Equality, Diversity and Inclusion Annual Report 2021

This report shows that the University has a lot to be proud of. It contains key statistics, trends and examples of the work that has been undertaken to further the EDI agenda. However, we are not complacent. We continue to take meaningful steps forward so that we maintain the ongoing momentum and ambitions for inclusion and belonging at the University.


Professor Kamil Omoteso

PVC Dean College of Business, Law and Social Sciences, and Chair of the Equality, Diversity, and Inclusion Committee

This year’s Equality, Diversity, and Inclusion report reflects the final year of the current Equality, Diversity, and Inclusion Strategy (2017-2021) and draws attention to the successes of the past year, which have been significant. The University became an Athena Swan bronze award holder, a Gold Armed Forces Covenant employer, and a member of the Race Equality Charter.

As incoming Chair of the Equality, Diversity, and Inclusion Committee, I am committed to maintaining the momentum in these areas and look ahead to the new Equality, Diversity, and Inclusion strategy (2022-2025), which I know many staff and key stakeholders, including the Vice-Chancellors Executive, have contributed to.

This report draws attention to the University’s commitment to driving inclusion through awareness-raising and staff development, all of which enable people to be their authentic selves. Staff had the opportunity to participate in many equality, diversity, inclusion, and wellbeing activities, several of which delivered practical advice, guidance, and tools to support mental health and emotional wellbeing. The staff development offer is annually refreshed and additional workshops concerning domestic abuse, challenging antisemitism, gender identity, and challenging Islamophobia were added this year in response to a national rise in the number of reported incidents and an increase in hate crime. 

A measurable impact of our staff development programme can be seen in our disclosure rates of protected characteristics. This is because increasing disclosure rates demonstrates a culture that has inclusion at its centre, and encourages an environment that is safe and welcoming, providing a respectful place for everyone to learn, work and visit.

Kamil Omoteso, Dean of Business Law and Social Science

We will continue to promote inclusion and belonging to all our staff, students and visitors and will use the new Equality, Diversity, Inclusion strategy to take meaningful measures that enable the University to achieve its ambitions.

Professor Kamil Omoteso
PVC Dean (BLSS) and Chair of the Equality, Diversity, and Inclusion Committee

Our EDI objectives

The current Equality, Diversity and Inclusion strategy (2017-2021) is in its final year before refresh. Its accompanying objectives are presented in this report. Our metrics (staff and students) provide measure for objectives 1-3 and our culture demonstrates the work we have undertaken to fulfil objectives 4 and 5. Our Equality, Diversity and Inclusion objectives are:

Objective 1

Ensure due regard is given to equality, diversity and inclusion in all University activity. This includes policy development, planning, corporate change projects, procurement, and decision-making processes through the implementation of robust and systematic processes.

Objective 2

To Support Colleges and Professional Departments to integrate and implement equality priorities into their business plans.

Objective 3

To widen equality data collection, monitoring and analysis on staff and students to facilitate better identification of needs and strengthen work on equality.

Objective 4

To achieve an equally high level of staff recruitment, staff satisfaction, retention and progression across all employee demographic groups.

Objective 5

Strive to achieve excellence in EDI.

smiling members of staff at a University event

Staff and student data

Staff and Student Data


Our staff body is made up of:

We have seen an increase in the number of our staff identifying as 'other'


This has remained consistent with the data from the previous year.


The percentage of staff with a declared disability has increased again this year from 7% to 8%.

Sexual orientation

The number of staff at the University who identify with the LGBT+ community has remained consistent with the data from the previous year.

Religion and belief

Staff at the University observe a number of faiths and beliefs and the Religion and Belief Staff Network provides a space for dialogue and reflection.


The University employs staff from a broad age range.

Student data


A slight shift towards a greater proportion of female students overall has continued, with a 1% increase this year.


For a fourth successive year, the proportion of all students identifying as BAME has increased by 1%. 


The proportion of students with a disability has increased by 2% this year. 

Sexual orientation

The overall numbers of students from the LGBT+ communities have increased again this year. There has been a 4% reduction in the numbers who are refusing to declare their sexual orientation.


The majority of students at the University are under the age of 25 years.


The continuing improvements that have been achieved in relation to inclusion at the University demonstrate an intrinsic link between culture and staff satisfaction and the ways that the University strives for excellence in EDI. 

Staff networks

Derby is a values-driven University, and its commitment to creating space for inclusion and a place for belonging is demonstrated in the way that it puts people at the core of its culture.

The University encourages its staff to participate in open dialogue through six staff networks, which are:

Each network offers, a safe space for peer-to-peer support, provides a consultation route for staff, presents opportunities to collaborate with the Union of Students, and helps embed inclusion across the whole University.

Gender Equality Network

For International Women's Day, the University hosted an exciting array of performers and speakers to celebrate #ChoosetoChallenge, a free online day of activity.

Race Equality Network

Black History Month was marked in October, raising a Pan African flag outside Kedleston road with the Union of Students and a display of indoor flags at each site. The Union of Students also produced and exhibited a series of images representing black role models.

Faith and belief

Faith and Belief Month was celebrated in May. A collaboration event with the Chaplaincy team, members of staff and the Union of Students. 

LGBT+ Allies Staff Network LGBT+

The progress flag was raised across the University sites marking LGBT+ History Month. During the month training was delivered across the organisation, which was well attended, and role models were featured in internal communications. 

Disability and Wellbeing Network

Disability History Month provided an opportunity to promote the Sunflower scheme to our staff and students, which supports people with hidden disabilities. A number of development opportunities were identified including, Autism and neurodiversity awareness, and a series of workshops were delivered to end the stigma surrounding mental health.

External networking

The University continues to work with its regional partners to improve the lives of those in the community by offering the opportunity to bring together CPD (continuing professional development), research and keynotes. Collaboration of this nature is informing the way regional public services improve the delivery of inclusion agendas for their staff and services.


The University takes a holistic approach to wellbeing. Throughout the year members of staff and students were offered the opportunity to improve their understanding of wellbeing, learn to stay active, and take self-help steps to maintain positive mental and physical wellbeing. The activity included mental health awareness, understanding neurodiversity, domestic abuse, hate crime awareness, as well as a range of diversity and inclusion workshops.