Equality and Diversity This Policy will be applied in a non-discriminatory way, in line with the School’s Equality and Diversity policies. A. The Code of Practice

processes it will follow in deciding what work will be included in its final submissions. The School has carried out an equality impact assessment (EIA) on this Code which sets out the policy and procedures for selecting staff for the REF. This will be kept under review and further EIAs will be completed as required including on the mock exercise and an analysis of eligible staff selected so as to ensure that there are no equality barriers to selection. 2. The School’s primary concern in preparing its submissions will be to achieve the strongest possible quality profile, whilst also maximising future levels of HEFCE income to support the long-term development of the School. As in other aspects of its work, the School values the diversity of its staff and is committed to equality of opportunity. The Code of Practice has therefore been developed to ensure that decision-making processes with regard to the REF are fair, transparent, consistent and support an inclusive environment which aligns with the School’s Equality and Diversity Strategy, and fulfil all of its responsibilities under the Equality Act 2010 and employment law