Guidance, documents and policies
This page contains a number of resources including an overview of the Equality Act, information on equality impact assessments, our staff and student equality data and links to relevant equality and diversity strategies and policies (which are inclusive of all protected characteristics, including LGBTQ+, BAME, gender etc.).
Equality and diversity relevant strategies and policies
For a full list of HR policies, please visit the HR website
For further information on student policies and regulations, please click here.
What is an improving outcomes assessmet?
An improving outcomes assessment is a process of analysis through which a policy/project or scheme is scrutinised, to ensure it does not inadvertently discriminate against any protected group.
Who carries out an improving outcomes assessment?
Improving outcomes assessments are normally carried out by the person or group who is responsible for changing the policy/project or scheme. They are normally carried out before a new policy/project or scheme is created or is under review.
Do I need to complete an improving outcomes assessment?
If you are creating a new policy/project or scheme, or are significantly changing a policy/project or scheme, you are required to complete an improving outcomes assessment. Under the Equality Act 2010, the university has a legal obligation to demonstrate that we have paid due regard to the Act and the protected characteristics.
Conducting an improving outcome assessment helps us to demonstrate that we are meeting our public sector duty. Accordingly, we must pay due regard to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
- Advance equality of opportunity between people who share a protected characteristic and those who do not
- Foster good relations between people who share a protected characteristic and those who do not
How do I carry out an improving outcomes assessment?
We have developed a template for completing an improving outcomes assessment. Click here (link to DMU connect) for the template.
Should I consult?
If you are in any doubt as to how a new or update to a policy/project or scheme will affect different protected groups, we recommend that you go out to consultation. Our staff network groups are happy to act as a consultative body; if you would like to arrange for consultation with our staff network groups, please contact email@example.com
What do I do with the form once it is complete?
Once the form is complete, please keep this for your reference, alongside any other relevant documentation.
Under the public sector equality duty, the university has a legal obligation to publish our equality and diversity data each year.
This data is important, as we are able to assess the extent to which we are being fair and inclusive and is presented over the last three years to show recent trends. This data is based mostly on data provided to the Higher Education Statistics Agency; consequently, this data runs in line with the HESA data (one academic year prior to the current year).
Updating personal data
The university is continuously developing and improving both its monitoring and engagement processes.
If you would like to update your staff details, this can currently be done through:
For staff wishing to change information on their gender, this can be done confidentially in a variety of ways, for more information, please click here.