I am delighted to introduce the University of Aberdeen’s Public Sector Equality Duty (PSED) Report 2025.
In reflecting on the Report, I’m very pleased to acknowledge the significant progress our University has made in mainstreaming Equality, Diversity and Inclusion (EDI) since the publication of our previous report in 2023. Despite the recent financial challenges across the Higher Education sector, our community has demonstrated perseverance, creativity and determination to ensure EDI remains at the core of what we do.
Through our strategic plan, Aberdeen 2040, the University remains committed to creating an inclusive working and learning environment which embraces and celebrates the diversity of our staff and students. This ethos is the foundation of our success as a University.
As you will see in the Report, we continue to embed EDI through the work of our Equality, Diversity and Inclusion Committee, supported by the School EDI Committees, the School and Directorate EDI Leads and Race Equality Champions, our Mental Health First Aiders and the Equality Networks (including Menopause and Neurodiversity which have been established recently).
Prioritising an inclusive approach in this way supported the University during the Covid-19 global pandemic led us to rethink and adapt our approaches. We have recently navigated economic uncertainties, which have been challenging across the sector, and we recognise their continuing impact across our staff and student communities. Our collective efforts have successfully stabilised the University’s financial position; however, further actions are needed to streamline operations and improve efficiency. We are adapting to new ways of working to reduce workload, to focus on innovative developments in education, research and technology, and secure our financial sustainability.
This Report showcases the work undertaken across the equality areas, including those not specifically covered by legislation.
At the time of our last Report, we were in the early stages of implementing our Antiracism Strategy and in 2024 we became the third Scottish university to achieve a Race Equality Charter Bronze award for our commitment to tackling racism and racial inequalities through bold and sustained action. Our Antiracism Strategy Action Plan will continue to be reviewed to reflect the issues raised by staff and students.
Advancing gender equality has been a priority, particularly since 2011, when we became a member of the Athena Swan Charter. Since then, all of our twelve Schools have been recognised for their work on this, with eight Schools achieving (and retaining) a Bronze award and four progressing to Silver in the last three years. As University we strive to apply for an Athena Swan Silver award by 2026.
We have continued to take action to advance equal pay for staff who identify with protected characteristics and have worked towards creating a more welcoming and inclusive environment for people who are disabled, with a focus on improving digital and physical accessibility, with this being a specific focus for the forthcoming year.
Creating a culture which fully rejects inappropriate behaviours and attitudes is at the core of Aberdeen 2040. Since our previous Report, we have implemented our Gender Based Violence (GBV) and Sexual Harassment Strategy and developed our next three-year Strategy, improved our Online Reporting Tool and the support available to those disclosing a GBV-related incident, continued to deliver LISTEN training sessions to staff, organised campaigns against GBV, and introduced a new requirement on our offer holders and students to disclose relevant criminal charges and convictions. Our work on GBV and Sexual Harassment was recently recognised through the achievement of the EmilyTest Charter award.
Undertaking the 2024 Staff Engagement Survey supported our understanding of our progress on EDI. The results indicated that staff recognised the University’s commitment to inclusion and feel that they can be themselves at work. There are areas for reflection and action resulting from the survey, including ensuring that we foster a culture of respect and tolerance. In October 2024, we launched our ‘Expect Respect’ (Dignity at Work and Study) toolkit which aims to help people understand our expectations of staff and students and the policies and support that are available to address unprofessional behaviour. This is currently being implemented, and its success will be monitored regularly.
We have continued to make progress towards our Mental Health and Wellbeing Strategy and have provided our University community with access to wellbeing opportunities such as BeWell Network, BeWell weeks, shiatsu massage, pet therapy and the wellbeing lounge. In addition, activities have been delivered during Stress Awareness Month, Pride Month, World Menopause Day, Black History Month, and Disability History Month. A strategic priority has been suicide prevention and awareness, with suicide prevention sessions being delivered in recent months.
Over the last two years, we have progressed work to ensure that EDI principles are reflected in our policies and procedures. Our Recruitment and Selection Policy was reviewed in 2022 and details the University’s commitment to encouraging the recruitment of staff with disabilities (through the Guaranteed Interview Scheme) and applications from underrepresented groups. In 2023, after a fundamental review, we launched a revised Academic Promotion Policy and Procedure which includes the introduction of mandatory criteria on Citizenship to capture activities including EDI. Other changes have supported the embedding of EDI in the new process, such as EDI training for panel members and social bias observers being present at the promotion committee meetings.
Further details about these, and other, initiatives in this vitally important area can be seen in the Report which I commend to you. As we look to the future, we remain committed to our foundational purpose to ‘be open to all’. We will continue to build on our achievements, guided by our core values and a shared vision of achieving a culture that celebrates, recognises and supports our diverse community.
Professor George Boyne
Principal and Vice-Chancellor
University of Aberdeen
