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Kingston University is committed to diversity, inclusion and belonging for all our staff and student communities and has a proud history of awards and innovation in addressing differential outcomes and experiences.
For many years a corner stone of this work commitment has been our active work in gender equality. This is most visible through our Athena SWAN Bronze awards held at Institutional level (2013 – present) and in each Faculty.
Our commitment to equality, diversity and inclusion is fully embedded in our approach to developing, supporting and conducting research.
Description: The GEP should be a formal document signed by the top management and disseminated within the institution. It should demonstrate a commitment to gender equality, set clear goals and detailed actions and measures to achieve them.
Evidence: Our Athena SWAN Bronze Institutional (2017-2022) submission can be found on our public-facing Athena SWAN page. This has been endorsed by the Vice-Chancellor, Board and wider Senior Leadership Team. We are currently renewing our Athena SWAN in Autumn 2022. This page also evidences our faculty submissions.
Description: Resources for the design, implementation and monitoring of GEPs may include funding for specific positions such as equality officers or gender equality teams as well as earmarked working time for academic, management and administrative staff.
Description: GEPs must be evidence-based and founded on sex or gender-disaggregated baseline data collected across all staff categories. This data should inform the GEP's objectives and targets, indicators, and ongoing evaluation of progress.
Evidence: Sex and gender-disaggregated data is available, with response rates from staff and students at/near 100% due to these being compulsory fields. The data is available to all staff via our Data Insights dashboards and are used in all diversity and inclusion decision making. Our Charter Mark submissions and key projects can also request additional data beyond the dashboard which will give a more detailed and intersectional view to inform decisions and impact monitoring.
Description: Actions may include developing gender competence and tackling unconscious gender bias among staff, leaders and decision-makers, establishing working groups dedicated to specific topics, and raising awareness through workshops and communication activities.
Evidence: The University has an established and evolving learning and development offer to staff, coupled with an ever-improving communications/campaigns programme.