We aim to create an inclusive learning and working environment that respects and celebrates differences and individuality. We want everyone to feel able to fully participate in college life and achieve their full potential. We are Investors in Diversity accredited and working towards Stonewall accreditation.

Our key themes for our equality objectives are to promote social mobility, accessibility, voice and influence, diversity and wellbeing while challenging discrimination. Each department and business support team has dedicated EDI Champions who promote EDI, help run campaigns, and monitor the progress towards department equality actions in the Quality Improvement Plan.

For more information contact equality@leedscitycollege.ac.uk.

EDI News

Black History month activities

As part of our Black History Month programme, Student Life ran an event called CV Stories,  where we (virtually) invited BAME individuals in elite positions within their industry to talk through their journey so far to our students. It included where they started, their education and any challenges they faced along the way and how they overcame them. There was also  a Q&A with students at the end.

We had Team GB Commonwealth and World Championship Weightlifter, Emily Campbell, English Football League Match Official, Akil Howson, and former ESPN, BBC Sport, Man City FC and Juventus FC Social Media Expert, Nat Heaven-Black. It was incredibly inspirational and all three guests spoke openly about their personal circumstances, regularly relating back to similar scenarios our students may be experiencing and providing relevant advice.

The videos have been uploaded to our Leeds City College Student Union YouTube channel and can be viewed by clicking on the following links:

CV Stories Episode 1 : Akil Howson

CV Stories Episode 2: Nat Heaven-Black

CV Stories Episode 3: Emily Campbell

Race Equality/BLM

The Black Lives Matter statements were adopted by the Luminate Education Group board in December 2020. Subsequent boards at Keighley and Harrogate also endorsed and adopted the statements in January 2021.

They were produced in June 2020 as a response to the murder of George Floyd, acting as an expression of support and solidarity for Black communities, our students and staff. One statement was published as the Luminate Education Group, whilst Leeds Conservatoire published their own statement.

To help us focus on this work we are creating a Race Equality road map for positive change developed over three phases: Listen & Learn, Analyse & Feedback, Plan for Action. We will be working closely with The Race Equality Forum and our wider staff and student body.

Challenging Anti-Muslim prejudice and Islamophobia

Luminate Education Group is committed to eradicating all forms of religious hate crime and hate against Muslims. It is unacceptable for anyone to feel unsafe while practising their religion and we continue to have a zero-tolerance policy towards the hatred of Muslims. We have adopted a definition of Anti-Muslim prejudice, so that perpetrators can be held accountable for their actions, which is described below.

Anti-Muslim Prejudice is hatred and discrimination against anyone of Islamic faith on grounds of their belief and practice.

This could manifest in:

  • Inciting or carrying out acts of racism, hatred and violence against people, and those perceived to be, of the Islamic faith (Muslims).
  • Direct or indirect acts of discrimination and exclusion including policy and practice within organisations, which deny Muslims legitimate, fair and equal access to opportunities, facilities and services because of their faith, beliefs and practice.
  • Denying people of the Islamic faith the opportunity to practise their faith values, free of harassment, fear of violence against them or fear of incurring discrimination and hatred against them.
  • Actions which perpetuate a climate of mistrust, fear and a sense of marginalisation about or within the Islamic community e.g. remarks by individuals and groups that can be made without fear of being held to account.  Also use of print, social or electronic media to align and create fear and division surrounding the Muslim community.

Tackling Antisemitism

The IHRA’s working definition of antisemitism, and its examples, was formally endorsed and adopted by the Luminate Education Group board in December 2020. Subsequent boards at Keighley and Harrogate also endorsed and adopted this definition in January 2021.

This definition sets an example of responsible conduct for organisations. It gives us a practical, widely approved tool to understand how antisemitic acts can manifest.

Antisemitism, alongside other forms of discrimination, are on the rise and remain a significant national challenge – impacting cities and towns across the UK, and our staff and student communities here in Yorkshire.

The Luminate Education Group, through its work in Equality, Diversity and Inclusion, is working to actively confront and eliminate discrimination to achieve systemic change. This is simply one important element in a much wider programme of work aimed at achieving this.


Luminate Trans Rights Statement

As an organisation we are committed to being an inclusive environment for all. In a time when trans rights, existence and identities are being publicly debated, we continue to support our trans communities. We would like to offer reassurance to our students and staff that we will continue to make every effort to ensure we provide protected spaces for our trans communities.


Our commitments to Gypsy, Romany, Traveller, Boater and Showmen Communities

Leeds City College has committed to the Gypsy, Traveller, Romany, Showmen and Boater (GTRSB) into Higher Education Pledge through Buckinghamshire New University. The pledge is an opportunity for the college to focus our efforts on educating staff and students on GTRSB communities and develop bespoke support for students from these backgrounds, with a focus on educational attainment and progression after college. The Equality, Diversity and Inclusion team will be working towards the pledge commitments, alongside the progression officer who is based in the Careers, Work Experience and Progression team.

As part of the pledge we will discuss our work with other committed institutions, nationwide.

  1. Our ‘public pledge’ statement which can be found here
  2. Link to the GTRSB into HE pledge page for anyone who wants to find out more information on what the pledge is/ how to commit- this can be found here

For more information on the pledge please see here

To see our public pledge statement please see here


EDI Objectives

Promoting Social Mobility

Through raising aspirations and improving outcomes for all students and staff with protected characteristics or from disadvantaged groups, including economic deprivation. We will promote social mobility by:

  • Recognising the impact of protected characteristics on social mobility and life outcomes. By analysing outcomes and performance data, including staff profile, we will better understand its impact.
  • Developing programmes of activities for students and staff with protected characteristic to harness talent, develop career inspiration and fulfil potential.
  • Ensuring retention and attainment gaps are identified and addressed to maximise progression for all students.
  • Developing relationships with local communities and external stakeholders, particularly those representing protected groups, to deliver our equality objectives.
  • Promoting work experience and employer led activities to extend the experience of students.

Accessibility for All

We will champion accessibility of the curriculum and the college environment, improve physical accessibility, challenge ability discrimination and promote respect and are inclusive regardless of ability, disability or mental wellbeing. We will do this by:

  • Adhering to government accessibility guidelines in all our published, digital and teaching, learning and assessment materials and aspire to exceed this by embracing best practice wherever possible.
  • Improving the way we identify and meet additional support needs for all students, apprentices, staff and users, who may be visitors or members of the public.
  • Raising awareness of the impact of hidden disabilities on participation and inclusion in college life.
  • Improving the visibility and profile of staff,

Voice & Influence

We will promote a diverse culture where students, apprentices and staff are widely consulted and create their own opportunities to shape and promote equality, diversity and inclusion within the college and local communities. We will do this by:

  • Working with the wider student and staff body to increase engagement, influence and co-production in our equality, diversity and inclusion objectives and action plans.
  • Developing the knowledge, confidence and awareness of EDI Champions and the student union liberation committee to have a strong EDI voice in their study, work and social environments.
  • Coordinating campaigns and activities for students and staff to plan, co-produce and lead activities which challenge non-inclusive behaviours.
  • Creating opportunities for staff and students to engage with local communities and networks, to share best practice and build links with external groups.

Celebrating Diversity

We will seek and create opportunities to celebrate diversity, being responsive around the needs of the college community and ensure excellence through inclusion. We will do this by:

  • Celebrating the differences between members of the college community with actions, words and images, drawing on diversity in its broadest sense.
  • Improving the diversity of the workforce to better reflect the profile of our students, and addressing under representation of protected groups, particularly in college management roles.
  • Monitoring the take-up of development opportunities for students and staff and evaluating feedback on student and staff experience and outcomes by equality characteristic to identify and address performance gaps in experience or outcome.
  • Reviewing college policies and practices for students and staff to ensure they are inclusive in both language and impact.

Challenging Discrimination

We will promote a culture of mutual respect, tolerance, democracy, individual liberty and shared expectations in our practice and communications. We will do this by:

  • Challenging stereotyping and working practices which may reinforce systemic disadvantage, including gender stereotyping.
  • Training staff and developing curriculum resources to raise awareness of unconscious bias.
  • Providing opportunities for staff and students to develop the skills, knowledge and confidence to challenge behaviours which are oppressive, disrespectful, intimidating or bullying through
    restorative approaches.
  • Aspiring to create a safe and harmonious learning and working environment for all members of the college community, free from physical risks, bullying or harassment.

Promoting Wellbeing

We will invest in and promote a culture of mindfulness, positive mental health and wellbeing across the colleges. We will do this by:

  • Providing access for staff and students to enrichment activities and opportunities to support their mental health and emotional wellbeing, including community engagement, social action and promoting a healthy lifestyle.
  • Enrichment activities and training opportunities for staff explicitly, teaching emotional wellbeing, healthy lifestyles, restorative approaches and strategies to build resistance.
  • Creating a culture of safe disclosure around mental wellbeing and encouraging a life-work balance.
  • Recognising that risk or vulnerability of students and staff may be heightened due to protected  characteristics.
  • Developing relationships with multi-faith organisations to meet the needs of a diverse student and staff body.
Leeds City College