Equality, Diversity and Inclusion Reports
UWS is committed to ensuring that equality is central to everything we do. Our environment champions equality, diversity and inclusion, ensuring that every voice is valued, and every talent nurtured.
This page contains our key reports relating to equality.
Public Sector Equality Duty (PSED) - Equalities Mainstreaming Report (2025)
This 2025 report is an interim update on progress of UWS's Public Sector Equality Duty (PSED) - Bi-annual Mainstreaming and Equality Outcomes Report, published in 2023.
Public Sector Equality Duty (PSED) - Executive Summary (2025)
An overview of the progress made by UWS in relation to meeting the general and specific duties of the equality legislation.
Public Sector Equality Duty (PSED) - Student Equalities Report (2025)
Ensuring we stay responsive to the diverse needs of our student population.
Public Sector Equality Duty (PSED) - Employee Equalities Report (2025)
Enabling us to benchmark our demographics against the higher education sector to identify areas for action.
Public Sector Equality Duty (PSED) - Pay Gap Report (2025)
University of the West of Scotland is committed to the principles of equal pay for work of equal value for all our employees, irrespective of gender or any other protected characteristics. The University is committed to compliance with legislative requirements as set out in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, Public Sector Equality Duty.
The University’s policies and procedures associated with pay and remuneration have been developed and implemented with a view to eliminating all bias. In addition, we regularly review our processes, in partnership with the recognised trade unions, to ensure their integrity in relation to equal pay considerations.
This report outlines our gender pay gap report, ethnicity pay gap report, and occupational segregation report.
Public Sector Equality Duty (PSED) - Pay Gap Report (2024)
University of the West of Scotland is committed to the principles of equal pay for work of equal value for all our employees, irrespective of gender or any other protected characteristics. The University is committed to compliance with legislative requirements as set out in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, Public Sector Equality Duty.
The University’s policies and procedures associated with pay and remuneration have been developed and implemented with a view to eliminating all bias. In addition, we regularly review our processes, in partnership with the recognised trade unions, to ensure their integrity in relation to equal pay considerations.
This report outlines our gender pay gap report, ethnicity pay gap report, and occupational segregation report.
UWS British Sign Language (BSL) Plan 2024 – 2030
The UWS British Sign Language (BSL) Plan 2024 – 2030 builds upon the achievements and learning from the first UWS BSL play which ran from 2018 – 2024. This revised plan includes initiatives which are not only aligned with the Scottish Government National BSL Plan but are also reflective of the unique needs and dynamics of our university community.
View the UWS British Sign Language (BSL) Plan 2024–30 (pdf)
Equality, Diversity and Inclusion Committee Annual Reports
The Equality, Diversity & Inclusion (EDI) Committee is responsible for supporting the strategic direction and monitoring inclusion within the University. The EDI Committee ensures equality, diversity and inclusion practices are being managed and implemented effectively at all levels of the University.
EDI Committee Report: 2023-2024
Previous Reports
Previous Public Sector Equality Duty, Mainstreaming & Equality Outcomes Reports
Public Sector Equality Duty (PSED) Report 2023 (PDF)
Public Sector Equality Duty (PSED) - Mainstreaming & Equality Outcomes Report 2021
Public Sector Equality Duty (PSED) - Biannual Mainstreaming & Equality Outcomes Report 2019
Public Sector Equality Duty (PSED) – Mainstreaming & Equality Outcomes Report 2017
Pay Gap Report 2023
University of the West of Scotland is committed to the principles of equal pay for work of equal value for all our employees, irrespective of gender or any other protected characteristics. The University is committed to compliance with legislative requirements as set out in the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012, Public Sector Equality Duty.
The University’s policies and procedures associated with pay and remuneration have been developed and implemented with a view to eliminating all bias. In addition, we regularly review our processes, in partnership with the recognised trade unions, to ensure their integrity in relation to equal pay considerations.
This report outlines our gender pay gap report, ethnicity pay gap report, and occupational segregation report.
Pay Gap Report 2023
UWS British Sign Language (BSL) Plan 2018 - 2024
UWS shares the vison of the Scottish Government to make Scotland the best place in the world for BSL users to live, work, study and visit. This means that people whose first or preferred language is BSL will be fully involved in daily and public life in Scotland, as active, healthy citizens, and will be able to make informed choices about every aspect of their lives. The BSL (Scotland) Act 2015 requires public bodies in Scotland to publish plans every six years, showing how they will promote and support BSL. This is the final version of the UWS British Sign Language (BSL) Plan, as required by the BSL (Scotland) Act 2015. It sets out draft actions that UWS will take over the period 2018-2024.
Download British Sign Language (BSL) Plan 2018 - 2024
If you require a report in an alternative format or have any other feedback, please contact equality@uws.ac.uk.
Last updated: 30/04/2025