These actions are aimed at addressing inequality more broadly and will help to address the gender pay gap. This is in recognition of the intersectional nature of women’s existence, i.e. women hold multiple identities and may also experience barriers due to age, disability, gender re-assignment, religion and belief, race and sexual orientation.

Learning and Development/College overview


College commitment

  • The College has an Equality, Diversity & Inclusion Strategy Group that is chaired by the Provost, and membership includes the Deans of each Faculty.  The Group is supported by the Equality, Diversity and Inclusion Forum, whose members are drawn from across the College community and include staff and students. The Forum serves as a listening post to capture and discuss all manner of EDI issues, and to work on proposals for action that can be presented to the Strategy Group.
  • The College became a member of the Race Equality Charter in 2018. A working group has been set up which aims to identify any cultural barriers facing BAME staff and students through a self-assessment process. The aim is to improve representation, progression, and success of BAME staff and students in addition to providing initiatives and solutions when challenging barriers to equality.
  • The appointment of an Assistant Provost (Equality, Diversity and Inclusion), reporting to the Provost
  • In addition to the above, the College's Equality, Diversity and Inclusion Strategy [pdf] includes in section 4.3.1 action in support of gender equality.
  • Activities to elicit views and experiences that are acted upon e.g. ‘Have Your Say’ campaigns, the Staff Survey and focus groups to address specific issues
  • The College have recently conducted three Wellbeing surveys thus far and will continue to do these on a termly basis to obtain feedback from staff on their wellbeing, determine any further support they require and their thoughts on current College initiatives.
  • Last year (2020), saw the introduction of the Values Focus groups across the College whereby staff reflect on what cultures the organisation should embed into its culture. This was a piece of work commissioned by HR and our Provost Board and with decisions made to shape our mission going forward and implementing values for all staff and managers to adhere to.
  • A “Thank You” day was introduced in 2020 to thank our community who worked tirelessly during the COVID-19 pandemic.
  • The College’s behavioural principles for all staff, Imperial Expectations, designed to promote a positive working environment and which are embedded in key processes
  • New staff are introduced to Imperial Expectations, and our equality, diversity and inclusion requirements via Imperial Essentials
  • Centrally-supported diversity networks – Imperial As One for BAME staff, Able@Imperial for disabled staff and Imperial 600 for LGBT staff
  • Events that showcase equality and promote inclusion e.g. Women@Imperial, celebration of Black History Month, Disability History Month
  • College awards to celebrate those whose contributions have supported academic women
  • College involvement in the Stonewall Workplace Index and signing up for the Race Equality Charter
  • Formation of a working group with membership from the Joint Trades Unions and stakeholders to deep-dive into data on recruitment, promotion, flexible working, starting salaries and family-friendly leave return rates in relation to gender, ethnicity and intersectional pay gaps.

Engendering inclusion

Accessible documents

Some of the downloadable documents linked to on this page are not accessible. For accessible versions, please contact