Equality Act 2010

The Equality Act 2010 requires the University, in the exercise of our functions, to give due regard to the need to

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

The Act extends to cover the rights of staff and students (including prospective staff and students) and protects against discrimination under nine protected characteristics.   These are

  • Age                                                                   
  • Disability
  • Gender re-assignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief (including lack of belief)
  • Sex
  • Sexual orientation

Public Sector Equality Duty Overview

The public sector Equality Duty (PSED) requires Scottish public authorities to have due regard to the need to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations between different people when carrying out their activities. 

The specific duties, which came into force in May 2012, are intended to enable better performance of the general duty within the Equality Act 2010. In particular, listed public authorities in Scotland are required to publish a set of equality outcomes and to report on progress every two years. In setting these outcomes, public authorities must consider relevant evidence and take steps to involve people with protected equality characteristics.

The public sector Equality Duty (PSED) has eight components:

  • report progress every two years on equality outcomes, first published in April 2013
  • report on mainstreaming the equality duty every two years, following their first publication in April 2013
  • assess and review policies and practices, ongoing
  • gather and use employee information, and publish in the mainstreaming report (if not published elsewhere)
  • publish a gender pay gap progress report every two years, following the initial report in April 2013
  • publish statements on equal pay by the 30 April 2013, and at four year intervals
  • consider award criteria and conditions in relation to public procurement
  • publish in a manner that is accessible

You will find the latest set of reports below along with previously published reports. 


Public Sector Equality Duty - April 2019 update

The following information forms the April 2019 publication requirements under the Public Sector Equality Duty (PSED).

Mainstreaming Report

Staff Monitoring Report

Pay Reporting

To view the above documents online you may require Adobe Reader or Microsoft Word.

If you require any of these documents or information in an alternative format, please contact the Equality and Diversity Unit.


Previous Public Sector Equality Duty (PSED) Mainstreaming Reports