We have always been proud to stand up for social justice, and this spirit runs throughout our University Strategy 2026.
Our core value is to promote fairness and challenge prejudice. We aim to be at the forefront of eliminating inequalities in higher education. This will be reflected in the outcomes of our students. We have also set ambitious measures of success that hold us to account towards students and staff.
Our approach to equality and diversity
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.
Our strategic themes are to:
- 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% BAME 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.
Our Equality, Diversity and Human Rights Policy Statement sets out our 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.
Our University committees are requested to ensure that, in undertaking the business of the meeting, decisions taken are consistent with and reflect and promote the University’s Equality, Diversity and Human Rights Policy.
The University aims to ensure that we promote equality, diversity and inclusion throughout our work, and comply with equality duties. An equality impact assessment (EIA) is a structured approach to address inequalities and build an inclusive environment, helping to close gaps between groups. Staff should conduct an EIA as soon as a policy, procedure or practice is under consideration, or early enough during a project to influence decisions.
View the Equality impact assessment page on the intranet
We have a duty to publish information about the diversity of our university community and report on our progress in relation to meeting the public sector Equality Duty.
We do this through an annual equality and diversity report to Governing Body and publishing equality data on this website.
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:
- Median gender pay gap
- Mean gender pay gap
- Quartile pay bands
- Gender pay gaps in bonus pay
We publish this information in annual reports which provide the detail behind our figures and the actions we are taking in relation to these issues.
We collect information about our students and staff that helps us to:
- Understand the diversity of our university community
- Better meet the needs of our diverse community
- See the impact our work has on diverse students and staff
- Know what progress we are making with equality, diversity and inclusion
- Demonstrate compliance with the law.
The data we collect and how we collect it
We collect data related to age, disability, ethnicity, religion and belief, sex/gender, sexuality and transgender identity. We also ask students about being a carer or a care leaver so our dedicated officer can contact you about the support and benefits you may be entitled to.
We collect data from our students at the point of application either directly to the university or through UCAS. We collect data from staff through the recruitment process and through an annual request to update your staff record.
What we do with the data
The data enables us to monitor the diversity of our student and staff population and identify whether we need to do more to recruit or retain people with diverse identities and backgrounds. We use the information to check progress against our equality objectives, to improve our policies and practices and provide equality of opportunity and outcome to all students and staff. The information also helps us to identify gaps and barriers.
We report on our student and staff population annually to the governing body and publish equality data on our website. Every year, we send some of the information we hold about our students and staff to the Higher Education Statistics Agency (HESA). This forms your HESA record which includes information about your age, disability status, ethnicity, sex, as well as gender identity, sexual orientation, and religion or belief, should you choose to provide it. This information assists with nationwide monitoring of equality of opportunity and eliminating unlawful discrimination in accordance with the Equality Act. HESA cannot use the anonymised data in any way to identify individuals.
Find out about the university's Data Protection Policy.
Read how HESA processes equality data (external website).
If you don't want to give information
You do not have to give information (with some exceptions), but it will help you and the wider student and staff community as well as the University if you do.
We will be able to know how we are doing, in particular whether people from all backgrounds are represented and have the same opportunities and outcomes, and where we may need to do more. If you do not wish to give information, then you can choose the ‘prefer not to say’ option for any field. We will record this as ‘Unknown’, and exclude your record from analysis of these fields. See also Stonewall’s guide What’s it got to do with you? on why you should fill out those boxes.
Supporting a diverse community
We recognise that some students need specific support of guidance during their studies. Details can be found on the student support page
Our access and participation plans set out how we improve equality of opportunity for underrepresented groups to access, succeed in and progress from higher education.
As part of our commitment to develop and maintain an accessible, inclusive and fair working environment, we are currently in the process of applying for an institutional level Athena SWAN Bronze Award.
The Athena SWAN Charter was established in 2005 with the aim of supporting the advancement of women's careers in science, technology, engineering, mathematics and medicine (STEMM). In 2015 the Charter was expanded to also include staff in the arts, humanities, social sciences, business and law (AHSSBL), alongside professional and support staff, to recognise the importance of gender equality more broadly in universities.
To find out more about the Athena SWAN Charter you can visit the Advance HE web pages.
We are a Disability Confident Employer and a MINDFUL EMPLOYER. We are committed to improving policies and practices for disabled staff, including people living with mental ill-health.
Levelling up: we take positive steps to ensure that disabled people can compete for employment opportunities on a level playing field and have the support they need to develop and perform well in their jobs. Examples of adjustments include alterations to working hours, adjustments to premises and the acquisition or modification of equipment.
Guaranteed interview: as a Disability Confident employer we guarantee an interview to any candidates who declare in their application that they have a disability and meet the minimum criteria for the role. The recruitment officer will only disclose your disability to the Chair of the panel if you have not been shortlisted, or if you require a reasonable adjustment.
Disabled applicants are invited to discuss their application or request assistance at any point during the recruitment process. Please contact firstname.lastname@example.org.
Disability leave: the University provides up to one week (of normal contracted hours) leave per annum, as may be required for particular purposes such as assessment and/or treatment in relation to the disability, or servicing of necessary equipment or other aids. It is not intended for disability-related sick leave. Disability leave applies to staff who have disclosed a disability, and where the time off work is verified by a medical or occupational health report or an appointment letter.
Disability Staff Network: our network is open to anyone with lived experience of disability or health conditions, or who wish to be an ally.
We are committed to raising the profile and importance of race equality at York St John. In 2019, the Executive Board accepted six recommendations from the race equality taskforce:
- The University will join the Race Equality Charter at the start of 2020-21.
- Form more relationships in areas with high BAME populations and deepen our existing ones, delivering targeted services and promoting York St John as a destination for study.
- By 2026, at least 10% of new and promoted senior level appointments (grade 9 and above) are BAME individuals.
- The Academic Board will set up a time-limited whole university working group on decolonising the curriculum.
- The Quality and Standards Committee will establish a University approach to anonymous marking of students' work.
- We will ensure that we have effective mechanisms to report race-related incidents and provide an appropriate responses, and promote these to students and staff.
We will now join the Race Equality Charter network and work towards an award by the end of the academic year 2022/3.
This work should help York St John offer a welcoming and inclusive environment for a diverse community, increasing the representation of BAME staff and students to 10% of the University’s population by 2026.
Students and staff can read more about this work, and how to get involved, on Moodle.
BAME Staff Network: open to any member of staff or postgraduate researcher who identifies as someone with a Black, Asian or minority ethnic background.
York St John University has been named one of the most inclusive organisations in Britain by lesbian, gay, bi and trans equality charity Stonewall. As one of the very few UK universities in its Top 20 Trans Employers list for 2020, the University has also achieved an impressive 49th place on this year’s Top 100 Employers list.
Read more in the press release from 30 January 2020.
LGBT+ Staff Network: open to member of staff, postgraduate researcher or mature student who identifies as LGBT or who wants to be an ally. Employees of on-site suppliers are also welcome to join.
We are committed to providing a trans-inclusive environment and supporting trans people, including those who identify as non-binary, genderqueer, and so on.
Our Trans Inclusive Framework is designed to support staff and students to ensure our community is as trans-inclusive as possible.