Equality, Diversity and Inclusion reporting and objectives • City St George's, University of London

City St George’s, University of London was formed on 1 August 2024 through the merger of City, University of London and St George’s, University of London. The university is committed to meeting its statutory obligations under the Equality Act 2010 and the Public Sector Equality Duty (PSED), and annually publishes equality, diversity, and inclusion reporting to promote transparency and accountability. Legacy City and legacy St George’s reporting is shared to support comparison and provide historical context.

City St George’s, University of London, regards freedom of speech and academic freedom to be fundamental to delivering its mission as the University of business, practice and the professions. Its values in this respect are set out in a code of practice on freedom of speech and academic freedom, which explains how the University will uphold, secure, and promote freedom of speech within the law. See: Code of Practice on Freedom of Speech.

Equality objectives

As a higher education institution, City St George’s has specific duties under the Equality Act (2010) to tackle discrimination, advance equality, and foster good relations.

The duty requires the university, as a public authority, to have 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 do and do not share a protected characteristic.
Foster good relations between people who do and do not share a protected characteristic.

Under this provision, for the staff, students and community it serves, public authorities must:

Publish information demonstrating compliance with the general equality duty across its functions on an annual basis with effect from 31 January 2012.
Set and publish equality objectives at least every four years with effect from 6 April 2012.

The equality objectives set out clear and measurable goals to promote fairness and inclusion and ensure compliance with the Equality Act 2010. They focus efforts on areas where inequities may exist, and provide benchmarks to track progress over time, with progress monitored and reported annually in the annual Equity Diversity and Inclusion Report.

Objective 1

Reduce pay gaps.

To reduce the gender pay gap.
To reduce the ethnicity pay gap.

Objective 2

Building a more representative workforce, particularly at senior levels, to better reflect the diversity of the student population.

To increase the number of staff that identify as People of Colour.
To increase the number of Professorial roles held by women.

Objective 3

Reduce student awarding gaps.

To reduce the Black and White awarding gap.
To close the White and Asian awarding gap.

Annual Equity, Diversity and Inclusion report

The annual Equity, Diversity and Inclusion report outlines progress against strategic equality objectives and commitments set out charter mark accreditation action plans, highlights key data and demonstrates accountability against equality objectives and statutory duties.

City St George’s, Annual Equity, Diversity and Inclusion Report 2024/25 [PDF]

Legacy reports

Legacy City, University of London Annual Equity, Diversity and Inclusion reporting

Pay gap reporting

Gender pay gap reporting ensures the university meets mandatory reporting requirements under the Equality Act 2010. Regulations introduced in 2017 require public, private and voluntary sector organisations, with 250 or more employees, to report annually on their gender pay gap. By strengthening pay gap reporting beyond statutory requirements and including intersectional, the university is able to use these insights proactively to identify and address disparities, supporting fair and equitable pay for all staff.

The 2025 joint pay gap report marks the first published report under the following the formation of City St George's, University of London identity, with reports from legacy City, University of London and legacy St George's, University of London also included to support comparison and provide historical context.

Legacy reports

Legacy City, University of London pay gap reporting

Legacy St George's, University of London pay gap reporting

Staff and student monitoring reports

Staff and student monitoring reporting provides insight into the demographic make-up of staff and students. Published annually in line with the Equality Act 2010 and the Public Sector Equality Duty, the data helps track representation across different groups with protected characteristics.

The 2024/25 staff and student monitoring report marks the first report published following the formation of City St George's, University of London identity, with reports from legacy City, University of London and legacy St George's, University of London also included to support comparison and provide historical context. For reference, and in accordance with regulatory requirements, legacy St George’s reporting was limited to staff only.

Staff and Student Equality Monitoring Report 2024/25

Legacy reports

Legacy City, University of London staff and student reporting

Legacy St George's, University of London staff and student reporting

Equality Impact Assessments

Equality Impact Assessments (EIAs) are undertaken to ensure changes to policies, practices, and decisions are fair and inclusive and do not negatively impact any group with protected characteristics. The EIA toolkit provides staff with a practical framework to assess the impact of change and identify ways to mitigate any potential adverse effects. Completed EIAs are reviewed by the EDI Board to support continuous improvement.

For more information on the work being carried out at City St George’s on equity, diversity and inclusion, please visit this page.