Mainstreaming report 2025

1. Context

   The University has a statutory obligation to comply with the provisions of the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012.  As part of these regulations the University is required to publish a report every two years on how we have integrated the equality duty into our functions.  This is commonly known as the mainstreaming report and the current deadline for publication is 30th April 2025.

2. Outline of the Report

   The draft report is a much-refined version of previous versions of our mainstreaming activities. This report focuses on highlighting key components of the work which the University has done over the past two years to integrate EDI into our daily activities throughout campus. 

   The report summarises the work which has been done to draft and launch our first EDI Strategy and some of the main changes relating to the set-up of the EDI team.   Key challenges have also been discussed including the wider financial and political impacts on the Higher Education sector.

   Finally, the University is also required to publish data on the composition of Court.  Whilst there is only a legal requirement to publish information on the protected characteristic of sex, the report is also publishing demographic information relating to ethnicity and disability.

Mainstreaming report 2023-2025

1. Strategic importance of EDI

The University of Dundee set out a new strategy in 2022-2027 with the vision to be a university globally renowned for our social purpose, delivered through our intensity and excellence in research, education, and engagement. This strategy had five core values at core: 

• Valuing people
• Working together
• Integrity
• Making a difference
• Excellence 

These values and the vision around social purpose align with all aspects of equality, diversity and inclusion (EDI). This led the University to consult with students and staff on the development of a specific EDI Strategy. This strategy ties in with the core purpose of the University and has four themes: 

1. Inclusive campus communities

   Where everyone feels valued, respected, empowered, safe, and able to achieve their full potential.

2. Workforce diversity

   That harnesses the power of representative backgrounds, experiences, and perspectives, encouraging creativity, and dynamic research and teaching outcomes.

3. A vibrant research culture and environment

   That actively promotes an inclusive atmosphere, enhancing collaboration and innovation, fostering societal impact via transformative discoveries.

4. Equity in educational achievement and experience

   Ensuring a proactive, accountable educational approach empowering every student to excel and thrive.

The EDI Strategy forms the basis of the Equality Outcomes the University will work towards in the 2025-29 period and will be embedded in the University’s strategy at the next review cycle. 

2. EDI Architecture at the University 

2.1 Changes to EDI Architecture

The University commissioned Leading Kind to conduct a review of EDI provision at the organisation. Their report suggested a revised structure of EDI within the University including a Deputy Director level post. The University recognised the slow progress it had made regarding EDI and invested in this new structure. Once the Director level post was appointed, the structure was reviewed based on the required areas of expertise across the organisation. The new structure is set out in organigram one: 

This structure was fully staffed by December 2024, and therefore the team is still embedding in the organisation. The EDI team sits within the People Directorate however has responsibility for student and staff activity across the organisation. 

The University EDI Committee Co-Chairs requested a review of the committee’s terms of reference and membership to ensure the structure supported the strategic ambitions of the organisation, with the right representation within the committee to reflect this. This review occurred over the summer of 2024, and the new committee was enacted in autumn 2024.

As part of the committee’s business a proposal was made to review the structure reporting to the EDI Committee and beyond. This was agreed in principle and the EDI team are working towards this proposal (see Appendix A).

2.2 Court Diversity

The University Court is the highest decision-making body within the University of Dundee and comprises of 22 members. In 2024, the diversity of the membership of Court was as follows:

• Court composition by sex
  • 50% male
  • 50% female
• Court composition by ethnicity:
  • 23% BAME
  • 77% white
• Court composition by declared disability:
  • 100% no disability
  • 0% disability

3. External influences

3.1 SFC/EHRC - NEOs 

The Scottish Funding Council (SFC) and the Equality and Human Rights Commission (EHRC) in Scotland have worked together to produce a report entitled Tackling Persistent Inequalities Together. This report highlighted areas within tertiary education where progress against equality markers has been slow. In recognising these persistent inequalities, the SFC is requesting that universities in Scotland support activities to mitigate these inequalities through National Equality Outcomes (NEOs). The NEOs, as listed by the SFC, requires the University to have consideration of the following when setting its Equality Outcomes:

• Success and retention of students
• Satisfaction levels of disabled students
• The imbalance on courses by sex
• The mental health of staff and students
• Proportionate representation of staff and Court, regarding disability and race.

The University has incorporated the published NEOs into our revised Equality Outcomes and a full explanation of this can be found in our Equality Outcomes Report.

3.2 Research Excellence Framework (REF) 2029 

The University of Dundee is committed to supporting EDI for REF 2029 and ensuring that all our practices for this assessment are aligned with the funding bodies’ principles of transparency, consistency, accountability and inclusivity. Our commitment to supporting and promoting EDI in research careers will apply significant measures to acknowledge the effect that individual circumstances may have on research productivity during the assessment period. 

To ensure our REF-related procedures do not inadvertently discriminate or otherwise treat participants unfairly, the University of Dundee will deliver bespoke EDI training to all staff members involved with the REF 2029 exercise, including external assessors. We will also review and equality impact assess our REF Code of Practice and ensure continuation of this throughout preparation of our REF submission. This will further support our development of more inclusive research communities and fulfil our legal obligations.  

4. Challenges and opportunities 

4.1 Significant turnover of staff in senior/influential roles 

The Equality, Diversity and Inclusion Team within the University has undergone a period of significant change within the last two years. Our former Head of EDI retired in January 2024 and a new position of Deputy Director of EDI was recruited in February 2024. This provided a catalyst for completing the expansion of the team to its current capacity [see organigram above]. Following recommendations from external consultants, the Deputy Director of EDI has reorganised the team and expanded the headcount from 2.0 FTE to 5.0 FTE. The investment in the team brings a depth of new knowledge and experience enabling us to increase our support of organisational change and embedding EDI within the University. 

The University has also appointed a senior academic to the position of Assistant Vice Principal of Equality, Diversity and Inclusion. Professor Hari Hundal was chosen through a competitive process and awarded this role in September 2023. The remit for this role is to undertake strategic development of equality, diversity and inclusion within our Schools. 

EDI’s profile has also risen within Academic Schools and the position of Assistant Dean for People and Culture has been established within each discipline. Central to the remit of this post is responsibility for EDI within each academic discipline and a cross-organisational network has been established to enable these leaders to share concerns and examples of good practice.  

4.2 Development of the EDI Strategy 

October 2024 saw the launch of the University of Dundee’s first dedicated EDI strategy. This document will support the University’s corporate strategic objectives by embedding an inclusive campus where everyone can work and learn to their full potential. Our EDI Strategy is designed to go beyond the boundaries of our campus and is intended to foster our ambition to transform lives both locally and globally.

The strategy was developed by our Assistant Vice Principal for EDI in consultation with senior management, staff networks representing different protected characteristics, trade unions, as well as wider engagement with staff across Academic Schools and Directorates. The strategy also reflects our current work in relation to gender and race equality as expressed through our activities towards retaining external Athena Swan (gender) and Race Equality charters. Iterations of the strategy were presented to the EDI governance committee before the official launch. 

4.3 Economic circumstances 

The University has faced a challenging five months, with the announcement of the significant financial difficulties which requires immediate action. The reasons for this have amplified across the years, and which relate to a range of political and economic factors, both from a UK and Scottish specific context. These include:

• Differing funding models for HE across the UK, which has resulted in underfunding for several years, arguably decades.
• Impacts of political policies relating to migration and visas.
• Inflationary pressure.
• Increases in tax burden.

The University took immediate action to address this and are currently building a recovery plan which will be shared with the University community in the near future. The University intends to continue with its strategy, however some of the activities will be paired back to reflect the financial envelop of the organisation. This includes the EDI Strategy, which will be reviewed to ensure that progress is made where possible.

It should be noted that as part of the Managing Organisational Change Policy, equality impact assessments are required as part of the recovery plan.

5. Mainstreaming examples

The University has a range of examples of mainstreaming activity from between 2023-25. For the purposes of this report these have been structured under the three elements of the Equality Act 2010 General Duty. These are not exhaustive examples, but rather a display of the range of activities ongoing across the organisation.

5.1 Elimination of discrimination, harassment, victimisation and other conduct that is prohibited by the Act.

5.1.1 New Dignity at Work and Study (DAWS) Policy 

In 2024, the University undertook a review of the Dignity at Work and Study Policy. This policy provides guidance on how both staff and students can recognise and report instances of bullying and harassment. Previous feedback indicated that the former process was potentially cumbersome and occasionally not fit for purpose. The Deputy Director of EDI completed this review and streamlined the process for resolving any complaints. The new policy was published in October 2024 together with a toolkit to explain the processes involved to support the implementation of this policy.  

5.1.2 Support pack incorporating sexual harassment in the workplace legislation 

In addition to the revisions to the DAWS Policy, the University has published a support pack for staff so that they are able to better understand and apply the policy. This includes more detailed information in relation to the University’s statutory obligations in relation to sexual harassment. This confirms our commitment in practice to providing an inclusive, accessible and safe environment for learning and working. 

5.1.3 Training provision 

Since 2022 the University has encouraged all staff to complete a mandatory course in equality in the workplace. This is a generic course that covers the basic requirements that staff need to know relating to our obligations under the Equality Act 2010 and positive behaviours in the workplace.

The table below outlines the completion rates, by staff category biennially.

A review of equality, diversity and inclusion training was completed in July 2024 and we have introduced a comprehensive set of e-learning modules for staff. These new modules focus on specific areas of EDI enabling learners to enhance their knowledge and be able to apply this in practical situations in the workplace. Examples of these new courses include: 

• Sexual Harassment in the Workplace
• Equality Impact Assessment Analysis
• Unconscious Bias
• Supporting Staff and Students with a Disability
• Let’s Talk About Race in the Workplace 

We will be introducing more modules throughout the year including awareness raising on antisemitism, Islamophobia, supporting LGBT staff and students, and more. 

5.1.4 Emily Test 

The Emily Test is a Scottish Charity that has created a charter for colleges and universities to tackle gender-based violence (GBV). It seeks to ensure that our approach to GBV is designed to instil minimum standards of excellence in what we do in terms of prevention, intervention and support. There are 5 principles with over 40 minimum standards that the University must meet in order to achieve the Emily Test charter. We have created an action plan detailing how we will achieve these benchmarks, and the University is currently preparing an application which will be assessed before a panel of experts in 2025. 

5.2 Advancing equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it

5.2.1 Scholarships

The re-introduction of the Taliban government in Afghanistan has led to severe limitations of the ability of women to access education and development opportunities in the country. Recognising this inequality, the University of Dundee established the Afghan Women Humanitarian Scholarship, which is open only to females of Afghan nationality, and is the only scholarship of its type in the UK. This was launched in 2023 and offers eligible women the opportunity to pursue postgraduate qualifications in a range of courses. Our first graduates of this Scholarship received their degrees in 2024. 

The School of Life Sciences offers two fully funded Masters by Research Scholarships to Black British students in recognition of their under representation at postgraduate level. This Scholarship was introduced in 2024 and our first recipients have shared some of their thoughts on this opportunity here.  

The University continues to support students from around the globe through our Vice-Chancellor's Scholarships. Undergraduate and Postgraduate students from different areas of the world can apply for up to £4,000 per year of study. We also have a specific scholarship for students from Vietnam. Additionally, our Global Citizenship Scholarships recognise applicants who demonstrate strong alignment with the University of Dundee's values of valuing people; working together; integrity; making a difference and excellence. 

5.2.2 Support for staff and students during conflict and humanitarian disaster 

In 2023, the University published support for staff and students who may be affected by conflict or humanitarian disasters in other areas of the globe. We recognise that we are an international community within the University and that there is the potential for staff or students to be affected by world events. As a University of Sanctuary we seek to offer a welcoming, safe and supportive environment for anyone in our community who has been displaced by humanitarian crises. Our guidance informs staff and students who may be affected by such crises on how the University can support them during difficult times.

5.2.3 Wellbeing Portal 

The University has launched a wellbeing portal to support staff. It is modelled on the New Economics Foundation’s ‘5 Ways of Wellbeing Model’ as shown below. 

The University offers support and learning on wellbeing in relation to 

1. Physical
2. Financial
3. Mental
4. Spiritual
5. Social

The Wellbeing Portal contains information specific to EDI and contains links to relevant EDI policies and other information to support staff. Data shows that over a third of staff have visited the wellbeing portal. 

In addition to the portal, the University hosted its first wellbeing week in September 2024. This approach was part of the strategy to promote the portal. Metrics from the Wellbeing Week site showed that there were 687 individual viewers resulting in the site receiving good exposure and helping to raise awareness. The week hosted 46 separate activities across five days with over 200 people attending. Feedback received from attendees of various events was positive, with many of the events sold out. 

5.2.4 Aurora/Diversifying Leadership Alumni 

The University continues to support marginalised groups to achieve their full potential. To enable this, we continue to participate in leadership development courses for women and people from minority ethnic communities. Advance HE run two such development courses, Aurora for women and Diversifying Leadership for minority ethnic staff, with the University supporting the following number of staff from the past three years:

23/24 – 6 people attended

Feedback from these courses is generally positive and evidence shows that alumni from these are often successful in achieving promotion to management positions, including positions outside of the University, thereby indicating a strong success rate for participants.   

5.2.5. Researcher Returners Fund 

It is recognised that researchers are affected in their careers when taking extended time off for the purposes of family leave. The University has introduced a new policy in 2024 that will support returning eligible academics to re-establish their careers for a short period by reducing their teaching commitments. This will facilitate a renewed focus on re-establishing research momentum.

Examples of the support provided include:

• Research leave: Staff can apply for a four-month period of leave to focus on regenerating their research portfolios.
• Teaching relief: Temporary teaching cover will be provided for the duration of the research leave.
• Funding support: For conferences and other external opportunities.
• Mentorship opportunities: Senior leaders within each School will mentor returning academics to provide guidance on research reintegration. Staff will also be encouraged to utilise additional opportunities available through the Talent and Development mentoring programmes.

5.2.6 Period Policy 

The University of Dundee has been providing free sanitary products to staff and students since 2017. We have also been successful in implementing a pilot scheme where we can now order and deliver recycled and reusable sanitary products across each of our campuses. By addressing the issue of period poverty, the University has increased the accessibility of basic products whilst also supporting the United Nations Sustainable Development Goals. Products are also available in all bathrooms, regardless of sex, throughout our campus locations.

We also continue to promote our ‘period library’ so that staff and students have access to a wide range of educational books relating to menstruation and the menopause. It is intended that these materials will help to normalise conversations about periods and to remove remaining stigma on this subject.

In 2024, a Period Policy for staff was developed with the purpose of enabling staff who are experiencing adverse menstrual symptoms to get the support they need in order to manage their symptoms at work. It provides key definitions, guidance on having sensitive conversations and examples of support that can be put in place. It’s quite similar in spirit to our existing Menopause Policy.  The policy is now available on the University website here: Period policy for staff. It has also been added to the Staff Wellbeing Portal and the new People A-Z so that all staff can access this information. There is also a dedicated space on the Staff Wellbeing Portal for support relating to Periods and Menopause.

5.2.7 Employability and Disabled Students

Upon reviewing the graduate outcomes of all UoD graduates through the lens of EDI it became clear that students with a disability were experiencing lower positive graduate destinations than those without a disability. In mid-2023 the University of Dundee Careers Service decided to respond to this gap and focus efforts and resources in this area. To increase the opportunities and inclusion of disabled students and graduates, the University of Dundee’s Careers Service conducted its innovative ‘Disability and Employability Research Project'. Spanning from October 2023 to March 2024, this project used a combination of survey and interview research to consult with disabled students on the specific barriers that they face within employment, their current use of UoD resources, and their recommendations for how disability-specific careers support could be improved within the Institution. Additionally, the Careers Service reviewed UK Higher Education institutions’ current practice for the provision of disability-specific careers support, to identify best practice. 

Based on student recommendations, the Careers Service is enhancing support and accessibility:

• New online resource: Employment Resources for Disabled Students
• Staff training: Upskilling to improve tailored support
• Disability Services collaboration: Careers & Employability signposting resource in development with creative services
• Quiet Hour at fairs: Launched “Quiet Hour” at fairs which are typically noisy bustling events. Provided support to recruiting employers relating to operations during this time.
• Disability Confident Employer Tick: Addition of Disability Confident Employer Tick option to all registering employers on CRM system
• EmployAbility partnership: Specialist support, events, and individual appointments
• Leadership Mentorship initiative: Connecting students with professionals with lived experience of a disability as an option on our Leadership Mentoring programme
• Sector impact: Findings published in AGCAS Phoenix & presented at the AGCAS National Conference 2024 involving sharing best practice with CIAG professionals across the UK.

5.3 Fostering good relations between persons who share a relevant protected characteristic and persons who do not share it

5.3.1 Staff Network Co-Working  

We have three Staff Networks within the University. These represent Black and Minority Ethnic, Disabled and LGBT+ staff. Each Network has two co-Chairs who often collaborate with their counterparts within other networks to co-produce events. The EDI teams have established a regular calendar of meetings for this group to come together for the purposes of sharing leading practice or to discuss concerns. Each of the three networks also has membership of the EDI governance committee within the University and will discuss common and pertinent agenda items. Membership of all three networks has grown over the previous two years with over 100 members now in one of the networks.

The staff groups regularly participate in cross-network activities including attending respective history month events and days of remembrance. Enabling an intersectional approach to events and activities is valued by the networks in recognition of the diversity of their respective memberships.   

The University has run two away days for network members to collaborate on planning future activities. These enabled attendees to engage with the central EDI team to raise concerns and celebrate successes. Below is a word cloud based on the question – What does the network’s community mean to you?

5.3.2 Pronouns 

The University produced guidance in 2025 to inform staff on the use of personal pronouns. This allows staff to use personal pronouns on their email signatures, when using Microsoft Teams for video messaging and conferencing, and on Blackboard (the University’s VLE systems) when teaching. The University recognises that using and respecting pronouns are an important method for creating a safe and inclusive environment.   

5.3.3 Chaplaincy Support 

The University Chaplaincy continues to support students and staff of all faiths and none. In addition to supporting the religious pastoral needs of the University community, the Chaplaincy provides space for regular events including lectures and music performances, often from an intersectional perspective. Recent events have included:

• Margaret Harris Lecture on Religion
• LGBT+ History Month
• Light a candle of remembrance
• Talk on supporting victims of domestic abuse
• Music and Dementia Project

 5.3.4 History Months 

Celebrating history months is an important way to share knowledge and the lived experiences of marginalised groups in society. Each year the University organises a series of events for LGBT+ History Month in February, and for Black History Month in October. Previous events over the past two years have included: 

• An academic conference on Robert Wedderburn, who was a crucial figure in transatlantic radicalism, insurrectionism, and abolitionism
• Library displays supporting relevant months
• ‘Queering the Collections’ with Museums and Archives
• ‘Breaking the Chains’ - a walking tour highlighting site’s connecting Dundee with transatlantic slavery 

Building on the momentum of our previous history month events, our Disabled Staff Network are looking to replicate these successes for Disability History Month in November. Preparations are already underway to celebrate Neurodiversity Awareness Week in March 2025. 

The University also acknowledges other significant commemorative dates such as International Women’s Day, Holocaust Remembrance Day and International Trans Day of Remembrance. 

5.3.5 Woven Together Project 

Woven Together is a project that explores how the city of Dundee has benefitted from the culture and talents from migrants from different ethnic backgrounds. Our Curator of Museum Services, Matthew Jarron, continues to collaborate with the Abertay Historical Society and Dundee City Council to improve our knowledge and understanding of the history and influence of ethnic groups in Dundee, and regularly contributes to this project.

6. Procurement 

The University of Dundee has embedded non-discrimination clauses into our terms and conditions for the purchase of goods and services.  These terms and conditions stipulate that if a supplier is found to discriminate then this breach has the effect of immediately terminating any contract that the University has with them. To date, there have been no circumstances where we have found a supplier to act in a discriminatory manner.
 

Appendix A

EDI proposed structure 2024/25