We are proud to be part of a multi-cultural community with staff and students representing a region of varied cultures. In addition our overseas student profile further enriches our community with representation from over 60 different countries. The University is a diverse body of different cultures, race, disabilities, gender, age, faith and spirituality, and sexual orientation.
We expect all our staff and students to contribute to and actively support the University in working towards the elimination of discrimination and harassment and the promotion of equality of opportunity in terms of access to the University's services and employment opportunities.
As part of our continuing support to the equality and diversity needs of the University, we have an Equality and Diversity Officer, Shirley Silcock, and two Teaching Fellows in Diversity, these are David Kitchener |and Brian Pederson|. For further information on their Teaching Fellowships click on their names. Shirley, David and Brian are all members of the Equality and Diversity Committee, the University's principal vehicle for consultation on equality and diversity matters with responsibility for ensuring that corporate equality objectives are set and met. For more information on this Committee click here. |
One of our approaches to participation in equality and diversity is through our Advisory Groups who ensure that corporate equality objectives are met through an action plan reviewed annually by the Equality and Diversity Committee with recommendations made to senior management. Membership of the Advisory Groups is open to all staff and students. The Groups are:
Gender and Sexual Orientation|
Disability |
Ethnicity |
Faith and Spirituality |
Age|
To monitor and evaluate how we are delivering on equality and diversity the University collects data providing statistical analysis on our student and staff profiles. We also analyse our student and staff surveys
We already have feedback on our service delivery to staff and students with the awarding of various quality standards. Our Student Services department was awarded the matrix standard in 2004 and 2007 and will be re-assessed in March 2011. Our Library was awarded Centre of Excellence in 2002, 2005, 2008 and annually thereafter. The University has been awarded the Two Ticks standard by Job Centre Plus in recognition of the positive employment processes we have in place for disabled staff. The University also has Fair Trade status.
The University has been an Investor in People since 2001 and achieved successful re-assessment in both 2004 and 2007, under the new criteria that included assessment of its approach to Equal Opportunities. The University was for re-assessed in May 2011.
Gender and Sexual Orientation at the University of Bolton
The University of Bolton combines both gender and sexual orientation into the same protected characteristic group, known as the Gender and Sexual Orientation Advisory Group. The University's Gender Equality Scheme has been merged with the Single Equality Scheme. Current equality objectives can be viewed by clicking here. |
The term sexual orientation refers to an individual's orientation towards persons of the same sex, opposite sex, or same and opposite sex. This term does not just refer to lesbian, gay or bisexual people; heterosexual people are also included. A leaflet is available on Sexual Orientation and Gender Identity. Click here to download|.
The University of Bolton do not currently collect staff or student data on sexual orientation. An exception to this was the 2006 Staff Diversity Survey which collected data on marital and civil partnership status. The University will continue to collect sexual orientation related data through diversity surveys to maintain confidential feedback on its services and employment opportunities.
The University regularly collaborates with Bolton Council's Gender, Sexuality and Caring Committee on a regular basis. On 17 May 2011 the University and Bolton Council collaborated to celebrate IDAHO (International Day Against Homophobia and Transphobia). Click here to view case studies slideshow. | Some of the images used have been provided by our photography students. The University will celebrate IDAHO in 2012 with a display of these case studies in the Social Learning Zone on 17 May.
The University is one of Bolton's distribution points for the Lesbian and Gay Foundation information resources including Gay Men Safer Sex Packs. Free packs are available from the Student Centre. For more information on the Lesbian and Gay Foundation charity click here. |
Staff and student gender profiles are available by clicking here.|
The University is currently revising the Gender Reassignment Policies. If you have a query or need support on gender reassignment please contact the Equality and Diversity Officer, Shirley Silcock on x3573 or ss1@bolton.ac.uk|.
Disability at the University of Bolton
The University's Disability Equality Scheme is now merged in the Single Equality Scheme. To view the current disability related equality objectives click here. |
Student Centre – Disability Service
The Disability Service is located in the Student Centre and offers support, advice and guidance to students who have declared a disability from pre-application to graduation, as well as to academic staff who teach students with disabilities. Click here for further information about the Disability Service.
In May 2011 the staff of the Student Centre were successfully re-assessed for the matrix Standard, a quality award for the high quality of their Information, Advice and Guidance services.
Faculties
The University has introduced and supported several initiatives in academic departments. One of these is Inclusive Futures whose aim is to actively promote and support inclusiveness in design, employment and enterprise for disadvantaged people. Further information on this project can be accessed here. Information on other initiatives can be found in the Disability Equality Scheme Appendices. Click here to access them.
Library
The Library works closely with both students and staff in other departments to ensure that services are appropriate for users with specific needs. Our Library was awarded Centre for Excellence in 2002, 2005, 2008 and annually thereafter. In 2005 it had one of the highest scores achieved nationally. Click here to go to the Library web page.
Personnel Service
The University seeks to anticipate the needs of disabled staff and remove barriers to every aspect of their employment covering recruitment, personal and professional development, promotion, and other terms and conditions to enable them to make a positive contribution in the workplace. Click here to find out more.
The University is accredited with the Two Ticks charter mark. Click on the two ticks logo for information on the charter mark criteria.
Staff and student disability profiles are available by clicking here.
Ethnicity at the University of Bolton
The University's Race Equality action plan has been merged with our Single Equality Scheme. To view the current Race Advisory Group equality objectives click here.|
The University of Bolton's Enlighten Project has won national attention for its work in encouraging women from the town's ethnic communities into higher education. It continues to run an annual event commemorating International Women's Week in March with events for the local ethnic minority community.
Funded by the European Development Fund and the Aimhigher programme, the Enlighten project has been running since January 2002 and seeks to empower the residents of five Bolton wards (Central, Derby, Farnworth, Halliwell and Tonge) by increasing their awareness of training and educational opportunities in a format that is sensitive to cultural, linguistics and gender issues.
Since 2002, the project has helped 480 Asian women with 50 of these women going on to university. For more information on the Enlighten Project click here.|
Our BME Outreach Workers, Rehana and Sabiha, also organise events for students. Click on the photograph to view slideshow.
The University works collaboratively with One Bolton on joint events. Last year the University hosted a Black History Month event in October with ACAB. To view details of this event click here.|
Our staff and student ethnicity profiles can be found by clicking here.|
Faith & Spirituality at the University of Bolton
The University has an established Faith and Spirituality Advisory Group and we refer to the Religion and Belief protected characteristic by our preferred title of Faith and Spirituality to reflect this. The current equality objectives for this group are available by clicking here.|
The University provides many different kinds of support for students and staff. The team of chaplains and faith contacts is one network of support. To find out how to make contact with a chaplain, click here.|
The University currently collects data on religion and belief for its student population but not for staff. An exception to this was the 2006 Staff Diversity Survey and it is anticipated that this data will be collected in the staff diversity survey scheduled for 2012 collection. Information on student by religion and belief are available in our Equality Duty Report available by clicking here. |
Age at the University of Bolton
From 1 October 2006 it became unlawful to discriminate against staff in the workplace on the basis of their age. This legislation and the Equality Act 2010 had an impact on staff as it gave them the right to request to work beyond the age of 65 years. Click here to find out what you need to do.|
It is expected that the last phase of the Equality Act 2010 will be to introduce new age provisions on students during 2012. The University currently has an Under 18s on Campus Policy for those students who are aged under 18 years.
According to Age Concern age discrimination is thought as fairly or very serious by 43% of people in the UK. Sometimes we stereotype on the basis of someone's age. For instance older workers are often wrongly perceived to be unable to learn or change and younger workers as inexperienced or immature.
It is unacceptable and unlawful to make judgements or comments based upon these perceptions. Ageist comments or jokes can also be interpreted as a form of harassment if it is perceived as or has the purpose or effect of violating another person's dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment for the other person. Therefore you need to consider the potential effects of any ageist banter that you may engage with on others around you. Not everyone who may object to it will let you know.
Our 2006 staff diversity survey respondents indicated that ageism was least likely to affect workers between the ages of 20 to 49 years. Any age group at either end of this spectrum were perceived as having a similar likelihood of being affected by ageist attitudes.
The University of Bolton's Age Advisory Group current equality objectives can be viewed here.|
For information on staff and students age profiles click here. |
For information on what is taking place within the Higher Education sector on age and other equality issues click here.|