Equality Objectives

The Equality Act places all public bodies under an active duty to promote equality and requires them to set themselves at least one objective which they believe they ought to meet in order to further any of the aims of the General Equality Duty.

The University has agreed a suite of objectives reflecting Oxford’s strategic priorities in relation to recruitment, progression and equality of opportunity, as set out in the Strategic Plan. The overarching equality objectives aim to:

  • Diversify the University’s governance structures
  • Increase the proportions of women and minority ethnic staff in senior roles
  • Promote the visibility and inclusion of LGBT+ staff and students
  • Widen undergraduate access and admissions
  • Eliminate attainment gaps

Please see the annual Equality Report for an overview of progress towards our equality objectives and detailed diversity data on current and prospective staff and students.

Expand All

Ensure University decision-making and governance structures are representative of the University community

Targets

  1. Black and Minority Ethnic (BME) staff to comprise a minimum of 15% of members of Council and its main committees
  2. Representation of women on Council and its main committees to be in the range of 40-60%

Approved by Council 12 July 2021

Increase the proportion of women in senior academic roles

Targets

  1. To achieve a yearly increase in the proportion of female Statutory Professors, with 27% representation by 2029
  2. To achieve a yearly increase in the proportion of female Associate Professors, with 35% representation by 2029
  3. Half of the final list of names proposed to Congregation for the conferment of honorary degrees to be women and/or members of minority groups
  4. Apply successfully for an institutional Silver Athena Swan award in 2021 (extended to 2022 due to the pandemic)

Approved by Council 7 February 2022

Increase the proportion of Black and Minority Ethnic (BME) staff in senior roles

Targets

  1. To achieve a yearly increase in the proportion of BME Statutory Professors, with 9% representation by 2029
  2. To achieve a yearly increase in the proportion of BME Associate Professors, with 11% representation by 2029
  3. To achieve a yearly increase in the proportion of BME Senior Researchers (Grades 8 and above), with 20% representation by 2029
  4. To achieve a yearly increase in the proportion of BME Senior Professional Staff (Grades 8 and above), with 14% representation by 2029
  5. Apply successfully for an institutional Bronze Race Equality Charter award in 2021 (extended to 2022 due to the pandemic)

Approved by Council 7 February 2022

Consolidate our position in the Stonewall Workplace Equality Index

Approved by Council 15 July 2019

Achieve the equality-related objectives set out in the University’s agreement with the Office for Students

Targets

  1. To reduce the gap in participation rates between ACORN Group 1 and Groups 4 and 5 from 4.9:1 to 3:1 by 2024/25
  2. To reduce the gap in participation rates of underrepresented students (POLAR4) between Quintile 5 and Quintile 1 from 15.3:1 to 8:1 by 2024/25
  3. To eliminate the gap in offer rates for Asian applicants by 2021/22
  4. To reduce the gap in attainment rates for Black students to 6% by 2024/25
  5. To eliminate the gap in attainment rates for disabled students by 2024/25

Approved by Council 16 March 2020

Eliminate the undergraduate gender attainment gap by 2030

Target

  1. To reduce the first-class degree attainment gap between women and men from 8.5% to 4.4% by 2025

Approved by Council 16 March 2020