Reduced inequalities

At the University we are proud of our continuing record in giving people opportunities in higher education, especially where they might be the first in their family to have this chance. In 2019/20, 5719 (fte) students began a qualification with us, of whom 2525 (44%) were from families where neither parent had experience of higher education.

This extension of opportunity applies internationally too, with many of our international students coming from countries classed as low or low-middle income by the World Bank. In many cases these students are support by fee-reduction scholarships. The significance of this effort is reflected in the extent of the market share held by the University in many of the largest of these country-markets:

• Nepal 21%

• Pakistan 9%

• Vietnam 7%

• Egypt 4%

• Algeria 3%

• Nigeria 3%

• Sri Lanka 3%

• India 2%

 

The University has in place extensive measures against discrimination:

The University has an admissions policy which is non-discriminatory and which is publicly available on its website.

The University’s Access and Participation Plan (APP) sets targets for access to the University from underrepresented groups, and as part of the APP process there is measurement and tracking of the performance of these groups in the application process, including from BAME, female, disabled, white working-class male (and therefore under-represented) students, and other groups including care-experienced students

Programmes to recruit students from under-represented groups are run by the Schools and Colleges Liaison Service, including, for example, work with schools and colleges in areas of low participation like the Progression Module, which provides structured support on researching and applying for higher education, celebrates success in doing so, and on completion is awarded with an equivalent in UCAS tariff points for those applying to our courses.

We work to recruit under-represented groups into our staff groups and increase their employability, including for example the widely recognised scheme to bring people with learning difficulties into work experience opportunities with the University, shortlisted for the Times Higher Education Awards 2020.

We have policies in place to enable the recruitment, retention and development of female faculty. The University has been a member of the Athena SWAN Charter for gender equality since 2015. The Charter was developed to encourage and recognise commitment to advancing the careers of women

in research and academia. It recognises the advancement of gender equality through representation, progression and success for all. In 2020 the University renewed its Bronze Athena SWAN Award for Gender Equality. Within the University, the School of Applied Sciences holds a departmental Athena SWAN Silver Award, and Huddersfield Business School and Music, Humanities & Media each hold a departmental Athena SWAN Bronze Award.

 

The University has established anti-discrimination and anti-harassment policies

The University’s Equality, Diversity and Inclusion Committee structure covers the entire domain of student and staff activity at the institution and has the responsibility to advise on the necessary policies, programmes, and training related to diversity, equity, inclusion and human rights at the institution.

There are opportunities for mentoring, counselling, and peer support to support members of the University community: for example, with care-experienced students through the work of care leaver support coordinators, or amongst staff through the work of diversity champions and the networks for BAME, LGBTQI+, female, and disabled staff.

The University’s facilities and services are accessible for people with disabilities, as required by the relevant equalities legislation. This is supported in particular by Disability Services, part of the Student Services Directorate, and it includes work with applicants to assist in the transition into university.