One evidence picture for your equality duties.
the public sector equality duty (s149), plus annual equality information;
the employer duty to take all reasonable steps to prevent sexual harassment of staff, from 30 October 2026;
gender pay gap reporting;
duties to students under the Equality Act 2010 (ss.90–94);
Office for Students condition E6 on harassment and sexual misconduct, in force since 1 August 2025.
The evidence for each usually sits in a different team: HR, student services, EDI, planning. We bring it together.
The University Edition of the Workplace Outcomes Review
How we work: aggregate only (no group under 10), a DPIA first, your procurement rules, results private to you.
Staff: a reasonable-steps evidence file for the new duty, covering everyone.
Students (E6 module): reporting, support and fair process for everyone involved, with reporting and outcome data by characteristic, including sex, for both reporting and responding parties. We check that the process is consistent. Never the findings.
Equality information and objectives: themes turned into objectives you can measure, with baselines and dates.
You get: a private report, a board summary, an action list.
Partner with us on research and data
Sentient OS brings two strands to campus: equality data analytics for your duties, and AI innovation research questions worth studying together.
- Joint research into outcomes across every protected characteristic, including sex: in work, in study, and after leave.
- Data collaboration on aggregate, privacy-protecting methods for equality evidence.
- Student and doctoral projects using anonymised, aggregate data sets.
- Testing our methods openly, against measures agreed in advance.
Small print: This is a statistical analysis. It is not legal advice and does not confirm that the organisation meets any law.