Equity, Diversity and Inclusion Strategic Plan on a Page

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EDI Strategic Plan on a Page 2026-2031

Our Vision

A fair and inclusive organisational culture and sector-leading equitable policy and practice.

Our Commitment

A shift from equality: recognising different needs and responding through targeted action.

Our Purpose

Turn OU-wide commitments into practical, evidence-led action so staff and students can belong, contribute and thrive.

Four Priority Areas For Focused Action

Disability, Neurodiversity & Accessibility

Objectives

  • Progress to Level 2: Disability Confident Employer
  • Strengthen staff-centred governance and lived-experience leadership
  • Embed the new Accessibility Sponsorship Model
  • Enhance student accessibility
  • Improve everyday experiences and culture
  • Build capability and ways of working

LGBTQIA+

Objectives

  • Develop and implement LGBTQIA+ Action Plan
  • Strengthen policies, systems and data
  • Improve everyday experiences and culture
  • Enhance curriculum, teaching and support
  • Support and recognise LGBTQIA+ leadership and networks

Race

Objectives

  • Increase racial diversity in leadership, governance and senior decision making structures and accountability
  • Improve staff experience, recruitment and progression
  • Improve student belonging and success
  • Improve support for racially minoritised (RM) research-only staff and postgraduate research students; increase racial diversity and cultural competence of ALs

Gender

Objectives

  • Apply for an institutional Silver Athena Swan (AS) award and implement associated action plan
  • Support the AS award applications for Schools and Professional Services Staff (PSS)
  • Strengthen our gender equality work beyond AS
  • Embed and evaluate gender-related policies
  • Build on initiatives to challenge gender0based violence and harassment
  • Ensure gender equality work is inclusive of trans and non-binary people, and under representation of men

Delivery, Enablers, and Success Measures

How we will deliver

Evidence-led decisions; listening and communication open in all directions valuing lived experience of diverse groups; accountability by setting clear, realistic objectives with identified owners; alignment and integration with University Strategy and other frameworks.

Key enablers

Partnership with Faculties and Units, local EDI initiatives, AS and Race Equality Charter (REC) work, Diversity, Neurodiversity and Accessibility Steering Group, LGBTQIA+ Working Group, Access and Participation Plan (APP), EDI practice in the Nations, Equality Impact Assessments (EIAs), Staff Networks, EDI Learning and Development.

Success measures

Staff KPIs on representation, recruitment, progression and colleague experience. Student KPIs from the APP on recruitment, pass rates, good pass rates and Positive Progression. Progress monitored annually.

Shared Responsibility

EDI is everyone's responsibility, informed by lived experience and shared accountability. 

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