UWS and SDG 10: Reduced Inequalities

Reduced Inequalities 

The University is committed to reducing inequalities by widening access to Higher Education. We actively promote equality through initiatives like the Athena SWAN and staff networks. 

Access to university – Tracking of underrepresented groups applications  

We collect a range of measures to allow us to support recruitment and retention of under-represented groups. For our applicant groups, this includes the collection of data via UCAS and from our direct applicant portal. Data collected via UCAS allows us to track SIMD40/20, care experience, younger carers, estranged students, those who have served in Armed Forces and those with parents/ carers in the armed forces. Once our new applicants are ready to enrol, they are sent a pre-arrivals questionnaire which allows us to gather a range of data such as if they are first in their family to attend university. Our Student Success Early Intervention teams can then use this data to inform our approach to support student enrolment and retention.

Access to university – Recruitment of Underrepresented Groups 

UWS is Scotland’s leading widening participation university. At UWS, widening access has always been central to our institution. We believe in supporting and enabling students to achieve their potential regardless of their background.

Widening access addresses patterns of under-representation in higher education. It's also part of a governmental education policy in Scotland and the UK. Widening access attempts to increase the proportion of people entering higher education, from under-represented groups.

UWS works with prospective students from groups that are currently under-represented, including students:

• From low-income backgrounds and low socioeconomic groups as defined by the Scottish Index of Multiple Deprivation (SIMD)

• Who are care experienced

• Who are young carers

• Who are estranged from their families

• From under-represented ethnic backgrounds 

• Who attend schools and colleges where performance is below the national average, this includes FOCUS West or SHEP schools 

• Mature students who have complete a SWAP Access course 

• Who are the first in their generation to consider higher education 

• Who are asylum seekers and refugees

• Who are military veterans and their families

UWS is committed to Widening Access. We work on many pre-entry initiatives to encourage applicants from all backgrounds to realise their full potential.

• UWS Foundation Academy provides senior pupils from target schools an opportunity to develop academic skills at university level, improve their UCAS applications and build on skills and confidence before moving on from high school to higher education.

• FOCUS West Routes for All Programme working with schools across the West of Scotland with low progression to higher education and encouraging young people to look at higher education after school 

• Scottish Wider Access Programme (SWAP) supports access to higher education for adult learners. SWAP access programmes run at colleges across Scotland and are a proven route into hundreds of degree courses at partner universities.   

• College Transition Support and Articulation At UWS, we have a dedicated College Team to support students joining us from college, as well as an excellent programme of transition support both for students entering at Year 1 or articulating into Year 2 or 3 of a degree.

• Contextual Admissions As part of the admissions process at UWS, we consider individual experiences, circumstances and backgrounds alongside academic achievements to support and accept students onto their courses. This is called contextual admissions.

• Supporting Care Experienced, Estranged and Student Carers As one of the first Scottish Institutions to take the Stand Alone Pledge, and in light of the closure of the Stand Alone Charity, UWS pledges to continue to support estranged students in their journey within higher education from pre-entry to graduation. UWS is also committed to supporting care-experienced students. To meet this commitment, we have developed a wide range of support services to ensure that all students fulfil their potential, achieve their goals and enjoy their time at UWS.

Other support

We also offer additional support to asylum seekers and refugees and military veterans and their families at UWS. For more information, please email ask@uws.ac.uk

Support for Underrepresented Groups

Staff Networks

UWS has a number of employee network groups: 

• Armed Forces Family Network - The Armed Forces Family Network is for UWS colleagues who have an affinity with and support the armed forces community. This includes veterans, reservists, and family and friends of serving personnel. The Network provides a safe space for the discussion of issues, involving the armed force community generally, offers a collective voice for the workforce to management, and helps to raise awareness of issues relevant to the armed forces community within the wider organisation. 

• Black and Minority Ethnic (BME) Network - The BME Network was set up to for employees from a BME background to come together to share their experiences and support one another. It promotes the interests of BME employees employed at UWS, by creating an inclusive environment where everyone feels welcome, comfortable, respected, and valued. They also provide a safe confidential environment for BME Network members to communicate, share ideas and offer support and solidarity collectively and promote the cultural wealth of the BME network to non-members. The Network strive to support the broader race equality agenda to influence and inform policies and practices.

• Carers Network - The purpose of the Carers Network is to create a supportive working environment for UWS colleagues who are also carers. It also raises awareness amongst all colleagues of the issues surrounding caring responsibilities and what support can be offered.  Anyone seeking support in caring for another person in an unpaid capacity is welcome within the network. Highlighting that the key focus of the network will be on those covered by the definition below:  “You are a carer if you provide unpaid support and care for someone who has an illness, disability, mental health problem or addiction”.

• Disability Action Network - The aim of the Disability Action Network (DAN) is to provide a voice within the University for disability equality & education. It's open to all members of UWS employees, regardless of whether they identify as being disabled or consider themselves to have an impairment or long-term health/medical condition. The mission of the DAN is to work collaboratively, with colleagues and management, to raise awareness and educate all on aspects of Disability and Ability, whilst providing support to members. Some Network events will be restricted to those who identify as having a disability only.

• HigHER Network - HigHER works in partnership with women working within Higher Education in a welcoming environment. Through a supportive network, the Network aims to encourage and support women to take advantage of opportunities to enhance their personal and professional development and enable them to reach their full potential within the workplace. The Network is open to all colleagues regardless of gender, but some Network events will be women-only.

• Liberty Network - The Liberty Network is an inclusive LGBT+ employee group. It gives all employees, regardless of whether they identify as LGBT+, an opportunity to network, plan events and socialise in a safe environment. Quarterly Network meetings provide a forum to discuss common issues and areas of interest, and a safe space for LGBT+ colleagues to access support, including those with intersecting identities. Some Network events will be limited to LGBT+ colleagues only.

• Menopause Network - The Menopause Network aims to create a space to encourage conversations surrounding the menopause. The Network is open to all genders who are interested in learning more about the menopause. However, some events will be limited to those who are experiencing, have experienced, or will experience, the menopause.

• Men's Head On Network - The Men’s Head On Network aims to create a space to encourage conversations surrounding men’s mental health and wellbeing. The Network is open to all genders who are interested in learning more about, and championing, men’s mental health and wellbeing.

Athena Swan

The Athena Swan Charter is a framework that supports the progression of gender equality within higher education and research institutions across the world.

The University of the West of Scotland currently holds a bronze Athena Swan award, with a renewed submission (PDF) submitted in March 2024. The submission includes the letter of endorsement from the Vice-Chancellor as well as the five-year Athena Swan action plan. 

Established in 2005, the Charter initially focused on advancing the careers of women in Science, Technology, Engineering, Mathematics and Medicine (STEMM) employment and now addresses gender equality in a wider context.

Access and support for those with disabilities 

Staff

UWS acknowledges the value and benefit of a diverse workforce and is committed to removing barriers to employment for disabled people. UWS is a Disability Confident employer. We positively welcome job applications from disabled people and provide services to support the needs of disabled employees. 

Declaring a disability

UWS is committed to providing an environment where employees feel confident and safe declaring information about their disability. Disabled employees are encouraged to make their disability known to their manager, so they can be supported fully to perform in their role.

Disabled employees are also encouraged to update their employee record via Employee Self Service. This allows UWS to gather statistical information on the diversity of the workforce and to ensure that disabled employees are having an equitable experience at work in comparison to employees who do not have a disability, and to ensure the adequacy of support provision.

Reasonable Adjustments 

UWS is committed to supporting members of staff and aims to create a healthy, productive, and efficient working environment. We understand people with disabilities face barriers in securing employment and in the workplace.

The University has a duty under the Equality Act 2010 to make reasonable adjustments to accommodate an employee’s disability. A disability is a physical or mental impairment that has a substantial and long-term negative effect on a person’s ability to carry out their normal day to day activities.

UWS has implemented Reasonable Adjustments Guidance (SharePoint), which employees can access via the UWS Connect site. This Guidance document provides information on UWS processes to request and implement reasonable adjustments for employees.

Recruitment

UWS aims to be an employer of choice for disabled people. The University is committed to reducing the barriers faced by disabled people in recruitment and selection processes.

UWS will ask all shortlisted candidates if they require adjustments to participate in interviews or assessment procedures. Requested adjustments will be accommodated as much as possible. 

Where a disabled candidate is recruited successfully, discussions on any required reasonable adjustments should begin as soon as possible so that they may be in place for the new employee’s first day.

Students 

At UWS, we believe every student should have equal access to all aspects of university life. If you have a disability, a long-term health condition, or experience a specific learning difference such as dyslexia, our Disability Service is here to support you in accessing your studies and making the most of your university experience. 

Personalised Disability Support 

Our Disability Advisers work can work with you to tailor support that meets your individual needs across teaching sessions, independent study, and assessments. Support is flexible and can be adapted as your course progresses.

We can offer:

• Liaison with academic staff to arrange reasonable adjustments. 

• Recommendations for exam support, such as extra time or use of assistive technology 

• Help with arrangements in other areas e.g. Personal Emergency Evacuation Plans. 

• Assistance for those who require Blue Badge parking 

• Guidance on accessing Disabled Students Allowance. DSA provides funding to support disabled students in further or higher education who may face additional study-related costs due to their disability. It is designed to help remove barriers to learning and ensure equal access to education.

Accommodation Support for Disabled Students

The UWS Accommodation Office provides support to students living in university accommodation.  When applying for accommodation you will be asked to indicate if you require any room alterations or adaptations. You will be contacted directly to discuss your needs and suitable accommodation will then be sourced depending on availability.

The Accommodation Office has experience of arranging the most appropriate living arrangements for disabled students and will consider the student’s individual requirements and advise on an optimal location, room type and access.

While the Accommodation Office can support students, certain adaptations may not be possible in our on-site accommodation. Staff will endeavour to provide a variety of options depending on individual needs.

All discussions regarding possible adaptations should take place as soon as you are accepted onto your course to ensure staff can work with you at an early stage to source the most suitable accommodation.