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Equality and Diversity Policy Statements

Introduction

On Wednesday 28th June 2017, the Board of Governors approved revision to our Policy Statement on Equality and Diversity and its subdorinate policy statements. An earlier draft of these revisions had been approved by the Joint Equality and Diversity Committee on Thursday 1st June 2017, and by the Corporate Management Team on Monday 12th June 2017. 

The revisions were made after consultation with the Equality and Diversity Operational Group, which includes within its membership, the Chairs of the LGBT, BAME and Disabled Staff Networks. The membership of the Staff Networks were also invited to provide feedback on the final draft between 12th June and 20th June, including at the three All Staff Networks Meetings. 

The consensus throughout the consultation process was that the policies did not need a substantial update. Therefore the changes made are primarily focused on drafting changes to improve the clarity of the policies and have them follow a more standard format. These are changes are listed below

  • Adding paragraphs in the Policy Statement on Equality and Diversity that incorporate common language about the importance of diversity that were already present in the subordinate policy statements.
  • Updating the sections contained in all the Policy Statements about the University welcoming staff groups to acknowledge the existence of the Staff Networks. The text also now stresses the (pre-existing) rights of staff members to participate in their Staff Network meetings.
  • Referencing the role of the Joint Equality and Diversity Committee in ensuring that the University is fulfilling its corporate obligations under this policy.
  • Mentioning the possibility that some staff members may experience “multiple discrimination” should they belong to several minority groups and the need for this to be combated.
  • Mentioning the University’s work to tackle unconscious bias and microaggressions, when discussing Equality and Diversity Training.
  • Adding a commitment in policy statements about encouraging staff and students to act as allies.
  • Adding a commitment in policy statements about supporting staff and students who wish to report breaches of this policy.
  • Updating the terminology used when referring to ethnic minorities.
  • Mentioning “biphobia” in sections that discuss combating homophobia
  • Changing the name of the “Policy statement on Trans Equality” to “Policy Statement on Gender Identity Equality”. This is in-line with the titles of the other policy statements.
  • Simplifying the definition of Trans used, in part, due to feedback from Stonewall that some of the language used was outdated.
  • Mentioning “non-binary” and “enbyphobia” to highlight the specific issues faced by those staff members who do not identify as male or female.
  • Explicitly referring to the expression of gender identity, as recommended by the new Stonewall Workplace Equality Index. 
  • Incorporate language from the Trans and Gender Reassignment about the right of Trans people to access changing/bathroom facilities and for Transwomen to access female-only spaces and Transmen to access male-only spaces

Please see below for the full-text of the University's Policy Statement on Equality and Diversity. 

Policy Statement on Equality and Diversity

The University of Wolverhampton (hereafter ‘the University’) is fully committed to the advancement of equality and the elimination of unlawful and unfair discrimination.  It values the benefits that a diverse student and staff population brings to the university. The University will treat all people with respect, and seeks to provide a positive environment free from discrimination, harassment or victimisation.

The University will not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation.  It will not discriminate because of any other irrelevant factor and will build a culture that values equity, openness, fairness and transparency.

The University celebrates and values the diversity of its student population and workforce, and believes that it will benefit from employing people who are Disabled, BAME and LGBT at all levels of responsibility, thus hoping to provide role models for other staff and students from the same background(s). For the same reason, the University believes it would benefit from improving the representation of women and men in areas of our workforce where they are underrepresented.

The University recognises that its students, staff and those who engage with it come from diverse cultures and backgrounds and may hold personal beliefs that differ from the beliefs and values articulated by this policy or other University policies.  Whilst respecting individuals' personal beliefs and acknowledging its duties not to discriminate on the grounds of religion or belief, the University expects its students, staff and visitors to uphold the values in its strategic plan and associated policies, practices and procedures at all times when engaging with the University. 

The University values the work of the Disabled Staff Network, BAME Staff Network and LGBT Staff Network, and believes their work enhances the University experience for all staff and students. Line-managers must support those staff members who wish to engage with these networks i.e. allowing them to attend meetings or events during worktime. The University will also provide appropriate logistical support for student groups and representatives.

All staff and students are responsible for the promotion and advancement of this policy. The Joint Equality and Diversity Committee shall monitor that the University is fulfilling its corporate obligations. Individual behaviour, actions or words that transgress the policy will not be tolerated and where appropriate will be dealt with in line with the University’s Dignity at Work and Study Policy.

The policy is applicable to all those who interact with the University. This includes, but is not limited to, staff, students, suppliers, and visitors. The policy applies to all processes relating to employment, education and to any dealings with customers and clients. Decision-making in relation to all university activities will be based on objective criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed as necessary to reflect changes in the law, demographics and internal requirements.  

Other Equality & Diversity Policy Statements

Also on Wednesday 28th June 2017, the Board of Governors also approved revisions to the University's policy statements on Disability Equality, Race Equality, Sexual Orientation Equality, and Gender Identity Equality. These can be read below: 

Policy Statement on Disability Equality           

The University of Wolverhampton (hereafter ‘the University’) is fully committed to promoting disability equality and eliminating unlawful discrimination, harassment and victimisation on grounds of disability.  It acknowledges and will comply with its duty to make reasonable adjustments for its disabled students and staff.

Disability is a protected characteristic within the Equality Act 2010, and is defined as ‘a physical or mental impairment, which has a substantial and long term adverse effect on a person’s ability to carry out normal day-to-day activities’.

The term ‘disabled people’ is the preferred term within the University’s Disabled Staff Network.  It is therefore the term of preference for university communications. The University acknowledges that many people do not define themselves as ‘disabled’. Where staff or students choose not to identify under the disability label but fit within the description of a disabled person under the Equality Act 2010 they are still included within this policy.

The University celebrates and values the diversity of its student population and workforce, and believes that it will benefit from employing disabled people at all levels of responsibility, thus hoping to provide role models for other staff and students who define themselves as disabled. 

The University recognises that its students, staff and visitors from diverse cultures and backgrounds and may hold personal beliefs that differ from the beliefs and values articulated by this policy or other University policies.  Whilst respecting individuals' personal beliefs and acknowledging its duties not to discriminate on the grounds of religion or belief, the University expects its students, staff and those who otherwise engage with it to uphold the values in its strategic plan and associated policies, practices and procedures at all times when engaging with the University.

The Universityvalues The Disabled Staff Network and believes its work enhances the University experience for all staff and students. Line-managers must support those disabled staff members who wish to engage with The Disabled Staff Network i.e. attend its meetings or events during worktime. The University will also provide appropriate logistical support for disabled student groups and representatives.

The University undertakes the following.

  • Disability-related abuse, harassment or bullying (name-calling/derogatory jokes, unacceptable or unwanted behaviour, intrusive questions) will not be tolerated and will be dealt with in line with the University’s Dignity at Work and Study Policy.
  • Disablist propaganda, in the form of written materials, inappropriate music, graffiti or speeches, will not be tolerated. The Universityundertakes to remove any such propaganda whenever it appears on the premises.
  • Students will not be denied access to courses, progression to other courses, or fair and equal treatment while on courses because they are disabled unless justifiable impairment, health or other legitimate restrictions exist.
  • The curriculum will be examined and adapted where appropriate to ensure that it is delivered and developed in a way that it is inclusive.  This will include ensuring that it does not rely on or reinforce stereotypical assumptions about disabled people, and that it does not promote disablist material.
  • Staff will not be excluded from employment, promotion or staff development opportunities because they are disabled unless legitimate impairment or health restrictions apply and reasonable adjustments cannot be made.
  • The University recognises that disabled staff and students come from diverse backgrounds, and many face the possibility of multiple-discrimination. It will therefore strive to ensure they do not face discrimination on the grounds of disability or in relation to other aspects of their identity, for example, their race, age, gender identity, religion or sexual orientation.
  • The University will ensure that its environment, in terms of its pictures, images, publicity materials and literature, reflects the diversity of its staff and students.
  • Equality and diversity issues in general and disability issues where appropriate will be addressed explicitly within performance management and staff/student reward schemes.
  • Where data analysis identifies ongoing and significant disparities between the experiences, outcomes or perceptions of disabled students / staff compared to others the University will seek to address the issues.
  • The University will include disability issues in equality and diversity training. This shall include explaining to staff members how disablism can manifest itself through unconscious bias or microaggressions. 
  • The University will encourage non-disabled staff and students to proactively support the cause of disability equality, and to push themselves to better understand the unique challenges facing disabled people.
  • The University will respect the confidentiality of all disabled staff and students and will not reveal information without the prior agreement of the individual.
  • The University will provide a supportive environment for staff and students who wish their status as a disabled person to be known. However, it is the right of the individual to choose whether they wish to be open about their disability, impairment or health. To ‘out’ someone, whether staff or student, without their permission is a form of harassment and, possibly, a criminal offence. 
  • The University will seek to anticipate the needs of disabled people and make reasonable adjustments.  Some adjustments are, however, dependent on the University knowing that a member of staff or student is disabled.  Such potential limitations on the University's ability to make adjustments will be highlighted to staff and students to assist them in making informed decisions on disclosure. 
  • Staff and students undergoing medical procedures related to impairment or ill health will receive positive support from the Universityto meet their particular needs during this period.
  • Procedures to monitor and manage student / staff absence will take account of absence for disability-related reasons. 
  • Having consulted with disabled staff and students and organisations of disabled people, theUniversitywill include disability issues in internal attitudinal surveys, and when monitoring complaints of harassment.
  • In providing accommodation for students, any disability-related issues or concerns raised by disabled students will be handled by the accommodation office and will be treated fairly and in line with the University’s obligations under equality law.
  • The University will provide a supportive environment for staff and students who wish to report a breach of this policy or a hate incident. This shall include developing a service for those who wish to report such incidents confidentially. 

All staff and students are responsible for the promotion and advancement of this policy. The Joint Equality and Diversity Committee shall monitor that the University is fulfilling its corporate obligations. Individual behaviour, actions or words that transgress the policy will not be tolerated and where appropriate will be dealt with in line with the University’s Dignity at Work and Study Policy.

The policy is applicable to all those who interact with the University. This includes, but is not limited to, staff, students, suppliers, and visitors. The policy applies to all processes relating to employment, education and to any dealings with customers and clients. Decision-making in relation to all university activities will be based on objective criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed as necessary to reflect changes in the law, demographics and internal requirements.               

Policy Statement on Race Equality

The University of Wolverhampton (hereafter ‘the University’) is fully committed to promoting race equality and eliminating unlawful discrimination, harassment and victimisation on grounds of race.  

'Race' is identified as a protected characteristic within the Equality Act 2010, covering colour, nationality, and ethnic or national origins. Where this policy uses the term 'Black, Asian and Minority Ethnic (BAME)' it has in mind all staff and students who identify with a non-White ethnicity. When it uses the term 'Other Ethnic Minority' it has in mind non-BAME staff and students who self-identify as belonging to an ethnic minority". 

The University celebrates and values the diversity of its student population and workforce, and believes that it will benefit from employing BAME people at all levels of responsibility, thus hoping to provide role models for students who identify as BAME. 

The University recognises that its students, staff and visitors come from diverse cultures and backgrounds and may hold personal beliefs that differ from the beliefs and values articulated by this policy or other University policies.  Whilst respecting individuals' personal beliefs and acknowledging its duties not to discriminate on the grounds of religion or belief, the University expects its students, staff and those who otherwise engage with it to uphold the values in its strategic plan and associated policies, practices and procedures at all times when engaging with the University.

The Universityvalues The BAME Staff Network and believes its work enhances the University experience for all staff and students. Line-managers must support those BAME staff members who wish to engage with The BAME Staff Network i.e. attend its meetings or events during worktime. The University will also provide appropriate logistical support for BAME student groups and representatives.

The University undertakes the following.

  • Racist abuse, harassment or bullying (name-calling/derogatory jokes, unacceptable or unwanted behaviour, intrusive questions) will not be tolerated and will be dealt with in line with the University’s Dignity at Work and Study Policy.
  • Racist propaganda, in the form of written materials, inappropriate music, graffiti or speeches, will not be tolerated.  The Universityundertakes to remove any such propaganda whenever it appears on the premises.
  • Students will not be denied access to courses, progression to other courses, or fair and equal treatment while on courses because of race.
  • The curriculum will be examined and adapted where appropriate to ensure that it is delivered and developed in a way that it is inclusive.  This will include ensuring that it does not rely on or reinforce stereotypical assumptions about people from BAME or other ethnic minority backgrounds, and that it does not promote racist material.
  • Staff will not be excluded from employment, promotion or staff development opportunities because of their race.
  • The University recognises that its staff and students come from diverse backgrounds, and many face the possibility of multiple-discrimination. It will therefore strive to ensure they do not face discrimination on the grounds of their race or in relation to other aspects of their identity, for example, their age, religion, disability, sexual orientation or gender identity.
  • The Universitywill ensure that its environment, in terms of its pictures, images, publicity materials and literature, reflects the diversity of its staff and students.
  • Equality and diversity issues in general and issues around race where appropriate will be addressed explicitly within performance management and staff/student reward schemes.
  • Where data analysis identifies ongoing and significant disparities between the experiences, outcomes or perceptions of BAME or other ethnic minority students / staff compared to others the University will seek to address the issues.
  • The University will include race equality issues in equality and diversity training. This shall include explaining to staff members how racism can manifest itself through unconscious bias or microaggressions. 
  • The University will encourage all staff and students who do not self-identify as coming from a BAME or Other Ethnic Minority background to proactively support the cause of race equality, and to push themselves to better understand the unique challenges facing people who are from a BAME or Other Ethnic Minority backgrounds.
  • The University will respect the confidentiality of all staff and students and will not reveal information without the prior agreement of the individual.
  • Having consulted with BAME staff and students and the BAME community, theUniversitywill include race issues in internal attitudinal surveys, and when monitoring complaints of harassment.
  • In providing accommodation for students, any concerns or issues raised by BAME students will be handled by the accommodation office and will be treated fairly and in line with the University’s obligations under equality law.
  • The University will provide a supportive environment for staff and students who wish to report a breach of this policy or a hate incident. This shall include developing a service for those who wish to report such incidents confidentially. 

All staff and students are responsible for the promotion and advancement of this policy. The Joint Equality and Diversity Committee shall monitor that the University is fulfilling its corporate obligations. Individual behaviour, actions or words that transgress the policy will not be tolerated and where appropriate will be dealt with in line with the University’s Dignity at Work and Study Policy.

The policy is applicable to all those who interact with the University. This includes, but is not limited to, staff, students, suppliers, and visitors. The policy applies to all processes relating to employment, education and to any dealings with customers and clients. Decision-making in relation to all university activities will be based on objective criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed as necessary to reflect changes in the law, demographics and internal requirements.               

Policy Statement on Sexual Orientation Equality        

The University of Wolverhampton (hereafter ‘the University’) is fully committed to promoting LGB equality and eliminating unlawful discrimination, harassment and victimisation on grounds of sexual orientation.  

'Sexual Orientation' is identified as a protected characteristic within the Equality Act 2010, covering the sex(s) someone is sexually attracted to. Where this policy uses the term 'LGB' it is intended to cover people who do not define themselves as heterosexual. This policy does not cover trans people except where they also identify within the LGB term. The University has a separate policy statement on Gender Identity Equality

The University celebrates and values the diversity of its student population and workforce, and believes that it will benefit from employing LGB people at all levels of responsibility, thus hoping to provide role models for students who identify as LGB. The University will treat all staff and students with respect, and seeks to provide a positive working and learning environment free from discrimination, harassment or victimisation.

The University recognises that its students, staff and visitors come from diverse cultures and backgrounds and may hold personal beliefs that differ from the beliefs and values articulated by this policy or other University policies.  Whilst respecting individuals' personal beliefs and acknowledging its duties not to discriminate on the grounds of religion or belief, the University expects its students, staff and those who otherwise engage with it to uphold the values in its strategic plan and associated policies, practices and procedures at all times when engaging with the University.

The Universityvalues The LGBT Staff Network and believes its work enhances the University experience for all staff and students. Line-managers must support those LGB staff members who wish to engage with The LGBT Staff Network i.e. attend its meetings or events during worktime. The University will also provide appropriate logistical support for LGB student groups and representatives.

The University undertakes the following.

  • Homophobic or biphobic abuse, harassment or bullying (name-calling/derogatory jokes, unacceptable or unwanted behaviour, intrusive questions) will not be tolerated and will be dealt with in line with the University’s Dignity at Work and Study Policy.
  • Homophobic or biphobic propaganda, in the form of written materials or inappropriate music, graffiti or speeches, will not be tolerated. The University undertakes to remove any such propaganda whenever it appears on the premises.
  • Students will not be denied access to courses, progression to other courses, or fair and equal treatment while on courses because of their sexual orientation.
  • The curriculum will be examined and adapted where appropriate to ensure that it is delivered and developed in a way that it is inclusive.  This will include ensuring that it does not rely on or reinforce stereotypical assumptions about LGB people, and that it does not promote homophobic or biphobic material.
  • Staff will not be excluded from employment, promotion or staff development opportunities because of their actual or perceived sexual orientation.
  • The University recognises that LGB staff and students come from diverse backgrounds, and many face the possibility of multiple-discrimination. It will therefore strive to ensure they do not face discrimination on the grounds of their sexual orientation or in relation to other aspects of their identity, for example, their race, age, religion, disability or gender identity. In addition, assumptions will not be made about the gender of partners of LGB staff or students.
  • The University will ensure that its environment, in terms of its pictures, images, publicity materials and literature, reflects the diversity of its staff and students.
  • Equality and diversity issues in general and issues around sexual orientation where appropriate will be addressed explicitly within performance management and staff/student reward schemes.
  • Where data analysis identifies ongoing and significant disparities between the experiences, outcomes or perceptions of LGB students / staff compared to others the University will seek to address the issues.
  • The University will include issues around sexual orientation within equality and diversity training. This shall include explaining to staff members how homophobia and biphobia can manifest itself through unconscious bias or micro-aggressions. 
  • The University will encourage heterosexual staff and students to proactively support the cause of LGB equality, and to push themselves to better understand the unique challenges facing LGB people.
  • The University will respect the confidentiality of all LGB staff and students and will not reveal information without the prior agreement of the individual.
  • The University will provide a supportive environment for staff and students who wish their sexual orientation to be known. However, it is the right of the individual to choose whether they wish to be open about their sexual orientation. To ‘out’ someone, whether staff or student, without their permission is a form of harassment and, possibly, a criminal offence.  
  • In providing accommodation for students, any concerns or issues raised by LGB students will be handled by the accommodation office and will be treated fairly and in line with the University’s obligations under equality law.
  • Having consulted with LGB staff and students, and the LGB community, the University will include sexual orientation in internal attitudinal surveys, and when monitoring complaints of harassment.
  • The University will provide a supportive environment for staff and students who wish to report a breach of this policy or a hate incident. This shall include developing a service for those who wish to report such incidents confidentially. 

All staff and students are responsible for the promotion and advancement of this policy. The Joint Equality and Diversity Committee shall monitor that the University is fulfilling its corporate obligations. Individual behaviour, actions or words that transgress the policy will not be tolerated and where appropriate will be dealt with in line with the University’s Dignity at Work and Study Policy.

The policy is applicable to all those who interact with the University. This includes, but is not limited to, staff, students, suppliers, and visitors. The policy applies to all processes relating to employment, education and to any dealings with customers and clients. Decision-making in relation to all university activities will be based on objective criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed as necessary to reflect changes in the law, demographics and internal requirements.               

Policy Statement on Gender Identity Equality

The University of Wolverhampton (hereafter ‘the University’) is fully committed to promoting trans equality and eliminating unlawful discrimination, harassment and victimisation on grounds of gender identity.  

The University recognises that there can be differences between physical sex and gender identity The University is fully committed to eliminating unlawful discrimination, including harassment and victimisation, on the grounds of gender identity.  Where this policy refers to ‘trans and non-binary people’, it has in mind people who do not identity with the gender assigned to them at birth. This includes, but is not limited to, those who are undergoing or have completed, gender reassignment surgery.  The University also recognises that it is up to each individual how they choose to express their gender identity, and that the University should take all appropriate steps to facilitate this self-expression.

The University celebrates and values the diversity of its student population and workforce, and believes that it will benefit from employing trans and non-binary people at all levels of responsibility, thus hoping to provide role models for students who identify as trans. 

The University recognises that its students, staff and visitors come from diverse cultures and backgrounds and may hold personal beliefs that differ from the beliefs and values articulated by this policy or other University policies.  Whilst respecting individuals' personal beliefs and acknowledging its duties not to discriminate on the grounds of religion or belief, the University expects its students, staff and those who otherwise engage with it to uphold the values in its strategic plan and associated policies, practices and procedures at all times when engaging with the University.

The Universityvalues The LGBT Staff Network and believes its work enhances the University experience for all staff and students. Line-managers must support those trans or non-binary staff members who wish to engage with The LGBT Staff Network i.e. attend its meetings or events during worktime. The University will also provide appropriate logistical support for trans and non-binary student groups and representatives. 

The University undertakes the following.

  • Transphobic or enbyphobic abuse, harassment or bullying (name-calling/derogatory jokes, unacceptable or unwanted behaviour, intrusive questions) will not be tolerated and will be dealt with in line with the University’s Dignity at Work and Study Policy.
  • Transphobic or enbyphobic propaganda, in the form of written materials or inappropriate music, graffiti or speeches, will not be tolerated. the Universityundertakes to remove any such propaganda whenever it appears on the premises.
  • Students will not be denied access to courses, progression to other courses, or fair and equal treatment while on courses because of their gender identity.
  • Trans and non-binary people have the right to use the correct facilities for their gender identity, including changing rooms and toilets. A trans or non-binary person should not be required to use disabled toilet facilities, nor facilities of their previously assigned gender. Where the University provides All Genders facilities, these are provided solely as an alternative for those trans and non-binary people who choose to use them.
  • Where female-only spaces exist within the University, they should be open to all whom self-define and live as women, including transwomen. Where male-only spaces exist within the University, they should be open to all whom self-define and live as men, including transmen.
  • The curriculum will be examined and adapted where appropriate to ensure that it is delivered and developed in a way that it is inclusive.  This will include ensuring that it does not rely on or reinforce stereotypical assumptions about trans and non-binary people, and that it does not promote transphobic or enbyphobic material.
  • Staff will not be excluded from employment, promotion or staff development opportunities because of their gender identity.
  • The Universityrecognises that trans or non-binary staff and students come from diverse backgrounds, and many face the possibility of multiple-discrimination. It will therefore strive to ensure they do not face discrimination on the grounds of their gender identity or in relation to other aspects of their identity, for example, their race, age, religion, disability or sexual orientation. In addition, assumptions will not be made about the sex of partners of trans or non-binary staff or students.
  • The Universitywill ensure that its environment, in terms of its pictures, images, publicity materials and literature, reflects the diversity of its staff and students.
  • Equality and diversity issues in general and issues around gender identity where appropriate will be addressed explicitly within performance management and staff/student reward schemes.
  • Where data analysis identifies ongoing or significant disparities between the experiences, outcomes or perceptions of trans and non-binary students / staff compared to others the University will seek to address the issues.  
  • The Universitywill include gender identity issues in equality training. This shall include explaining to staff members how transphobia can manifest itself through unconscious bias or microaggressions. 
  • The University will encourage cis-gendered staff and students to proactively support the cause of gender identity equality, and to push themselves to better understand the unique challenges facing trans and non-binary people.
  • The University will respect the confidentiality of all trans and non-binary staff and students and will not reveal information without the prior agreement of the individual.
  • The Universitywill provide a supportive environment for staff and students who wish their gender identity to be known. However, it is the right of the individual to choose whether they wish to be open about their gender identity. To ‘out’ someone, whether staff or student, without their permission is a form of harassment and, possibly, a criminal offence. 
  • The University will seek to anticipate the needs of trans and non-binary people and make reasonable adjustments.  Some adjustments are, however, dependent on the University knowing that a member of staff or student identifies as trans or non-binary.  Such potential limitations on the University's ability to make adjustments will be highlighted to staff and students to assist them in making informed decisions on disclosure. 
  • Staff and students undergoing medical and surgical procedures related to gender reassignment will receive positive support from the Universityto meet their particular needs during this period. The process for Staff Members is outlined in the Trans and Gender Reassignment Policy and Procedure for Staff.
  • Procedures to monitor and manage student / staff absence will take account of absence for reasons relating to gender reassignment.
  • Having consulted with trans and non-binary staff and students and the trans and non-binary community, theUniversity of Wolverhamptonwill include gender identity in internal attitudinal surveys, and when monitoring complaints of harassment.
  • In providing accommodation for students, any concerns or issues raised by trans and non-binary students in relation to gender identity will be handled by the accommodation office and will be treated fairly and in line with the University’s obligations under equality law.
  • The University will provide a supportive environment for staff and students who wish to report a breach of this policy or a hate incident. This shall include developing a service for those who wish to report such incidents confidentially. 

All staff and students are responsible for the promotion and advancement of this policy. The Joint Equality and Diversity Committee shall monitor that the University is fulfilling its corporate obligations. Individual behaviour, actions or words that transgress the policy will not be tolerated and where appropriate will be dealt with in line with the University’s Dignity at Work and Study Policy.

The policy is applicable to all those who interact with the University. This includes, but is not limited to, staff, students, suppliers, and visitors. The policy applies to all processes relating to employment, education and to any dealings with customers and clients. Decision-making in relation to all university activities will be based on objective criteria only and any irrelevant information will not form part of the process.

The policy will be reviewed as necessary to reflect changes in the law, demographics and internal requirements.