Equality, Diversity and Inclusion

Publications and equalities data

This section provides reports and information published by the University in relation to equality, diversity and inclusion. This includes statistics relating to the protected characters of the University staff and students published as part of the public sector equality duty, our gender pay gap data, our EDI Strategy and EDI Annual Reports.

Student equality data

In line with requirements under Equality Duty legislation, the University publishes statistics relating to the protected characteristics of its students annually.

Student equality data 2021 [PDF 465KB]

Comparison data for the last three years is also provided

Student equality data 2018-19 to 2020-21 [PDF 477KB]

Staff equality data 

In line with requirements under Equality Duty legislation, the University has prepared statistics relating to the protected characterstics of its staff anually. 

Staff equality data 2021 [PDF 466 KB]

Comparison data for the last three years is also provided

Staff equality data 2018-19 to 2020-21 [PDF 477KB]

Pay gap reports 

A pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, one group of staff earn and what, on average, another earn across an organisation. The University publishes pay gap data for gender, ethnicity and disability. More information on how pay gaps are calculated, what causes them and what we are doing to address then is provided in this overview document.

Overview of pay gap reporting [PDF 112KB]

Gender pay gap

The gender pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, men earn and what, on average, women earn within an organisation. Under UK legislation introduced in 2017, employers with more than 250 staff must publish their gender pay gap on an annual basis. As a public-sector organisation, we have to report our data by 30 March each year.  

A gender pay gap is different from an equal pay gap. Equal pay is the right for men and women to be paid the same for the same/equivalent work or work of equal value. The University conducts regular independent equal pay reviews and has policies and procedures to mitigate against equal pay issues.

The University median gender pay gap for 2021 is 12.7%, with a mean gender pay gap of 18.4%. 

Ethnicity pay gap

The University published a high-level ethnicity pay gap report in March 2021.

Disability pay gap

The University published a high-level disability pay gap report in March 2021.

Equal pay reviews

The University conducts regular equal pay reviews, and formal reviews are published here.

2016 Equal Pay Review [PDF 564.73KB]

Equality, Diversity and Inclusion Strategy 

Inclusive Sussex [PDF 153.60KB], the University's Equality, Diversity and Inclusion Strategy, sets out the necessary steps to ensure that all members of the Sussex community have equal access to opportunities.

Equality, Diversity and Inclusion Annual Reports 

Equality, Diversity and Inclusion Annual Report to Council 2017/18 [PDF175.6KB]

Equality, Diversity and Inclusion Annual Report to Council 2018/19 [PDF1.64MB]

Equality, Diversity and Inclusion Annual Report to Council 2019/20 [PDF 1.6MB]

Westmarland Review

The Westmarland Review [PDF 489.51 KB] was an independent review conducted by Professor Nicole Westmarland. 

Changing Univeristy Cultures (CHUCL) report 

The study into the Univeristy's culture was commissioned by Vice-Chancellor, Adam Tickell, in early 2017 and was undertaken by the Changing Univeristy Cultures (CHUCL) collective, led by Alison Phipps, Professor of Gender Studies at Sussex. The CHUCL report [PDF 2.21MB] was published in July 2018.