Equality, Diversity and Inclusion

Equality monitoring

The University gathers and publishes a number of different equalities monitoring data about its staff. This can include data about the nine protected characteristics in the Equality Act (2010):

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy
  • race and ethnicity
  • religion and belief
  • sex
  • sexual orientation

Why are we asking staff to provide this information?

We aim to have an inclusive environment for all staff and students, by identifying and removing barriers in our practices, and we are asking staff to provide us with some of your personal information to:

  • help us identity whether there are any differences in the experiences of staff with different characteristics. For example, we publish pay gap data for ethnicity, disability, and gender 
  • offer the right type of support and facilities to all staff, and highlight any issues of under-representation in certain areas or roles 
  • support our work on our Equality Charters and benchmark initiatives such as Athena SWAN, the Race Equality Charter, Stonewall's Workplace Equality Index, and Disability Confident, and their associated action plans and activities
  • allow us to build a fuller picture of the diversity of our staff in terms of equality data. This helps us to consider areas of under-representation and inform actions we may need to take  
  • enable positive action interventions and, by compiling trend data, to help inform future planning and policies 
  • help provide data for staff who are conducting an equality analysis while developing a new policy, introducing major changes and informing decision making 
  • ensure compliance with our legal obligations. We have a statutory obligation to meet the reporting requirements of HESA (Higher Education Statistics Agency). Also, under the Public Sector Equality Duty (PSED), the University is required to gather staff data across the protected characteristics included in the Equality Act (2010)

What information are you asking me to share? 

We are asking you to share the following personal information:

  • race and ethnicity
  • whether you have a disability/impairment
  • sexual orientation
  • gender identity
  • whether you are a carer
  • religion/belief

We want the questions to be as inclusive as possible. For some questions we have provided a 'self-describe' option if you wish to describe yourself in a different way to the categories provided. Also, we recognise that the information we ask you to provide may be sensitive and you may not wish to share some or all of it with us at this moment in time, so there is a 'prefer not to say' option for all questions.

Providing your personal information 

You can provide your equality data or update it via MyView, the portal you use to view your payslips. 

Our guidance [PDF 75.68KB] provides details about how to access MyView. You can also read our FAQs, which provide more information about why we are collecting this personal data and how it will be used.   

You can also read our guidance [74.34 KB] on completing some of the questions we are asking you to answer. 

It is up to you whether to share this information; completing the questions is entirely voluntary.

Data protection

We have carefully considered the data protection implications and risks of our new equality information input portal, and we have consulted the University's Data Protection Officer. Your answers will be treated in the strictest confidence, and all data disclosed will be handled in compliance with the Data Protection legislation under which some equality information is considered ‘special category data'. You can read further about how the University processes special category data and our Appropriate Policy Document [PDF 83.25KB] which provides information on how we will handle and process your data.   

Your personal data will be used anonymously to help us identify trends and highlight any significant differences between groups and access to the information you provide cannot be seen by anyone except authorised staff in Human Resources who need it for essential processing and for staff who ensure we meet our reporting obligations to HESA. The answers you provide to the questions will not be accessible to your line managers or colleagues.

Encouraging staff to disclose equality monitoring information is supported by our Inclusive Sussex Programme Board, which includes representative members of our staff networks as well as other academic and professional services staff.