The public sector equality duty (PSED) came into force on the 5 April 2010. This page sets out the aims of the general equality duty of the PSED and displays information which demonstrates City's compliance with the specific duties required to enact the general equality duty.
Aims of the General Duty
In the exercise of their functions public authorities of which City is one, must have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
- Advance equality of opportunity between people who do and do not share a protected characteristic
- Foster good relations between people who do and do not share a protected characteristic.
Specific duties
The equality duty is supported by the specific duties and revised on the 10 September 2011. Under this provision public authorities must for staff, students and the community it serves:
- Publish information demonstrating compliance with the general equality duty across its functions on an annual basis with effect from 31 January 2012
- Set and publish equality objectives at least every four years with effect from 6 April 2012.
Equality, Diversity and Inclusion progress report
The annual Equality, Diversity and Inclusion (EDI) Progress Report summarises progress made against our Strategic EDI Objectives and Charter Mark accreditations supported by projects and initiatives undertaken by the OIEI and departments from across the University.
This provides an insight into the wide range of activities and initiatives which are held across the University to promote and advance equity, diversity and inclusion.
Annual Equality, Diversity and Inclusion Report 2023/24
Annual Equality Diversity and Inclusion Report 2022/23
Mandatory gender pay gap reporting
In 2017 the government created new legislation, which requires all organisations employing over 250 staff to publish and report specific figures about their gender pay gap.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
City’s gender pay gap report provides information on the gender proportions and pay quartiles of staff, as well as actions to address the pay gap.
Download City's gender pay gap report 2023
Download City's gender pay gap report 2022
Download City's gender pay gap report 2021
Download City's gender pay gap report 2020
Download City's gender pay gap report 2019
Download City’s gender pay gap report 2018
Ethnicity pay gap reporting
City have also taken the decision to voluntarily report our Ethnicity pay gap. Although not mandatory, sharing the pay gap between white and BME staff and male and female staff is a key step towards understanding the gap and developing actions to reduce it.
Download City's Ethnicity Pay Gap Report 2024
Download City's Ethnicity Pay Gap Report 2023
Equality Impact Assessments
An Equality Impact Assessment (EIA) is a tool to help Universities ensure that their policies, practices and decisions are fair, meet the needs of their staff and students, and that they are not inadvertently discriminating against any protected group, under the Equality Act 2010.
In order to assist and guide Schools and Professional Services in assessing the impact of their policies, processes and practices on staff and students, which hold one or more protected characteristics, City has developed an EIA Guidance and Process.
The EIA Guidance and Process provides a practical framework to be used by staff undertaking an EIA, at Departmental, School, Directorate and Institutional levels. The Guidance aims to ensure that City’s commitment to equality and diversity is realised within all of its policies and processes.
Reporting and publication
Completed EIA’s will be reviewed by the Equality Committee on a termly basis. Following review by the Equality Committee, the report will be published on City’s website.
Equality and diversity data and reporting
The commentary and data outlined below shows City, University of London's activity and monitoring information.
City is committed to further improving/extending the gathering of data across its functions to enable continued monitoring of the impact of decisions and practices on those who share protected characteristics.
Staff and student data
- Staff and Student Equality Monitoring Report 2022/23
- Staff and Student Equality Monitoring Report 2021/22
- Staff and Student Equality Monitoring Report 2020/21
- Staff and Student data 2019/20
- Staff and Student data 2018/19
- Staff and Student data 2017/18
Equality objective
As a Higher Education Institution, we have specific equality duties, as outlined by the Equality Act (2010). These require public authorities to tackle discrimination, victimisation and harassment, advance equality and foster good relations.
City has set a number of Equality Objectives and progress on these are published and reviewed annually in our Staff and Student Equality Monitoring Reports, in addition to our annual EDI report, which can be found above.
These objectives capture our ability to embed our values and build an inclusive University culture for all members of City’s diverse community. City has committed to measuring and delivering on these objectives, which highlight our commitments to against our chartermark action plans.
Staff and student equality and diversity objectives
Objective 1
To reduce gender and ethnicity pay gaps.
- The ethnicity pay gap for 2024 will be 19%
- The gender pay gap for 2026 will be 15%
Objective 2
Increase ethnic diversity of staff to better reflect student population.
- The proportion of Staff of Colour will be 32% by 2024
- The proportion of Grade 9 staff (including Professors) that are People of Colour for 2024 will be 15%
- The proportion of women in Professorial roles will be 32% by 2024
- We have achieved our target to increase the proportion of women in Grade 9 (excluding Professors) roles of 51.5% by 2024
Objective 3
Reduce Black student attainment gap.
- The Black student attainment gap will be 12% by 2024