Equality outcomes

On 18 January 2023, Equalities and Human Rights Commission (EHRC) and Scottish Funding Council (SFC) published ‘Tackling Persistent Inequalities Together’, a report that outlined the most significant inequalities in our society, and asked Higher Education Institutions to address them by contributing to a set of National Equality Outcomes as part of their Public Sector Equality Duty.

The National Equality Outcomes are focused on inequalities which are evidenced to be persistent at a national scale and were developed with a Persistent Inequality and Outcome Group. This group included the EHRC, SFC, Equality leads and planners from the sector and charities.  It also included input from those with lived experience.

The National Equality Outcomes for universities include consideration of:  

  • success and retention rates of students and seeks improvements, at a national scale, for older students in the university sector;
  • satisfaction levels of disabled students in relation to the reasonable adjustments put in place to support their learning and student experience;
  • the imbalance on courses by sex;
  • the mental health of staff and students and seeks improvements in student learning outcomes and assurances of access to mental health support;
  • the safety of students and staff and steps taken to address harassment particularly in relation to disability, race, sexual orientation, trans identity and religion and belief;
  • responding to the Scottish Government’s Equally Safe strategy particularly in relation to prevention, support and response mechanisms;
  • proportionate representation of staff, and in the membership of governing bodies, particularly in relation to race and disability. 

As part of this work, the University of Stirling evaluated our 2021 – 2025 Equality Outcomes and took the decision to carry them forward into the next cycle for 2025 – 2029, with amendments to reflect our priorities and ensure alignment with the National Equality Outcomes which the University of Stirling has fully adopted.  One exception to this was our Equality Outcome relating to the representation of women in senior leadership roles, where clear evidence of success can be demonstrated in this area.

Our Mainstreaming Report outlines some of our key successes and progress against our Equality Outcomes and how the University met its public sector equality duties (PSED) and the specific duties relevant to Scotland over the period from 2021 – 2025.

Equality Outcomes for 2025-29

We will continue to promote fairness and ensure that individuals from all backgrounds have equal opportunities to succeed. Our Equality Outcomes set out our ambition and how our actions will contribute to tackling the most persistent inequalities in our society, reduce discrimination and create an inclusive environment where diversity is valued.

  • Skills growth, career development and equitable opportunities have improved the representation of people with protected characteristics across our diverse community.
  • Representation of women in Teaching and Research roles has improved, and action will have been taken to address age imbalances in promotion rates.
  • Disability, Ethnicity and Gender pay gaps have narrowed.
  • Action will have been taken to address significant imbalances on courses.
  • Our approaches to tackling gender-based violence, bias, discrimination, harassment and abuse meet the needs of our diverse community.
  • The mental health and wellbeing of our staff and students is respected, protected and enhanced.
  • Retention and success outcomes for our students will be improved.
  • Our community actively contribute to upholding dignity and respect, ensuring an inclusive and equitable environment for learning, working, and research.
  • Our student and staff feel safe on campus, and benefit from inclusive spaces, environments and services.
  • LGBTQ+ rights are protected, and people experiencing discrimination and harassment are respected, supported and empowered.
  • Our students who consider themselves to be disabled are satisfied with support and reasonable adjustment received.
  • Our curriculum is inclusive, diverse and anti-racist.

 

Leadership and governance

Accountability for our commitment to equality, diversity and inclusion is vested in University Court. Consideration of equality, diversity and inclusion work feeds up to Court and Academic Council via the Joint Policy, Planning and Resource Committee (JPPRC) and University Strategy and Policy Group (USPG). JPPRC supports the integration of academic and corporate governance, and USPG leads the development and implementation of the strategic direction and policy of the University. 

To create a culture where equality, diversity and inclusion is intrinsic to all that we do and make continued progress, the Principal and Vice-Chancellor is supported in his academic and strategic leadership of the University by the Senior Management Team comprising the Chief Operating Officer and University Secretary, Deputy Principals, Executive Directors and Deans.   

To ensure that the University effectively discharges its responsibilities in respect of equality, diversity and inclusion, the University has an Equality Steering Group (ESG) – a strategic advisory group that reports regularly to University Court via University Strategy and Policy Group and the Joint Policy Planning and Resources Committee.

Chaired by the Senior Deputy Principal, and with both staff and student representatives within its membership, the ESG oversees compliance with the statutory equality duties and ensures effective delivery of the University’s equality outcomes and supporting strategies.