Data refers to any piece of information, whether in numerical, textual or in some other form. Data reveals something about some aspect of reality and can therefore be used for analysis, reasoning or decision-making. The data may relate to an identified or identifiable person, in which case they are called personal data. The individual to whom the data relate is referred to as the data subject. 

Where personal data relates to matters such as racial or ethnic origin, religion or belief, disability or sexual orientation, they are considered sensitive data.

EDI Data (term used interchangeably with Equality Data, or Diversity Data) is any piece of information that is useful for describing and analysing the state of equality and diversity. 

It usually differs from ‘data’ per se in that it disaggregates groups of people or information by e.g. gender, disability, age and any other characteristics that might contribute to e.g. inequalities or discrimination.  

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• EDI has been a central part of University life for many years. UCC's commitment to EDI is enshrined in the UCC Strategic Plan 2023-2028, EDI Framework Action Plan 2023-2028, and the Athena Swan Silver Action Plan 2024-2029.

• Our community comprises a diverse group of individuals with varied lived experiences and needs. We aim to reflect the richness of our community in how we operate and how people feel when studying, working, and engaging with us on our campus and beyond.
• EDI Data is indispensable for identifying, monitoring, and addressing inequalities and diversity-based opportunities.
• It allows the University to gain a more accurate overview of its staff profile.
• It enables the University to design targeted interventions to promote fairness and equal opportunities. For example, data on recruitment rates, leadership profiles, or educational attainment can highlight inequalities based on gender, race, disability, or other characteristics.
• Helps the University assess the impact of proposed policies, actions, or initiatives.
• It promotes accountability, as it can be used to hold the University accountable for its actions and ensure it meets its obligations to promote equality and non-discrimination. 
• It assists the University in meeting its legal obligations.