Promoting Equality, Diversity and Inclusion
Principles, committee, training and policies.
For information on the Equality Act 2010 and advice and information relavant to the nine related "protected characteristics" - age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex (gender) and sexual orientation - please see our Resources page.
Principles of the Athena SWAN Charter
The University is committed to building and maintaining a positive culture across campus by celebrating difference, challenging prejudice and ensuring fairness. This committment is reflected in the University's Dignity and Respect Policy (link below) and support for the principles of the Athena SWAN Charter:
1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
4. We commit to tackling the gender pay gap.
5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
7. We commit to tackling the discriminatory treatment often experienced by trans people.
8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible.
The School of Informatics also supports the L'Oreal-UNESCO Women in Science Manifesto.
People and Culture Committee
Our People and Culture (formerly Equality and Diversity Committee) was set up in 2013 to support the implementation of our first Athena SWAN action plan and more broadly, to deliver oversight and input on all Equality and Diversity issues. Members include academic representatives from all institutes, at all career stages, undergraduate and postgraduate students and members of support staff who deal with staff/student recruitment and retention. The group meets four times a year and has a budget to promote and support events, training and internships.
For further information about the Committee, see the E&D Committee Page on the staff intranet or check out our blog or email.
The University offers a wide range of training and career development opportunities, including online learning modules in e-Diversity in the Workplace, Developing an Understanding of Equality, Diversity and Internationalisation, and Overcoming Unconscious Bias.
The University's Equality and Diversity website includes a list of equality and diversity related policies, including Dignity and Respect, Flexible Working, Family Leave and Trans Equality.
Our School intranet includes policies and/or guidance on issues relating to recruitment and employment, leave including maternity/paternity, room allocation, sabbaticals, expenses, appraisal / Performance and Development Review (PDR), sickness, promotions process etc.
University equality and diversity related policies