Under the Public Sector Equality Duty (PSED), the University must consider the potential and actual impact on people with different protected characteristics of all its policies, procedures and decisions, as well as of informal practices and customs. The duty applies to any activity where equality and good relations may be relevant, though the level of scrutiny will vary according to their significance.
The duty applies to all levels of the organisation and to individual decision-makers as well as to committees taking major decisions. The main areas of attention are likely to be:
Examples include: policy decisions, budgetary decisions, public appointments, service provision, statutory discretion, individual decisions, employing staff and procurement of goods or services (EHRC, 2014).
Having ‘due regard’ to equality means considering:
When designing and implementing policies and making decisions, the University must have ‘due regard’ to the need to:
There is more information on the Public Sector Equality Duty and ‘due regard’ on the Legal Framework webpage.
The key points for policy officers and decision-makers to consider are:
Briefing, checklists and templates to support University staff with responsibility for implementing the PSED in policy and decision-making.
Internal and external equality data is available elsewhere on this page.
The Equality and Human Rights Commission has provided guidance on Meeting the Equality Duty in Policy and Decision-making.
Comprehensive guidance on the Public Sector Equality Duty (PSED) is available from the Equality and Human Rights Commission.
Please email the Equality and Diversity Unit for general advice on equality at Oxford, or if you would like to consult the staff networks.
Contact the Oxford SU if you wish to consult with student groups.
Contact Legal Services if you require legal advice: firstname.lastname@example.org
The University collects and analyses staff and student data across the protected characteristics to help us assess the impact of our policies and practices on equality and good relations. This is important for:
We publish a summary of staff and student equality data together with information on how we are meeting our strategic equality objectives in the annual Equality Report.
University and college data are separate, though with many overlaps, e.g. in relation to jointly appointed academic staff as well as student admissions and attainment. The University records workforce data on staff with joint university and college appointments.
You will require a Tableau account in order to access the majority of these reports. Please contact SDMA (email@example.com) in order to set up an account. In most cases, access will only be given to individuals nominated by their college or department due to the sensitive nature of much of the information.
Detailed ethnicity data are not published within the University due to their sensitive nature. Aggregated data are made publicly available at:
The EDU will compile additional staff and student data for the University’s application to the Race Equality Charter Mark. Contact firstname.lastname@example.org for details.
The EDU can provide departments with anonymised, aggregated recruitment monitoring data, provided this does not identify individuals or reveal sensitive personal data. Please contact email@example.com to discuss your requirements.
The University subscribes to HEIDI – the Higher Education Information Database for Institutions – which permits comparison of staff and student data across UK universities. Contact firstname.lastname@example.org to set up an account.
Meeting the Equality Duty in Policy and Decision-Making (EHRC)