SDG10: Policies and Practice
The information contained on this webpage overviews the various policies, practices and operational measures in place at the University of Glasgow in support of SDG10 – Reduced Inequalities.
Measure and track applications and admissions of underrepresented groups:
We systematically measure and track applications, offers and admissions for under-represented groups. Aspects of this are statutory requirements, and the University must provide annual returns to the Scottish Funding Council and the Higher Education Statistical Agency (HESA), with the data used to monitor and track our progress towards widening access and participation targets, as well as the general composition of our student population.
As an example, this information is used by the Scottish Funding Council to monitor the number and proportion of students from the most deprived areas of Scotland – as defined via the Scottish Index of Multiple Deprivation (SIMD) - enrolling at the University. Both the University individually and the sector have statutory targets set by the Scottish Government, which aim to make enrolment at Scotland's Colleges and Universities representative of Scottish society.
Internally, the University's Planning, Insight and Analytics team have developed a broad suite of student reporting dashboards, that allow the university to monitor and track applications and intake. This information is used to ensure gaps in the rates of access, progression and graduation between different groups can be identified and action taken to address root causes.
Planned actions to recruit students, staff, and faculty from under-represented groups:
Students:
The University of Glasgow is committed to widening access. We believe all applicants should have an equal chance of entry and we strive to identify talent and potential, regardless of background or life circumstance. To enable this, we operate a system of contextualised admissions for applicants living in Scotland. This means we consider all circumstances faced by individual applicants, which may have prevented them meeting our standard entry requirements and make adjusted offers of entry accordingly.
Widening participation applicants:
Applicants who are guaranteed an adjusted offer are those who can meet the adjusted entry requirements in S5 or S6 and:
- Live in an SIMD decile 1-4 (MD20/40) Scottish postcode area
- Have care experience
- Are estranged from family and living without family support
- Are seeking asylum in the UK
- Have refugee status
- Are a carer (provide unpaid care)
Pre-entry programmes:
Applicants made an adjusted offer will successfully complete one of our credit rated University of Glasgow pre-entry programmes:
- Top-Up Programme (completed during school year)
- Summer School (completed in June/July over 4 weeks)
- Reach (Access to Dentistry, Law, Medicine, Veterinary Medicine: completed during school year)
- University Experience Week and Sutton Trust Summer School (completed in June/July)
As an example, the Undergraduate Medical School at the University of Glasgow is committed to the development and retention of a community of medical students reflective of the wider society, which they will eventually serve.
The Gateway to Medical Studies programme draw upon our extensive experience to deliver a bespoke pre-medical programme that provides the necessary skills in basic science, communication and professionalism together with immersive experiential opportunity in a clinical context. The programme has been designed to realise in full the Scottish Government’s (SG) vision of equitable access to medical school.
More broadly, our Widening Participation Summer School is designed to enable eligible participants to meet their conditional offers of entry, and prepare them for university life. Aside from meeting the conditions for entry, by taking part in Summer School, participants will get first-hand experience of what it is like to study at the University of Glasgow. Students receive a head start to their studies by learning the key academic skills required for successful learning.
Successful completion of a programme may lead to an adjusted offer of entry. Our research shows that students who successfully complete one of these programmes perform at a higher standard than comparable students at the University.
We may also accept successful completion of a comparable pre-entry programme at another university instead of a University of Glasgow programme.
Staff:
The University's Recruitment Policy (reviewed in 2025) notes that the University strives to attract and engage staff from diverse backgrounds and proactively seeks to avoid unfair bias in its processes.
The University actively encourages the recruitment of staff with disabilities and will make reasonable adjustments at all stages of the recruitment process as required. The University is a Disability Confident Employer, and operates a guaranteed interview scheme for disabled applicants who meet the outlined essential criteria.
Support for under-represented groups:
The University provides a range of support for staff and students from a range of underrepresented groups – including mentoring, counselling and peer support programmes.
Students:
A key element is the University’s UofG Peer Support network, which brings together a wide range of buddy schemes, mentoring programmes and student networks. Support is available for groups including international students, mature students, student parents and carers, LGBTQIA+ students, Black, Asian and Minority Ethnic students, and neurodivergent students. These initiatives help students build social connections, access advice from peers with shared experiences, and develop a sense of belonging within the University community.
The University also operates targeted mentoring schemes. The Amplify Mentoring Programme connects undergraduate students in Science and Engineering from backgrounds underrepresented in higher education and industry with professional mentors. The programme provides career guidance, encouragement, role models and networking opportunities, helping students develop confidence and aspirations for future study and employment.
In addition, the University supports peer mentoring through initiatives such as the International Mentorship Scheme and Student Learning Development Peer Mentoring, where trained student mentors help peers navigate academic and social challenges, particularly those who may be unfamiliar with higher education environments.
For wellbeing support, the University developed a Peer Wellbeing Support Programme, a confidential student-led listening service supervised by qualified counsellors. Trained peer supporters provide support for students experiencing issues such as stress, anxiety, loneliness and isolation, while signposting them to specialist services when required. This model expands access to mental-health support and creates an additional layer of assistance for students who may be reluctant to seek formal counselling.
These programmes complement the University’s wider widening-participation, equality, diversity and inclusion activities.
Staff:
The University of Glasgow is committed to equality and ensuring all staff experience a positive work environment.
We recognise British Black, Asian and Minority Ethnic staff may have different experiences and therefore needs, from International staff, and provide the following information and sources of support on this basis.
The "Understanding Racism, Transforming University Cultures" initiative was developed following evidence of racial harassment and inequality experienced by staff and students. Based on surveys and interviews with members of the University community, the programme aims to address both interpersonal racism and structural inequalities through a comprehensive action plan.
The latest update highlights progress in a variety of areas. The University’s Senior Management Group publicly committed to embedding anti-racist approaches across University processes and maintaining a zero-tolerance stance on racial harassment. Anti-racism and cultural awareness training has been made available to all staff, with additional training delivered to senior leaders and more than 800 colleagues within Estates and Commercial Services.
Further action includes strengthening ethnically diverse support networks, expanding the Respect Adviser programme, and advancing the decolonisation of teaching through curriculum reform, workshops, podcasts, and the development of open educational resources.
The University also continues its campus-wide #TogetherAgainstRacism campaign to raise awareness and encourage collective action. Together, these initiatives demonstrate an institution-wide commitment to tackling racism, improving representation, fostering inclusion, and creating a safer and more equitable environment for staff and students.
Rainbow Office Hours is a low-cost, scalable initiative that creates safe, informal spaces for LGBTQ+ students and staff to connect. Launched in 2019 within one school, the initiative expanded University-wide during 2023–24 and is now expanding further. It now includes more than 30 staff across all colleges and professional services. The sessions coincide with LGBTQ+ awareness days and offer affirming support, distinct from counselling or academic advising.
Rainbow Office Hours challenge the assumption that personal and professional identities must remain separate. They provide a visible message to LGBTQ+ students that they belong. For many, these are the first encounters with visibly queer adults in leadership roles, helping them to imagine a future for themselves in academia and beyond.
The University of Glasgow’s vision is to be a world-class, world-changing university. Our values represent the shared motivations and beliefs which bring our community together and emphasise that everyone should be treated with dignity and respect within their working and learning environment and that harassment or bullying in any form will not be tolerated by the University.
The University is committed to protecting the dignity of students, staff and visitors in their interactions with others.
University diversity officer and committee:
The University has a dedicated Equality and Diversity Unit - led by our Head of Equality, Diversity and Inclusion - which supports the institution to develop and implement policies, programmes and trainings related to diversity, equity, inclusion and human rights on campus.
This work is overseen by The University’s Equality and Diversity Strategy Committee (EDSC) - who consider the University’s strategic planning and policy development matters relating to equality and diversity; to advise and make recommendations to the University’s Court, Senate, Human Resources Committee, the Education Policy and Strategy Committee, Student Support and Development Committee and the Senior Management Group, as appropriate.
In addition, the EDSC works in co-operation with other University committees and working groups as required.
The EDSC Committee is chaired by the Principal and is supported by the Equality and Diversity Unit. It brings together all the Equality Champions, representatives from the Students’ Representative Council, the heads of a number of key University Services, as well as representatives from Colleges and University Services EDI Committees and a nominated Trade Unions representative.