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Equality and diversity

We are committed to supporting, developing and promoting equality and diversity in all our practices and activities.

We value and recognise the positive impact different backgrounds, experiences, views, beliefs and cultures can have on our community and the ways in which they enhance out studying and working environment and reputation.

In line with our equality and diversity policy, we are committed to:

  • eliminating and discriminating equality
  • upholding the values of dignity, courtesy and respect
  • providing access to opportunities for both students and staff, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief (including lack of belief), sex and sexual orientation.

Our approach is not simply to comply with legislation but to exemplify best practice in all of our activities. Some of the ways and initiatives which demonstrate our commitment include:

Responsibility for equality and diversity frameworks and strategy implementation rests with the School’s People Committee. For more information on our equality and diversity commitments, please contact our equality and diversity officer.

All of the information provided on our website is available in accessible formats, including electronic and audio CD, Braille and large print upon request. For more information, or to make an accessible information request, please email

Please see our accreditation page for more information on our Athena SWAN Bronze Award.

We have a legal responsibility to assess the impact of our policies on people with protected characteristics, and to set out how we will monitor or address any possible negative impact.

An equality impact assessment (EIA) should improve our work, making sure we do not discriminate in our services, functions, policies and employment and, where possible, we do all we can to promote equality and good relations between different groups. It also helps us when drafting new policies to carefully consider the likely impact of our work and take action to improve it and ensure that, as far as possible, we eliminate any negative consequences. The more attention paid to impact assessing, the more likely it is that the policy will be successful.

EIAs should not be carried out in isolation and should involve the advice and support of others, including internal and external stakeholders. The consequences of policies and projects on particular groups are analysed and anticipated so that, as far as possible, any negative consequences can be eliminated or minimised and opportunities for ensuring equality can be maximised.

In order to ensure that our equality impact assessments (EIAs) accurately take account of the impact(s) on equality groups, we consult with internal and external groups and organisations. These can be equality organisations, charities and commissions, advocacy agencies and individual staff and students.

Open consultations/feedback exercises will be publicised on this website and will provide interested stakeholders the chance to participate and respond. If you would like to become more involved in our EIA process,or be notified when our next consultation is, please email

A list of all our EIAs is available upon request. Please contact our equality and diversity officer for more information.

The Shadow Management Board was the first such committee to be established at Cardiff University.

Established as part of our Athena SWAN action plan, the Shadow Management Board champions equality and diversity while providing a framework for female staff to engage at senior School level.

In creating the Shadow Management Board, we have enabled wider participation in School decision-making and created an important creative space for the development and implementation of future strategy. Recently, we have seen our first Shadow Management Board member advance to the School's Management Board.

The Shadow Management Board’s official remit is to:

  • shape, review and assess the proposed strategic developments of the School in the light of current and anticipated conditions within higher education
  • In consultation with Management Board and its relevant sub-committees, review the development of plans relating to all of the School’s activities from teaching and learning, through to research, engagement and HR related processes.

The People Committee considers all matters relating to equality and diversity, staff development and training, the health and safety of staff, students and visitors to the School and the general safety of our premises.

The committee, led by Dean, Professor Rachel Ashworth, presents recommendations to Management Board or other School and University committees as appropriate.