Public Accountability: Policies and Procedures
The University is committed to maintaining the integrity and probity of academic research. It treats all allegations of misconduct seriously and is committeed to ensuring that allegations are investigated with thoroughness and rigour.
These procedures outline the action to be taken when an allegation of misconduct in academic research is brought against any present or past member of staff of the University, including visiting academics, in respect of research undertaken while employed by or at the University.
The procedures on allegations of academic misconduct are available at:
Teh University is committed to promoting the dignity of every student and staff member by eliminating all forms of offensive behaviour to establish a working and learning environment, free from harassment and aggression.
Our code of practice applies to both students and staff, it contains a general policy statement which highlights the roles and responsibilities of all who work and study at the University - giving examples of the different forms of harassment and outlining the policy to be implemented when dealing with harassment.
Read the University's code of practice on dignity at work and study here: Dignity at Work and Study Policies
The University is an Equal Opportunities Employer. It is committed to meeting its legal and moral obligations of eliminating discrimination and promoting equality on the grounds of age, disability, gender, reassignment, pregnancy and maternity, race (including ethnic or national origin, colour or nationality), religion or belief (including lack of belief), sex and sexual orientation.
Find out more information by visiting the Equal Opportunities pages
The University recognises all forms of expression undert the law. This principle is reinforced by the Education (No. 2) Act 1986 which requires the University to take such steps as are reasonably practicable to ensure that freedom of speech within the law is secured for staff, students and other members of the University and for visiting speakers.
The same Act imposes a duty to issue a Code of Practice to set out the procedures and conduct required of those organising or attending meetings or other activities. This Code of Practice is issued by - and with the authority of the Council as the governing body of the University and applies to all premises of the University, owned or managed, including the premises of the Stuents' Union, and includes all forms of communication and expression irrespective of the medium employed.
Click here to read the Freedom of Speech Code of Conduct
Swansea University is committed to the Modern Slavery Act 2015
Modern Slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person's liberty by another in order to exploit them for personal or commercial gain.
The University's Modern Slavery Statement is made pursuant to section 54(1) of the Modern Slavery Act 2015.
The University aims to provide a safe and secure environment for all students, staff and individual visitors who access its facilities and services. This includes protecting the freedom and dignity of the individual to the extent that it does not interfere with the freedom and dignity of others or undermine community cohesion.
The University recognises its particular responsibility to safeguard the wellbeing of vulnerable groups including children and young people engaged in the breadth of the University's activities by ensuring that there are appropriate arrangements in place to enable it to discharge its duty to provide a safe and secure environment.
Salary awards for senior employees on Grade 11 are determined by the Remuneration Committee, normally on an annual basis.
The Remuneration Committee is established by the University Council and is chaired by the Chair of the University Council.
The membership of the Remuneration Committee comprises the Pro-Chancellor and Chair of Council, the Treasurer, the Vice-Chancellor, three other lay members of the Council and an Honorary Governor.
The purpose of the Remuneration Committee is to make decisions relating to the remuneration of employees on Professorial and Professional Services Grade 11.
The Vice-Chancellor does not participate in the deliberations or decision making of the Remuneration Committee relating to the Vice-Chancellor role.
The Secretary of the Remuneration Committee is the Registrar who also does not participate in the deliberations or decision making of the Remuneration Committee relating to the Vice-Chancellor or Registrar roles.
The deliberations of the Remuneration Committee are informed by an annual review of employees on Grade 11. This involves consideration of performance against Key Performance Indicators and other leadership contributions for academic employees; performance against Performance Development Review objectives for Professional Service employees; current salary and past history of awards.
The Remuneration Committee makes decisions also in the context of the overall performance of the University and takes into account relevant market data. Decisions are subject to an Equality Impact Assessment.
The salary of the Vice-Chancellor is made publically available in the University's Operational and Financial Review and Financial Statements that also includes anonymised data on salaries above £100K.
Swansea University is proud to be a bilingual University. Welsh-language provision extends to a broad range of the University’s services and activities as well as its academic provision.
The Welsh Language (Wales) Measure 2011 established a legal framework to impose a duty on some organisations to comply with standards of conduct in respect of the Welsh language. This means that students and members of the public have rights to use the Welsh language when they come into contact with the University.
With effect from 1 April 2018, the Welsh Language Standards replace the University’s Welsh Language Scheme. The duties outlined within the Standards stipulate that organisations should not treat the Welsh language less favourably than the English language, and lay out requirements to promote and facilitate the use of the Welsh language (making it easier for people to use the language in their day-to-day-life).
You can get further details on the Welsh Language Standards
Information about Welsh language academic provision can be found on Academi Hywel Teifi’s web pages
The University is committeed to the highest standards of openness, probity and accountability, and seeks to conduct its affairs in a responsible manner.
The University has in place a "Whistle-Blowing" (Public Interest Disclosure) policy and procedures to enable staff, students and other members of the University to raise concerns which are in the public interest relating to allegations of fraud, malpractice, impropriety, unethical behaviour or improper conduct. The policy and procedures ensure that concerns made in good faith are dealt with robustly and fairly, and that members raising such concerns are not subject to any form of victimisation.
The policies and proecdures are available by clicking here: Public Interest Disclosure Policy and Procedures