This page summarises some key elements of Durham University’s Gender Equality Action Plan. It is intended to be a reference page for external organisations and provides a resource that researchers can refer to for relevant funding applications. It addresses the elements of a Gender Equality Plan such as identified as a requirement for funding by the Horizon Europe programme. Durham staff can find more information on our internal pages or by contacting the Equality, Diversity, and Inclusion Team.
Durham University fulfilment
Formal document published on the institution’s website and signed by the top management
Durham University is signed up to the Athena SWAN charter and holds a Bronze Award granted in 2018. The work is led by a dedicated Athena SWAN Self-Assessment team and entails the implementation of a comprehensive Gender Equality Action Plan.
Athena SWAN Webpage
Dedicated resources: commitment of human resources and gender expertise to implement it.
We have an Equality, Diversity, and Inclusion Unit, with skilled diversity and inclusion practitioners and a dedicated Equality, Diversity and Inclusion Lead to manage overall gender equality work.
The Institutional lead for the EDI Unit is the Pro-Vice-Chancellor for Equality, Diversity and Inclusion, who is a member of the University’s executive committee. Each Faculty has a designated EDI Lead (such as a Deputy Dean People and Culture or equivalent role) which supports gender equality work on faculty level.
Each department has an Athena SWAN Self-Assessment Team who lead this work on a local level and implement Departmental Gender Equality Action Plans. The Diversity and Equality Action Group oversees gender equality work at an institutional level.
EDI Unit Webpage
Department Athena SWAN example
Data collection and monitoring: sex/gender disaggregated data on personnel and students and annual reporting based on indicators.
Sex/gender disaggregated data on staff and students is collated and reported each year through various channels:
Access and Participation Plan 2020-2027
Student Statistics Summaries
HESA Higher Education Sector Statistics
Training: Awareness raising/trainings on gender equality and unconscious gender biases for staff and decision-makers.
Training is available for all staff and students on unconscious bias and equality, diversity, and inclusion training is required learning for all staff. Some of the available trainings and initiatives include:
EDI Training at Durham University
Sexual Misconduct and Violence training at Durham University
Minimum areas to be covered and addressed via concrete measures and targets:
GEAP 2018 3.3.d; 3.1.d
Our current Gender Equality action plan includes actions to:
Gender Equality Action Plan
GEAP 2018 5.7; 3.2; 3.3.c; 7.2; 5.5.a; 6.7
GEAP 2018 3.1.e.i; 3.2.b; 7.3; 3.2; 4.1
Durham has a Research Culture Committee which reviews equality monitoring data on applications, awards, income, supervision and publications. RCC explores implications for EDI policies and practices related to research and research practices.
Our Gender Equality Action Plan includes an action to:
Durham University has a programme of activity to prevent and respond to gender-based violence which is overseen by the Sexual Misconduct & Violence Operations Group. There is a designated Sexual Misconduct Prevention and Response Manger who carries out activities across the University and a Senior Case Management Officer (SMV), both roles respond to cases of sexual misconduct and violence.
Durham University has an online platform Report and Support which allows staff and students to report any unwanted behaviour including gender-based violence. The platform provides access to support and resources.
Sexual Misconduct and Violence prevention and response at Durham University
EDI Policies at Durham University
Durham University Report and Support tool