Equality, Diversity and Inclusion Committee

Annual Report 2024/25

University of York

We've seen significant progress in embedding EDI across our systems, culture and community.

This has been driven by establishing key institutional frameworks, targeted interventions for both staff and students, and proactive measures to foster belonging and ensure compliance.

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our objectives

We've assessed the progress made in 2024/25 against our five agreed objectives:

  1. Developing inclusive systems and infrastructure
  2. Tackling gaps across the student lifecycle
  3. Embedding EDI in research planning and culture
  4. Diversifying our staff and student community at all levels
  5. Fostering understanding, belonging, and respect in our University community and beyond

Developing Inclusive Systems and Infrastructure

Inclusive design, and equality in decision-making improves user experience, streamlines support processes, and fosters a more inclusive and equitable environment for all.

Progress and Impact

Strong progress in embedding accessibility and inclusion into the University's systems, with an increase in digital accessibility training uptake and improved staff confidence in auditing and procurement practices. Policy updates, infrastructure and changes to student support systems reflect a strategic shift toward inclusive design.

Highlights

  • 28 key contacts were trained in-house to undertake digital accessibility auditing
  • A seven-fold increase in completion of digital accessibility training, rising from 524 (2023/24) to 3,848 (2024/25)
  • Revision of the Disability in Employment Policy, with additional guidance relating to reasonable adjustments and disability-related sickness
  • Launch of new Equality Impact Assessment guidance and training, including a good practice bank

Tackling Gaps and Embedding EDI in Research

By enhancing support, inclusive teaching, data-driven interventions and considering diverse student voices ensures more equitable outcomes for underrepresented students.
Fostering an inclusive, collaborative, and supportive research environment empowers diverse researchers and enriches the University's academic impact.

Progress and Impact

Our targeted initiatives are addressing student awarding gaps and embedding inclusivity into the research lifecycle.

  • Addressing student gaps: The No Gaps project is now being piloted in five academic departments, enabling co-design of interventions with students to address awarding gaps
  • Widening research access: The Yorkshire Consortium for Equity in Doctoral Education launched an online toolkit to support people of colour from pre-application to post-doc, fostering an anti-racist research culture
  • Research culture: The EDI Research Centre funded four projects in its second year and delivered monthly events, establishing a central hub for innovative EDI research and practice
  • The Valuing Voices project produced online tools to enable equitable and responsible research

Diversifying Our Staff and Student Community

The diversity of our staff and students enhances learning, critical thinking, problem-solving and creativity. It is also essential for building an inclusive community and addressing systemic inequalities.

Progress and Impact

While access and development programs for key staff and student groups expanded, the 2024 Pay Gap Report reveals persistent and widening gaps for specific staff groups.

Highlights

  • Participation in the Black Access programme more than doubled to 164 participants
  • The Next Step York programme grew by 44% to 436 participants, the largest cohort to date
  • Talent Pipeline: The cross-institutional White Rose Equity in Leadership programme continued to support career progression for global majority colleagues with six participants from York in the 2024/25 Cohort
  • Athena Swan Awards: We hold an Institutional Bronze award, with an application for Silver planned for January 2026. Overall, we hold 22 departmental awards (4 Gold, 7 Silver, 11 Bronze). During 2024/25, 5 awards were achieved or renewed, including a new Gold award for the Hull York Medical School
  • Publication of the new Access and Participation Plan

Challenges

The Pay Gap Report 2024 presents a mixed picture. The detailed analysis in the report celebrates successes and the progress made; however the analysis also recognises the urgent need to intensify efforts where gaps persist. Key points:

  • Mean Gender Pay Gap: Increased from 14.9% (2023) to 15.3%
  • Black Staff Mean Pay Gap: Increased from 19.7% (2023) to 21.3%
  • Intersectionality: The gap between Black female and White male staff increased from 33.3% to 41.7%
  • Decreased gaps: Significant reductions were seen for Asian staff (14.8% → 11.2%), Mixed race staff (18.2% → 10.7%) and Other category staff (11.7% → 9.6%)
  • Disability Pay Gap: This was published for the first time, and shows a Mean gap of 7%

Fostering Understanding, Belonging, and Respect

Through raising awareness and amplifying different voices, we cultivate empathy, cultural sensitivity and understanding to strengthen our communities. We advocate for diversity, provide opportunities and support to our students, staff and the public with the aim to achieve our goal of a University for Public Good.

Progress and impact

Meaningful progress in fostering inclusion through impactful community events and increased reporting indicates growing trust in support systems. Policy updates and listening exercises in response to legal changes demonstrate the University's commitment to maintaining a respectful and supportive environment for all.

Highlights

  • Our annual Pride Flag raising and participation in the city Pride Parade celebrated our LGBTQ+ community
  • Relevant policies, guidance and training modules were updated to comply with the Worker Protection Act 2024 and OfS Condition E6
  • A listening exercise was carried out to understand community concerns about the Supreme Court ruling on the definition of sex in in the Equality Act. Following on from this, a working group has been established to interpret the implications of that ruling. The overarching aim is to ensure continued support, understanding, and respect among all staff and student groups

Equality, diversity and inclusion strategic objectives 2024-30

Equality, Diversity and Inclusion are at the heart of the University’s 2030 vision and our strategic objectives for EDI are based on the University's four strategic aims.

The work of the Equality, Diversity and Inclusion Committee (EDIC) is underpinned by the continued strength of the Athena Swan Steering Group, the Disability Inclusion Framework and the staff networks and forums.

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