide an accurate picture of the diversity of our population and its achievements, and identify where more work is required to ensure that our staff and student composition reflects local, national and international communities.

The benefits of monitoring

By providing the University with personal information, staff and students help the University to:

• assess our progress towards achieving our strategic ambitions which embrace Equality, Diversity and Inclusion
• inform, improve and invest in supportive policy and practice 
• implement adjustments and tailored support for individuals with declared disabilities
• consider whether the diversity of our staff and student bodies fully reflect society, addressing under-representation in identified areas 
• assist with measuring the quality of experience for diverse staff and students
• identify and address potential barriers to recruitment or progression
• demonstrate transparency in how we are fulfilling our legislative equality duties.

What happens when you provide your information?

All information provided is treated in strict confidence and held in accordance with relevant Data Protection legislation. It is completely the individual's choice as to whether they choose to disclose all of their information; you'll find many categories provide the option to select 'Prefer not to say'. When diversity data is analysed and published, it is not on an individual level. The Equality Act Public Sector Duty guidance recognises and respects this good practice. 

·¬ÇÑÉçÇø is a proud member of the Athena Swan Charter and currently holds an institutional Athena Swan Bronze award for its continued commitment to advancing gender equality. Under the Athena Swan Charter framework, ·¬ÇÑÉçÇø is part of a global community with a shared goal of embedding inclusive cultures in higher education and research. 

The Athena Swan Charter recognises good practice in promoting gender equality in higher education. Originally established to support women’s careers in science, technology, engineering, maths and medicine, the Charter now champions equality across all disciplines, and seeks to address the inclusion of students, professional staff, trans people and the underrepresentation of men where appropriate. 

Find out more about our participation in the Charter here

The was created by Parliament to be a single point of information and advice on equality issues. They were given a mandate to challenge discrimination, and protect and promote human rights. The Commission for Scotland champions equality and human rights for all in Scotland.

is a member-led charity of and for the higher education sector that works with partners across the globe to improve higher education for staff, students and society. As well as managing Equality Charters such as Athena Swan, AdvanceHE produce and share a diverse range of resources to help academic institutions and other organisations in strengthening and supporting equality, diversity and inclusion. 

works to achieve legal equality and social justice for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere.

provides helpful advice on disability rights and legislation to help establish fully comprehensive and enforceable civil rights for disabled people in the UK.

is one of the largest independent social policy research and development charities in the UK. It supports a wide programme of research and development projects in housing, social care and social policy. The site contains some good discussion forums for race and disability.

is a community-led organisation led by Black and Minority Ethnic (BME) education professionals. They provide support to educators and learners through workshops, seminars, conferences, one-to-one consultations, continued professional learning and bespoke coaching and mentoring activities.