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Public Sector Equality Duty


The Public Sector Equality Duty requires public bodies to
  • have due regard to the need to eliminate discrimination
  • advance equality of opportunity
  • foster good relations between different people when carrying out their activities.

The broad purpose of the equality duty is to integrate consideration of equality and good relations into the day-to-day business of public authorities. If you do not consider how a function can affect different groups in different ways, it is unlikely to have the intended effect. This can contribute to greater inequality and poor outcomes.


Compliance with the general equality duty is a legal obligation, but it also makes good business sense. An organisation that is able to provide services to meet the diverse needs of its users should find that it carries out its core business more efficiently.


As part of our legislative requirement, we produce a number of key documents.


Document 

Description 

Current versions 

Annual ​​Mainstreaming Report 

This report describes our progress on mainstreaming equality and diversity in our day to day business.

Equality Outcomes 

Our Equality Outcomes support our commitment to meeting public sector equality duty obligation and are designed to reflect the priority of equality and diversity issues. The current set of outcomes will be reviewed in 2020/21 for the next reporting period of 2021/25. 

 

Gender Pay Audit 

Edinburgh Napier’s Gender Pay Gap one of the lowest in the sector and is continuing to fall.

 

Equal Pay Audit 

We have a legal obligation to undertake an Equal Pay Audit every 4 years. Edinburgh Napier has committed to do this on an annual basis and therefore reports on equal pay in relation to gender, age, race and disability each year.

 

Gender Action Plan 

As part of our Scottish Funding Council funding requirements we develop an annual Gender Action Plan. A Gender Action Plan has two key areas of focus. The key priorities are to address subject imbalances from a gender perspective and to address under representations of men at UG level. The GAP outlines how this will be addressed, how progress will be monitored and should identify priority actions.




A workforce that has a supportive working environment is more productive. Many organisations have also found it beneficial to draw on a broader range of talent and to better represent the community that they serve. It should also result in better informed decision-making and policy development.​