It is Queen’s first University-wide EDI Strategy (2026–2029) and a draft consultation document. It provides a single framework for embedding equality, diversity and inclusion across teaching, research, leadership, governance and engagement.

We have made strong progress in recent years, but we know there is always more to do, and that experiences of EDI can be inconsistent across the University.

Our focus is on embedding real, measurable and impactful change, not isolated initiatives.

As a public authority (Section 75, Northern Ireland Act 1998), Queen’s also has statutory equality duties, reflected in our Equality Scheme and related action plans. This strategy helps ensure those commitments are delivered through one clear, integrated direction.

The new EDI strategy we are developing is intended to be a core enabler of Strategy 2030, supporting Queen’s commitment to:

• be a leading employer for equality, diversity and inclusion;
• deliver a transformative and inclusive student experience;
• foster a creative, inclusive and collaborative culture;
• and tackle social inequality and promote cohesion through civic engagement and lifelong learning. 

To deliver lasting impact, we will look beyond individual initiatives and address the structures, practices and policies that can unintentionally reinforce inequality - through deliberate, sustained action across the whole community.

You can expect a clearer, more consistent and more accountable approach to EDI, supported by governance, resources and measurable outcomes.

Key changes include:

1. Stronger governance and oversight

• A new EDI Strategic Oversight Group will monitor progress, ensure alignment with Strategy 2030, and hold delivery owners accountable.
• Progress will be reported through established routes, including the University Management Board and Senate.

2. Central EDI expertise and support

• A centralised EDI Team will provide expert advice and support for staff and students across all nine protected characteristics.

3. Measuring what matters (KPIs)

• We will agree and develop a new set of EDI Key Performance Indicators (KPIs) to manage and monitor progress towards key EDI goals—shaped through consultation.

Take part in the consultation and feedback process, join relevant staff/student networks and groups, and get involved locally through Faculty/Professional Services EDI committees and self-assessment teams (e.g., Athena Swan, Race Equality Charter).

Join relevant networks, committees and groups

You can get involved through:

• Faculty / Professional Services EDI committees (with student representation)
• Self-assessment teams such as Athena Swan and Race Equality Charter (including student representation)
• Staff networks including PRISM, iRISE, Connect, the Disabled Staff Network and IOLRA
• Students’ Union and student societies, ensuring the student voice is reflected in EDI activity
• Trade Unions and local leadership/line management routes that support the delivery of both institutional and local EDI activities

Visit Queen’s EDI webpages for more information, including the Strategy, governance updates and reporting, and information on how to connect with EDI support and networks.