Biosciences Equality, Diversity and Inclusion
Our institute is committed to celebrating diversity and becoming more inclusive.
Our Institute strives to provide a fully inclusive environment for all staff and students irrespective of gender, race, age, disability, gender reassignment, sexual orientation, religion, or socio-economic background. We are committed to building a rich culture where differences amongst colleagues are valued and diverse characteristics protected. Indeed, by celebrating differences, diversity helps drive innovation, creativity, and success.
The Biosciences Institute promotes a holistic approach to embed policies on “equality, diversity and inclusion” into the selection, education, training, and promotion processes, for all staff and students.
Key Initiatives
A voice for all. Our EDI steering committee meets each month. It's members include the three EDI leads along with representatives from our research themes. This enables everyone within the Institute to feel that they have a voice on EDI initiatives.
Performance and development review. Every member of staff undergoes an annual Performance and Development Review. This ensures time is scheduled to reflect on the past year. It gives space to agree objectives and identify priorities in career and personal development.
Mentoring. Our Institute has created a scheme available to all our researchers. Mentors provide an independent perspective on professional development, career guidance and general pastoral care. We also encourage use of NUMentoring and the Early Career Mentoring Network.
Meetings and events. We are mindful of those with caring responsibilities or who work on a part time basis. Our meetings and seminars are held within the hours of 10-3pm, with advance notification where possible. Meetings and seminars are recorded to view at a time that is convenient.
Report for support. Acts of harassment, discrimination, micro-aggressions, hate or bullying are never OK. We have created an online tool for anyone in the Institute to report any issues confidentially. The option of anonymous reporting is also available.
Bridging scheme. Acts of harassment, discrimination, micro-aggressions, hate or bullying are never OK. We have created an online tool for anyone in the Institute to report any issues confidentially. The option of anonymous reporting is also available.
Induction. Anyone who is new to our Institute undergoes an induction relevant to their role. This complements the University-wide induction process. All new staff meet the Institute's management team and receives an information handbook.
Career development. We actively promote University-led schemes such as annual promotions and pay review. Staff are encouraged to undertake training through the University Organisational Development unit. Technical staff are encouraged to join 'Technet' and we support them with Professional Registration.
Visible role models. We are mindful of promoting role models from different backgrounds. Our seminar programme of external scientists is gender balanced. Our recruitment panels are gender balanced where possible.
.png)
The Faculty of Medical Sciences has been awarded an Athena SWAN Institutional Silver accreditation in recognition for the work undertaken for promoting gender equality in research and academia.
The University is a member of the Race Equality Charter (REC) which provides a framework through which institutes work to identify and self-reflect on “institutional and cultural barriers” standing in the way of minority ethnic staff and students.