Page content
Equality Scheme Action Plan
We are currently seeking feedback on our draft Equality Scheme Action Plan. This action plan is intended to service our commitments set out within our Equality Scheme. We will report progress on the actions within the Equality Scheme Action Plan within our Section 75 Annual Progress Report (S75 APR). Feedback on our draft Equality Scheme Action Plan should be made exclusively via the Equality Inbox. The closing date for comments is Friday 8 August 2025.
In line with the commitments set out in its equality scheme, Ulster University is currently developing an action plan to promote equality of opportunity and good relations. The action plan is being developed and prioritised based on a review of effectiveness of the University’s equality scheme (an audit of inequalities). This review gathered and analysed information across the Section 75 categories to identify any inequalities that may exist for service users and those affected by University policies.
The action plan will last for three years to align with the University’s corporate planning cycle. Implementation of the action measures will be incorporated into the University’s business planning process.
The Chief People Officer will oversee and review the implementation of the Action Plan. Progress on the delivery of action measures will be monitored annually; where necessary, action measures will be updated to ensure that the action plan remains effective and relevant to the University’s functions and activities. The University will inform the Equality Commission for Northern Ireland (the Equality Commission) of any changes or amendments to its action plan and will also include this information in its Section 75 annual progress report to the Equality Commission. The University’s Section 75 annual progress report will incorporate information on progress the University has made in implementing its action plans and action measures.
Once finalised, this action plan will be available on this webpage.
For a PDF version of the Draft Equality Scheme Action Plan please see the above tile. Below you will find an alternative version, laid out as web text. In order to make the content more user-friendly, this action plan has adopted a high-level, thematic approach. Each theme includes the following detail:
- Enabling Action
- Rationale
- Timescale
- Accountability (Person responsible )
- Success Measure
Promoting Equality of Opportunity and Good Relations: Compliance with Equality Legislation
Rationale: The University is required by law to have in place an Equality Scheme, based on a template provided by the Equality Commission for Northern Ireland
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: This is a commitment within the University’s equality scheme
Timescale: May 2025
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The University is required to submit a variety of statutory equality reports at specific times. This includes the Section 75 Annual Report (The Northern Ireland Act 1998)
Timescale: Annually
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The University’s current Equality Scheme is due for review in 2028.
Timescale: 2028
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The University is required by law to have in place a Disability Action Plan, based on a template provided by the Equality Commission for Northern Ireland
Timescale: 2022-2027
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The Disability Action Plan will expire in 2027
Timescale: 2027
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The University is required to submit a Section 75 Annual Progress Report (under The Northern Ireland Act 1998) including a report on progress of the equality scheme action plan and Disability Action Plan (under Section 49B of the Disability Discrimination Act 1995)
Timescale: Annually 31 August
Accountability: Chief People Officer
Success Measure: Report submitted on time
Rationale: The University is required to submit an Annual Fair Employment and Treatment Order (FETO) Return (under the Fair Employment and Treatment Order 1998)
Timescale: Annually 6 June
Accountability: Chief People Officer
Success Measure: Statutory requirements met
Rationale: The University is required to submit a Triennial Article 55 Review (the Fair Employment and Treatment Order 1998)
Timescale: 6 February 2026
Accountability: Chief People Officer
Success Measure: Statutory requirements met; Article 55 Affirmative Action Plan implemented and achieved
Rationale: Under Article 19 of the Employment Act (NI) 2016) (pending), the University will be required to publish a Gender Pay Gap Report
Timescale: Annually June
Accountability: Chief People Officer
Success Measure: Resources and protocols in place to ensure statutory requirements of Gender Pay Gap reporting (Article 19 of the Employment Act (NI) 2016) are met
Rationale: A coherent framework would provide an oversight mechanism to take action and monitor strategies to reduce pay gaps
Timescale: 2025
Accountability: Chief People Officer
Success Measure: The University’s ‘Addressing Pay Gaps Strategic Framework Plan 2024-26’ is published and actions within are monitored
Rationale: This is a commitment within our Equal Pay Policy
Timescale: 2026 (Following national review of HERA scheme)
Accountability: Chief People Officer
Success Measure: Equal Pay Review completed, and recommendations endorsed by Senior Leadership Team
Rationale: Awareness of Section 75 among staff and students has increased, but there is still work to be done in this area. Updated guidance on the Section 75 duties is available on our dedicated ‘Equality of Opportunity and Good Relations’ web page, however this requires continuous dissemination and referencing
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Statutory requirements met; Facilitate and carry out events and celebrations to support the raising awareness of the ‘Good Relations’ (S75) duty
Rationale: The University is actively involved in the discussions around government policy through the participation of a number of our academics in working with Conradh na Gaeilge and other experts in advancing draft language and culture strategies for the Executive’s Department for Communities. In January 2021, two members of staff were appointed to the Department for Communities’ Expert Advisory Panels tasked with developing the language strategies (as set out in the New Decade, New Approach Deal)
Timescale: Ongoing; 2025
Accountability: University Provost
Success Measure: Development of a platform for indigenous language and culture – Ulster tongues (develop an intentional and proactive programme) – Ulster Talks sessions; Continue to develop and deliver academic studies – Irish Language degree programme, Ulster Scots Scholarships; Explore and develop additional range of languages to be taught at degree level; Confucius centre – main centre of excellence; The Gaelic Languages of Scotland and Ireland – PEACE Plus project
Rationale: Ulster University is committed to taking proactive stances on EDI; celebrating all people and providing opportunities for all communities. It has a strong tradition of promoting minority languages and culture, particularly Irish and Ulster-Scots, which aligns with the ‘New Decade, New Approach Deal’
Timescale: Annually November; Annually January; Ongoing; Ongoing; Annually March; Ongoing
Accountability: University Provost
Success Measure: Ulster Dialect Week; Burns Night Event; Burns Society activities; Work with John Hewitt Society; Seachtain na Gaeilge (Irish Language Week); Membership of The Forum on languages of Scotland and Ulster
Rationale: Ulster University is committed to fostering good relations. This involves having due regard, in particular, to the need to tackle prejudice, and promote understanding
Timescale: October 2025; October 2025; October 2025; Ongoing; Annually March
Accountability: University Provost
Success Measure: Black History Summit; Inter-campus Sports Tournament; Black Music Festival; Northern Ireland Racial Heritage Project; Race Equality Awards
Rationale: The SU Good Relations Working Group consists of SU Officers, representatives of various SU societies and University staff. The main remit of the Group is to support the implementation of the SU Good Relations Policy and action plan and provide a consultative forum for the SU as and when good relations issues arise
Timescale: Annually
Accountability: Pro-Vice- Chancellor for Academic Quality and Student Experience
Success Measure: Good Relations is promoted across the Student body; Political debate is encouraged through the Ulster University Students’ Union (UUSU) political societies and Good Relations Working Group, in line with the Students’ Union Framework for Political Expression
Policy Development and review
Rationale: The University has committed to review all new and revised policies (in terms of impact on equality of opportunity and good relations) two years following implementation. The Office of the University Secretary maintains a centralised repository of policies
Timescale: 2025
Accountability: Chief People Officer
Success Measure: Maintain an accurate policy repository
Rationale: The University recognises the importance of thorough and timely consultation during the development of new and revised policies. Consultation with the Trade Unions is an integral part of our policy screening process
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Trade Union engagement with the screening process and policy development becomes more streamlined
Equal opportunities and monitoring information
Rationale: The University recognises that data collection and analysis is essential to the effective implementation of the Equality Scheme; The University has computerised information systems for both staff data and student data that have been utilised for all policy screening. Recent HESA audit feedback indicates that some data are incomplete
Timescale: June 2025; June 2025
Accountability: Chief People Officer
Success Measure: Improved quality and accuracy of our EO data; Insight article to publicise exercise; Bi-annual reminders to staff to raise awareness of why we monitor equal opportunities data; All staff encouraged to review and update their equal opportunities data using the self-service area
Rationale: The University is required to submit specific equality data to the Higher Education Statistical Agency (HESA) as part of its annual staff record (see action 20)
Timescale: Annually; 26 September
Accountability: Chief People Officer
Success Measure: Statutory requirements met; HESA return submitted on time
Rationale: Our institutional equal opportunities data demonstrates persistent vertical and horizontal occupational segregation. A tailored approach to using specific welcoming statements may encourage applicants to apply for posts where currently there is under-representation
Timescale: 2025; Ongoing; Ongoing
Accountability: Chief People Officer
Success Measure: Suite of updated welcoming statements approved by Equality Commission for Northern Ireland, and implemented; Increase the numbers of local BAME applicants to Grade 2-6 posts; Increase the numbers of local Protestant applicants to roles on the Derry~Londonderry campus
Rationale: Key equality data is already available on the EDI Unit’s website, to inform policy development (and meet the demands of S75). This provides a general overview of the staff and student equality profiles. The provision of more extensive and explicit data will assist staff to identify and mitigate equality gaps through respective annual planning processes. It will also highlight and increase awareness of equality issues at Ulster
Timescale: Annually (June)
Accountability: Chief People Officer
Success Measure: Key equality data uploaded to website and disseminated to staff
Awareness raising and training
Rationale: The mandatory EDI training for staff is due for review and update in 2025. The University is currently updating its Learning Management System to accommodate tailored online training
Timescale: 2025
Accountability: Chief People Officer
Success Measure: Updated mandatory EDI training implemented and monitored
Rationale: The University uses its website as the primary means of disseminating information; The University is required to comply with the Public Sector Bodies (Websites and Mobile Applications) Accessibility Regulations 2018
Timescale: 2025
Accountability: Chief People Officer
Success Measure: Web content monitored continuously and updated to improve accessibility; Extensive guidance on ‘accessible content’ available on UU web pages; Training on ‘developing accessible content’ rolled out to staff; Adobe Pro supplied to staff as required for example, when issuing all staff and student information; The content of a published document is available in accessible Word format; Agreed institutional approach for rolling out training and guidance on ‘content accessibility’
Rationale: The EDI in the Curriculum Toolkit was developed by the Learning Enhancement Directorate led Inclusive and Accessible Curriculum and Assessment workstream; The Toolkit was developed to support Ulster staff, and our Further Education partners to reflect at a modular level to further build on their inclusive practices by considering learning design, teaching, and assessment through an EDI lens
Timescale: 2025-2027
Accountability: Pro-Vice-Chancellor for Academic Quality, University Provost
Success Measure: EDI toolkit pillars introduced and embedded in subject revalidation under quality assurance; Community of Practice established in each faculty with action plans developed and implemented
Rationale: The development of the EDI@UU programme for students provides a generic and modular training resources for students to acquire knowledge and understanding of key concepts and principles of Equality, Diversity and Inclusion
Timescale: 2025-2027
Accountability: Pro-Vice-Chancellor for Academic Quality and Student Experience
Success Measure: Programme embedded within Blackboard to ensure integration into learning platforms; Independent access through the online Student Success Centre for flexibility and self-directed learning; Delivered both face-to-face and online, providing multiple engagement opportunities across all campuses; Total of students accessing the programme during induction 4000 per year
Rationale: The UU Cultural Competence Framework aims to provide staff and students with self-awareness, knowledge, skills and practical considerations of equality and intersectionality in all areas of teaching, learning, research and professional services; An understanding across the University community of the components of cultural competence and how these apply to all equality groups can support trust and communication, promote more effective inclusive practices to prevent disparities or discrimination, and will enhance an inclusive working environment
Timescale: 2025-2027
Accountability: Chief People Officer
Success Measure: Cultural Competence Framework developed and disseminated across University directorates; Introductory sessions of cultural competence delivered to staff and students; Agreed institutional approach for rolling out training and guidance based on the Cultural Competence Framework
Delivering our strategic commitment and focus on EDI
Rationale: A dedicated and cohesive team is required to galvanise and ensure the delivery of the strategic commitment and focus on EDI and principles outlined within the institutional ‘People, Place and Partnership -Delivering Sustainable Futures for All’ strategy
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Terms of reference for Steering Group agreed to reflect the People, Place and Partnership -Delivering Sustainable Futures for All’ strategy; Steering Group meets three times per annum to advocate and champion the delivery of EDI activities and related practices across the University; Institutional ‘People, Place and Partnership -Delivering Sustainable Futures for All’ strategy aligns with Equality Scheme requirements
Rationale: An EDI Steering Group provides scrutiny and oversight at senior levels
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Clear committee reporting line established and followed; EDI reports presented to University’s Resources and People Committees
Address gender inequalities
Rationale: The Athena Swan Charter provides a structured and progressive framework for identifying, reviewing and improving the experiences of female staff (in terms of representation, progression and success), whilst considering intersectionality; The University has held an Athena Swan institutional Bronze Award since 2013 and a Silver Award since May 2023. The Silver Award specifically recognises significant commitment and progress towards gender equality
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: Ongoing success of achieving Athena Swan awards across the institution; All Schools, Faculties and Departments maintain or improve Award received
Rationale: The Athena Swan Action plan is an integral part of our Silver Charter Award. The plan sets out to address gender inequalities and embed inclusive cultures in line with the Athena Swan Charter commitments
Timescale: 2023-28
Accountability: Chief People Officer
Success Measure: Action Plan implemented
Rationale: The University has been a member of Diversity Mark since May 2022. In December 2022, Ulster University was awarded Bronze Diversity Mark accreditation in recognition of its commitment to creating an inclusive and diverse workplace, through a series of planned activities (a SMART action plan)
Timescale: June 2025
Accountability: Chief People Officer
Success Measure: Diversity Mark SMART Action Plan implemented; Diversity Mark Accreditation renewed
Rationale: Ulster University does not currently offer childcare as an on-site service provision to staff or students. We have convened a Childcare Working Group within the University to determine the feasibility and practicability of childcare facilities for students and staff at Ulster. This Group is overseeing a number of current activities which include:
- running a staff and student survey this autumn to help scope current internal demand;
- exploring options with a number of childcare providers located close to each of our campuses to determine the feasibility of subsidised provision;
- considering an in-house provision, although recognising that the current childcare market is beset with some challenges in relation to workforce; and
- exploring with other local employers whether any collaborative arrangements could be enacted to enable more sustained long-term provision
Timescale: 2025 to 2026
Accountability: Chief People Officer
Success Measure: Review completed and paper submitted to the Senior Leadership Team
Rationale: Green Dot is an active bystander training programme for staff and students to creating a safe and supportive environment for all students and staff. The Green Dot Campaign aims to empowers individuals within our community to address unwanted sexual experiences, gender-based violence, domestic abuse and harassment.
Timescale: 2025-2027
Accountability: Pro-Vice-Chancellor for Academic Quality and Student Experience, Chief People Officer, University Provost
Success Measure: Increased number of staff and student attending the Green Dot training from the current number of 1300 up to 4000 in three years; Increased number of participants (students and staff) attending the Green Dot Train the Trainer programme from the current number of 50 participants to 150 in three years
Rationale: The Policy on Equality for Transgender Staff and Students was last updated in 2017. However, as current legislation in Northern Ireland continues to be subject to scrutiny due to the need for an updated and fit for purpose legislation, at this point in time the University plans to develop a framework of good practice and guidance to supporting Transgender staff and students and those transitioning
Timescale: 2025-2027
Accountability: Chief People Officer, Pro-Vice-Chancellor for Academic Quality and Student Experience
Success Measure: Transgender Code of Practice and Guidance Framework developed, agreed and implemented across the institution; Transgender and non-binary awareness training delivered for students and staff
Rationale: Aurora is a unique leadership development programme for women and is delivered over an 8-month period. It combines 4 interlinked development days; two action learning sets; self-directed learning and in-house mentoring; Aurora is higher education's most renowned leadership development initiative for women. Run as a collaboration between Advance HE in conjunction with higher education institutions and advocates - known as Aurora Champions - it addresses the under-representation of women in leadership positions. Aurora is a leadership ignition journey, inspiring women to aspire and achieve leadership positions within higher education
Timescale: Ongoing
Accountability: Chief People Officer
Success Measure: 8 spaces sponsored each year on Aurora. Provide participants with a positive experience of leadership and inspire them to recognise their talent and capabilities and support them to aspire and achieve leadership positions within higher education
Rationale: The Scheme was set up to supporting staff both academic and professional, technical and operational who are carers returning from their leave with opportunities of their choosing that can potentially advance their career prospects
Timescale: 2025-2027
Accountability: Chief People Officer
Success Measure: Increased by 25% the number of eligible participants of the scheme (currently 44 people awarded in the last 12 months)
Rationale: The development of a Carers’ Policy is a fundamental step forward advancing our gender equality commitments
Timescale: 2025-2027
Accountability: Chief People Officer
Success Measure: Carers’ Working Group established and Terms of Reference agreed; Carers’ Policy developed and implemented; Ulster University Carers Network established
Address race equality
Rationale: Advance HE’s Race Equality Charter helps institutions in their work to identify and address the barriers facing Black, Asian and minority ethnic staff and students, while also providing a framework for action and improvement; The University is committed to advancing Race Equality
Timescale: 2024 – 2025 for initial REC development; Race relations work – ongoing
Accountability: Chief People Officer
Success Measure: Advance HE Race Equality Charter Award(s) achieved
Rationale: The development and implementation of the University’s Race Equality Charter Action Plan(s) will set out SMART objectives to proactively advance racial and ethnic equality at the organisation for staff and students; The University is committed to advancing Race Equality
Timescale: 2028
Accountability: Chief People Officer
Success Measure: Race equality action plan developed, refined and implemented
Advance age equality
Rationale: The Age-Friendly University Global Network Membership promotes age equality by engaging with the ten principles of the age-friendly university; The University is committed to age equality
Timescale: 2025
Accountability: Chief People Officer
Success Measure: Become a member of the Age-Friendly University Global Network
Rationale: An Age Equality Action plan will set out actions to promote age equality; The University is committed to age equality
Timescale: 2025
Accountability: Chief People Officer
Success Measure Age Equality Action Plan in place and actions implemented
