Skip to main content

EDI Implementation Plan 2025-2027

This is a revised and refreshed version of the 2023–25 Implementation Plan. It has been developed in consultation with our staff community and approved through the University's governance processes.

The plan builds on the progress made under the previous implementation plan, continuing our work to create more equitable outcomes with, and for, our community here at Leeds.

To find out more about any aspect of this plan, please contact the Equality and Inclusion Unit at [email protected]

Delivering our commitments

The plan is divided into five key themes, which have helped us to shape and prioritise our work.

Theme 1: Rigorous EDI Policy, Processes and Structures

  • Develop and implement a rigorous Equity, Diversity and Inclusion (EDI) policy framework that meets compliance and legislative requirements
  • Introduce mechanisms and development opportunities that will increase the diversity of institutional university and local faculty committees
  • Provide expert, trusted and credible EDI-related advice and guidance to ensure that EDI is embedded in strategic programmes and projects (such as the University's values-based Behaviour Framework, Research Excellence Framework (REF) 2029)
  • Advance infrastructure and systems that improve the experience of disabled staff

Theme 2: Developing People

  • Deliver a targeted, priorities-led EDI learning and development curriculum, strengthening EDI capabilities of our staff community
  • Develop and share an EDI resource bank that empowers staff to consider EDI in their day-to-day activity, and supports leaders and managers to make EDI-informed decisions
  • Provide a robust framework for equity, inclusion and positive action initiatives across all career stages to deliver priority Key Performance Indicators (KPIs) for increased leadership diversity
  • Deliver mechanisms that support leaders to leverage their position to remove systemic barriers for the benefit of all marginalised, under-represented and disadvantaged groups

Theme 3: Inclusive and Enabling Environment and Culture

  • In partnership with HR, Governance and Compliance and Student Experience, develop and roll out resources to prevent and address discriminatory behaviour, harassment and sexual misconduct
  • Enable and empower staff equity networks as positive agents of change in addressing systemic barriers and creating a sense of belonging at the University
  • Building on the foundational year, launch a strong EDI community of practice that uses their collective knowledge, passion and skills to contribute to the delivery of the EDI strategy
  • Support programmes to tackle antisemitism and Islamophobia and build cohesion, embracing and celebrating the diversity of faiths across the University community
  • Support our partners in the University to integrate EDI within research culture, in researcher development and in REF 2029
  • Using the University’s convening power, forge relationships with partners in the Leeds City Region to develop our understanding and approaches to EDI work, and establish the University as the leading EDI hub for the Greater Leeds area

Theme 4: Robust EDI Governance, evidence and insights

  • Increase accountability and transparency of the institutional EDI governance framework to ensure continuing improvement in EDI strategy delivery
  • Strengthen local accountability for considering, and embedding, EDI within the delivery of day-to-day activities to ensure a positive impact across the University community and compliance with the Equality Act 2010
  • Improve EDI data quality and accessibility to underpin EDI work and decision-making across the University (at institutional and local level)
  • Develop a framework for high quality EDI research and evaluation that helps to advance EDI strategy
    Strengthen mechanisms for collaboration - capturing, sharing and building upon effective local EDI practice, aligned with strategic priorities

Theme 5: Enablers

  • Lead the University Athena SWAN and Race Equality Charter awards and implementation of action plans to achieve culture change
  • Building on our Race Equality Charter (REC) Award, continuously apply anti-racism lens to EDI work
  • Ensure alignment and collaboration with student success and engagement to support an outstanding student experience
  • Strengthen communication of, and engagement with, EDI work across the University so that it is relevant to everyone in the community
  • Engage and utilise the expertise and experience of key stakeholders including trade unions, Leeds University Union, academic experts and staff equity networks

Find out more

Visit the staff intranet

If you're a member of University staff, you can find more about our EDI work on the staff intranet. This includes updates on our progress with the Implementation Plan, resources and support for embedding EDI in your area, and the latest news and events from the Equality and Inclusion Unit (log-in required).