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What we do

Realising our ambitions relating to equality, diversity, and inclusion add up to what we call institutional equity. Our Institutional Equity Strategy is founded upon the core principles of fostering inclusivity, promoting staff and student success, enhancing belonging, and promoting equitable culture and practice.

We are developing an dynamic approach to equality, diversity, and inclusion based around our Institutional Equity Strategy. Details of our policy commitments and action plans will be accessible through these pages as they are approved and adopted.


Contact us

Office for Institutional Equity
Docklands campus, EB.G.01
Email: oie@uel.ac.uk 


We are delivering several events during the month.

UEL Women's Network - Panel event

Date: Wednesday, March 9, 2022

Time: 4:30PM - 6PM

Location: Online

Join the Office for Institutional Equity and the UEL Women's network as we sit down to discuss how women have overcome bias and continued to succeed in their careers. We'll be discussing the following topics:

  • Women & Motherhood: Question Mark not a full stop
  • Women in the workplace
  • Women and Wellbeing

Book your place

The Hallmarks of An Inclusive Workplace

Date: Thursday, March 10, 2022

Time: 2PM – 3PM

Location: Online

Diversity in its broadest sense is a fact of life for every organisation, and is a celebrated and distinctive aspect of UEL's identity.

Progress from acknowledging the presence of diversity to a culture of active inclusion, however, requires conscious choices - it is not guaranteed or automatic. There are questions for organisational leaders at all levels, and for all colleagues relating to everyday behaviour and relationships. Additionally, our place of work is at the same time a space for learning, socialising, and living for our students. This adds to the mix of factors to consider in our aspiration to become the UK's most inclusive university.

Come and join this highly interactive session to share your perspective on the look and feel of an inclusive workplace. What do we already have in place, and what are the further areas of work required?

Fitzroy Andrew from UEL's Office for Institutional Equity will serve as lead presenter and facilitator for the session, drawing on over thirty-five years' experience of leadership, consulting, and coaching on EDI matters in a wide range of organisational settings in addition to his role at UEL.

Book your place

From Bystanders to Allies: everyday inclusive leadership

Date: Thursday March 17, 2022

Time:  2PM - 3:30 PM

Location: Online

Being gender-inclusive, disability-confident, and anti-racist involves everyone playing an active role as allies, rather than a passive role as bystanders. This session explores what that means for us all.

Book your place

Dismantling Barriers: the Impact of Culture & Capital

Date: Thursday, March 31, 2022

Time: 2PM - 3:30PM

Location: Online

Success takes more than individual talent and capacity, as important as that is. This session explores culture and capital as systemic factors to address, which require tackling historic gaps and deficits.

Book your place

The Value of Reverse Mentoring

Date: Thursday, April 7, 2022

Time: 2PM - 3.30PM

Location: Online

Empowering people at all levels in an institution requires those with position power to envision 'walking in the shoes' of colleagues with different identities and lived experiences. This session explores the practical value of reverse mentoring in this context.

Book your place

International Holocaust Remembrance Alliance (IHRA) definition of antisemitism

Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.

The University of East London has a zero-tolerance policy of any form of discrimination or harassment and is committed to supporting both a diverse and inclusive culture for students and staff alike. The University is a respectful and broad-minded environment where antisemitism, racism or hate speech of any form will not be tolerated. We recognise that progressing equality requires long-term institutional change and the University is continuing its work in this area to improve the representation, progression and success of all marginalised and under-represented staff and students within higher education. Freedom of expression is also an integral part of our values and the University remains committed to promoting and protecting free speech. The ability to rigorously discuss and challenge ideas is a full part of the University's work.

Statement of Expectations in relation to Harassment, Bullying and Sexual Misconduct

The University has adopted a zero tolerance to bullying, harassment, or sexual misconduct which means that any substantiated allegation will be investigated and where necessary, disciplinary sanctions used, so that our staff, students, and visitors can enjoy an environment where everyone is treated with dignity and respect.

The University has updated its policy on sexual misconduct and is in the process of reviewing its policy on Dignity at Work and Study which covers harassment and bullying.  However, while this review is on-going it remains important that all staff and students   familiarise themselves with these procedures to understand what is, and what is not, acceptable behaviour.

The  Sexual Violence and Misconduct policy and the Dignity at Work and Study Policy and Process both explain how to make a formal and an informal complaint and where you can go for help and advice.

Further guidance will be issued once the new policies are in place but any students or members of staff who feel they have been bullied or harassed or subject to sexual misconduct may:


Raise your concern with the Students' Union or Student Services or a member of academic staff who deals with pastoral matters.


Raise your concern with your line manager or with the HR Team. If you don't feel you can speak to your line manager then it would be best to speak to their manager or your HR Advisor. You may also seek advice from your trade union. The Employee Assistance Programme is also a confidential service available to you for support 24/7 Tel: 0800 389 0285

Alternatively, you may feel that you are able to talk or write to the perpetrator explaining how they are making you feel and asking them to stop.

You should keep your own written record of each incident of bullying/ harassment including what happened and the time and date.

Formal stages of the procedure

If you feel that you have been unable to resolve the matter informally or feel unable to deal with the matter informally you should move to the formal stages of the Sexual Violence and Misconduct policy or the Dignity at Work and Study Policy and Process and put your complaint in writing giving details of any incidents, names, dates, times and witnesses (if any) of the alleged unacceptable behaviour. You could also detail any informal measures you have already taken to try and resolve the matter.

The matter will then be dealt with under the formal stages of the procedure.

All University of East London students and staff are expected to adhere to the standards of behaviour required of them as a member of the University community. Students and staff are responsible for their own behaviour and that in any community of adults' disputes between individuals will arise.

The University has a range of policies and procedures in place to manage breaches of codes of conduct, student contracts, staff contracts or other codes of practice.