York St John University is dedicated to providing an inclusive, accessible and welcoming environment which supports a diverse and culturally rich community.
The University is committed to developing, implementing, reviewing and monitoring policies and practices which promote equality, diversity and human rights.
As a higher education institution, employer, service provider and a public authority, York St John University is committed to complying with equalities and human rights law, and, in particular, meeting the requirements of the public sector Equality Duty.
The Duty requires the University to have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation
- Promote equality of opportunity
- Foster good relations, including tackling prejudice and promoting understanding
We also have a duty to publish equality objectives once every 4 years and to report annually on progress in relation to meeting the public sector Equality Duty.
York St John University has always been proud to stand up for social justice, and we have now made this commitment unequivocally clear through our University Strategy 2026. The core value of promoting fairness and challenging prejudice is expressed through a strategic aim to be at the forefront of eliminating inequalities in higher education, reflected in our students’ outcomes, while we have set out ambitious measures of success that hold us to account towards students and staff.
Supporting the University Strategy 2026, is the Equality, Diversity and Human Rights Strategy. Our goal is to:
create an environment where our people can participate and flourish, where equality, humanity and social justice are valued and promoted within and beyond York St John University.
- Close gaps in opportunities and outcomes because of a particular, or combination of, socio-economic status, disability, gender and/or any other status where disparities are not justified.
- Engage a diverse representation of students with the implementation of the Learning and Teaching Strategy.
- Make our working environment more accessible, inclusive and fair, by understanding and addressing barriers.
- Address existing race inequalities, achieve a culturally diverse and inclusive environment, and pull individuals from all ethnic backgrounds.
- Create and deliver a collaborative programme to promote freedom of speech, while fostering respectful interaction, free from discrimination, violence and abuse.
- Embed a culture of respect and promotion of healthy relationships, geared towards addressing and preventing hate crime, harassment, sexual misconduct and domestic abuse.
- Create an accountability framework for University, Schools and Services for the delivery of the EDHR strategy, supported by capacity building of all staff to learn, educate and challenge.
By 2026, this means:
- Positive TEF metrics in satisfaction, retention and outcomes for underrepresented groups.
- 10% BME student and staff population.
- All staff are engaged in Equality & Diversity training and development appropriate to their role.
- Median gender pay gap below 10%.
- 95% of staff think the University is a good place to work.
University Strategy 2026
The Equality and Diversity Annual Report provides an overview of the work done by York St John University in the delivery of the University’s equality objectives, drawing attention to key achievements and challenges.
Our Equality, Diversity and Human Rights Policy Statement sets out the University’s commitment to producing, implementing, reviewing and monitoring policies which promote equality, diversity and human rights, and to sustaining an environment which is free from all forms of unfair treatment, discrimination and harassment for all those who study, work and engage with the institution. The Policy is supported by other policies and guidance which provide more detail about the particular policies and guidance that the University has introduced to eliminate discrimination, advance equality of opportunity and foster good relations between people in all areas of its business.
To enable staff to be proactive in identifying equality issues, the University has introduced an Equality Analysis Toolkit, including a comprehensive toolkit supported by training. The process is being revised. If you are carrying out an equality impact assessment, please contact Marije Davidson, Equality and Diversity Adviser.
Regulations introduced as part of the Equality Act 2010 (section 147) require that UK organisations with more than 250 staff report and publish specific information on an annual basis relating to: the median gender pay gap and mean gender pay gap; quartile pay bands; and any gender gaps in bonus pay. York St John University has published this information for 2018 in a report which provides the detail behind our figures and the actions we are taking in relation to these issues.