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EDI at King's

Equal Opportunity Data

We know that our people at King’s are drawn from a vast number of different backgrounds and walks of life, and that it is this diversity of backgrounds, heritages and lifestyles, as well as talents and ideas that make us the best that we can be.

When you share your Equal Opportunity Data on the King's HR digital platform, CoreHR, you are actively contributing to a better understanding of who we are at King’s, and how we can create the best conditions for everyone to contribute and thrive, while bringing their whole selves to work.

The HR Privacy Notice details how HR processes and uses your personal information under the Data Protection Act 2018 and the EU General Data Protection Regulation (GDPR).


What difference will sharing my Equal Opportunity data make?

By updating your Equal Opportunity data, you allow us to build up a more comprehensive picture of our staff profile in terms of equality data. The data allows us to see areas of under-representation so we can take targeted action that responds to local needs of under-represented groups and mitigate against potential discriminatory impacts that proposed policies and initiatives might have on different groups.

Case Study: Race Equality 

In 2018, King’s undertook a self-assessment for AdvanceHE’s Race Equality Chartermark, a framework through which institutions identify and self-reflect on organisational and cultural barriers which affect BME staff and students.

As part of the assessment, we looked at the data around race and senior leadership and found that only 8% of King’s professoriate are BME, and of this group, 0.6% are Black. Similarly, only 6.8% of our most senior Professional Services Staff are BME. During Recruitment & Selection, the proportion of BME candidates dropped significantly between application and shortlist, with 10% fewer BME candidates reaching interview than applied for academic roles.

We recognise that a lack of diverse talent, perspectives and experiences negatively impacts King’s staff and student experience and hinders King’s ability to contribute to world-class teaching and research and our potential in service to society and the world.

From speaking to staff and students, we know our BME staff and students feel that a lack of role models and significant under-representation negatively impacts their sense of belonging, academic identity, and aspirations to pursue an academic career. Professional Services staff face a concrete ceiling in progressing to the most senior grade.

As a result of this and other insights we gained from the data, we developed a Race Equality Action Plan which set out five flagship actions to progress gender equality. The Race Equality Chartermark provides us a benchmark to measure progress so that when it comes time to resubmit again in 2024, we will see a greater level of diversity reflected in the data.

  1. Establishing King’s first Race Equality Board to govern our progress towards race equity
  2. Conducting a comprehensive review of King’s staff recruitment and selection processes
  3. A thorough investigation of King’s history regarding race and celebrating BME contributions
  4. Detailed research and actions to identify, track, and respond to microaggressions at King’s


Effective use of our Equal Opportunity data sends a strong signal to staff and potential job applicants that King’s is committed to true inclusion and to supporting a diverse workforce. In turn, this contributes to the raising of our profile as an inclusive University, which has a positive impact on attracting staff and students regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage & civil partnership, and pregnancy & maternity.

It only takes 5 minutes to update your Equal Opportunity data, and by doing so, you will be helping to build a valuable data set that gives us insight and helps us develop a more fully inclusive environment

At King's, we will ensure that we create an environment where staff feel comfortable sharing their disability. A supportive atmosphere that is inclusive of all our staff will allow everyone to thrive. Sharing your disability with your line manager (in addition to doing this confidentially via CoreHR), can have a positive effect on your working relationship, alongside ensuring that we have effective adjustments in place in order for you to carry out your role within King's.

King’s Legal Requirements

All employers are responsible under the Equality Act 2010 for protecting their employees from discrimination and harassment. Using monitoring data to identify and prevent harassment and discrimination. For public bodies and those delivering services on their behalf, monitoring data is a useful way of demonstrating compliance with the public sector Equality Duty.

The Equality Act 2010 requires all public authorities to fulfil the requirements set out by the Act in the Public Sector Equality Duty (PSED). Under the PSED, the University is required to gather staff data across all protected characteristics and set measurable equality objectives to meet the duty.

It is also compulsory for the University to meet the reporting requirements of organisations such as HESA - Higher Education Statistics Agency. The University provides HESA with equality information as this is necessary for monitoring equality of opportunity and eliminating unlawful discrimination in accordance with the Equality Act 2010.

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