Students Staff
University of Essex

August 18, 2017

Stonewall Leadership Programmes – apply for funding now!

Filed under: Gender equality — Tags: , — Mohammed Alam @ 9:34 am

To support the University’s commitment to promoting staff engagement in developing knowledge, expertise and skills irrespective of role and career stage, we are funding two places on each of Stonewall’s two LGBT* leadership programmes:

STONEWALL YOUNG LEADERS PROGRAMME 2017-18

We are looking for a diverse range of LGBT* staff of 18-25 years of age including those from black, Asian and minority ethnic backgrounds and people who consider themselves to have a disability.

STONEWALL TWO-DAY LEADERSHIP PROGRAMME 2017-18

We are looking for a diverse range of senior level LGBT* staff including those from ethnic backgrounds, people of faith, disabled people, women and non-binary people and those at the intersections of these identities.

 

Further information on application criteria, including the University’s application form, can be found on the Equality and Diversity website.  The deadline for all applications is 5pm on Tuesday 29 August 2017.  

If you are successful in the University’s application process, you will then go forward to take part in Stonewall’s highly-competitive application process where you will be required to complete their online application with our support. If you are shortlisted to take your application further, you will be required to provide an up-to-date CV.  Places on the programme are therefore not guaranteed.



July 10, 2017

Race Equality Charter

Filed under: Equality and Diversity — Tags: , — Mohammed Alam @ 11:07 am

In May 2017 the University joined the Equality Challenge Unit’s Race Equality Charter (REC), demonstrating our commitment to improving the representation, progression and success of minority ethnic staff and students within higher education. In working towards this aim, we have accepted the five guiding principles of the REC which are:

  • Racial inequalities are a significant issue within higher education. Racial inequalities are not necessarily overt, isolated incidents. Racism is an everyday facet of UK society and racial inequalities manifest themselves in everyday situations, processes and behaviours.
  • UK higher education cannot reach its full potential unless it can benefit from the talents of the whole population and until individuals from all ethnic backgrounds can benefit equally from the opportunities it affords.
  • In developing solutions to racial inequalities, it is important that they are aimed at achieving long-term institutional culture change, avoiding a deficit model where solutions are aimed at changing the individual.
  • Black and minority ethnic staff and students are not a homogenous group. People from different ethnic backgrounds have different experiences of and outcomes from/within higher education, and that complexity needs to be considered in analysing data and developing actions.
  • All individuals have multiple identities and the intersection of those identities should be considered wherever possible.
Professor Graham Underwood, Executive Dean (Science and Health) and the University’s Race Diversity Champion

Professor Graham Underwood, Executive Dean (Science and Health) and the University’s Race Diversity Champion

 

Professor Graham Underwood, the University’s Race Diversity Champion had the following to say regarding our new charter membership:

“I’m delighted that the University has committed to improving the representation, progression and success of minority ethnic staff and students through joining the Equality Challenge Unit’s Race Equality Charter. The Charter provides us with a framework to identify where racial inequalities exist within the University and to develop solutions that are aimed at achieving long-term institutional culture change.

As a University committed to inclusivity and to providing an environment in which all staff and students are accepted without exception, the principles of the Race Equality Charter align with our values and upholding them is vital in supporting the delivery of institutional excellence in education and research, our two central strategic objectives”.      

As part of our Charter membership we have also pledged:

  • to undertake a comprehensive self-assessment of race equality across the institution
  • to develop solutions to the issues identified through our self-assessment
  • to apply for a REC award within three years

For more information about what the University of Essex is doing to promote equality please visit the Equality and Diversity webpage or contact diversity@essex.ac.uk,



June 30, 2017

LGBT+ Allies

Filed under: Gender equality — Tags: — Mohammed Alam @ 9:41 am

The University’s Straight Allies group has recently been re-named and the group is now called ‘LGBT+ Allies’.  If you would like more information or if you would like to join the LGBT+ Allies group please follow this web link.

Don’t forget Essex Pride 2017 is on Saturday 24 June in Central Park, Chelmsford when representatives from the Essex LGBT Alliance will be promoting their work and enjoying the family fun day out.

We also have our special event LGBT on 3 July entitled : Removing the ‘one box identity’: The effects of intersectionality on life experiences.  For more details and to book your place please go to HR Organiser.

You can also contact us at diversity@essex.ac.uk



June 29, 2017

Gender Equality – We Want Your Views

Filed under: Athena SWAN,Gender equality — Mohammed Alam @ 12:21 pm

As part of the University’s participation in the Athena SWAN Charter we want to know how well you think the University supports staff of all genders and promotes gender equality. We want your honest opinions which we will use to inform future work in this area.

The survey consists of 17 multiple choice questions and 9 monitoring questions and should take less than 10 minutes of your time. Please do complete the survey and encourage others to do so too – the survey will be open until Friday 21 July.

Additionally, it would be much appreciated if you could add the following text to your signature.

How well do you think the University supports staff of all genders and promotes gender equality? Please give us your feedback by taking our  online survey before 21 July



June 13, 2017

Annual staff picnic taking place on Thursday 13 July 2017 1pm-2pm – near Wivenhoe House

Filed under: Networking & Collaboration — Mohammed Alam @ 12:32 pm

We are pleased to announce this year’s staff picnic will be taking place on Thursday 13 July, from 1pm-2pm by the lakes near Wivenhoe House.

In order to help us stop duplicate bookings and ensure we order enough strawberries for everyone, please speak to your administrative colleagues who can coordinate attendance numbers for your department/section.  We will need to hear from them as to how many staff will be attending with your picnic group no later than Monday 3 July 2017.  Strawberry orders are to be emailed by them, to us on ldev@essex.ac.uk no later than Monday 3 July 2017.



Leadership Foundation for Higher Education’s Diversifying Leadership programme

Filed under: Developing Excellence — Tags: , , — Mohammed Alam @ 12:30 pm

As part of the University’s commitment to increasing the diversity of staff at senior levels, the University has funded two places on the Leadership Foundation for Higher Education’s Diversifying Leadership programme designed to support black and minority ethnic (BAME) staff transition into leadership roles. The programme is aimed at early career BAME academics and professional services staff, up to and below senior lecturer level (or equivalent).

This year Ai Gooch and Kojo Koram were selected to attend the Diversifying leadership programme. Below is Ai’s experiences of the event and how it has impacted her.

ai gooch

Subject Librarian for Business and Law

‘’I am a Subject Librarian for Business and Law. I applied for this programme because I am fairly new in my position and I wanted to know more about leadership in the context of UK higher education. The programme has been intensive, but rewarding. The course combines a theoretical framework of leadership and practical exercises to develop skills. For example, we looked at leadership theories through different timelines and across the world to raise awareness of the variety in the concepts of leadership. I also discovered various concepts and approaches related to leadership – sponsorship, for example, is something I had never heard of but I now have two sponsors, who have been a fantastic encouragement to me. Practical exercises, on the other hand, provide opportunities to do things without worrying about failure and to receive feedback. Such examples include ‘elevator pitch’ and ‘active learning sets’. Another positive thing about the programme is to have an opportunity to work with BME staff from other institutions and share experiences. It is really encouraging to meet people who struggle and succeed in similar circumstances. I would recommend it to anyone who wants to progress.’’

 

For more information on the Leadership Foundation for Higher Education’s Diversifying Leadership programme and other development programmes please email Organisational Development at ldev@essex.ac.uk

 

 



June 2, 2017

Removing the ‘one box identity’: The effects of intersectionality on life experiences

Filed under: Athena SWAN,Developing Excellence,Developing Knowledge,Gender equality — Mohammed Alam @ 1:22 pm

Many of you will be aware of work going on around the University to improve the experiences and outcomes for different groups of staff and students through participating in initiatives such as Athena SWAN and the Stonewall Workplace Equality Index. This work has led to a number of changes to policy, practice and process across the University, all designed to create a more inclusive environment, but what challenges remain, what barriers still exist that prevent people from being accepted without exception and how can we move towards understanding how individuals’ multiple identities interact to affect their working, learning and social experiences?

This is the beginning of a series of discussions on the broad topic of inclusivity which we hope will create a platform for bringing together people with a range of expertise and personal experiences which in turn can help inform our work in this area. The session will take the form of short talks by each of the speakers followed by a panel discussion, taking questions from the audience.

Event details:

Monday 3 July 2017
6pm until 7.15pm followed by a drinks reception until 8pm (Colchester Campus)
Essex Business School building EBS.1.1 and video linked to Southend campus room GB.2.18
Bookings to be made via HR Organiser for staff.  For students, friends and family please email ldev@essex.ac.uk

Speakers

Thomas Currid, Lecturer, Health and Human Sciences

Thomas will talk about how he uses intersectionality in session content design and in his teaching. His expertise lies in the area of mental health and he will describe how he asks students to reflect on the multiple identities of the mentally ill and also the challenges they face e.g. sexism, racism, ageism, singularism, homophobia, etc. Thomas will also talk about intersectionality approaches in dementia and others with mental illness and through this lens, discuss mental health and the LGBTIA+ community.

Dr Sonia VirdeeDirector of Strategic Planning and Change

Sonia will give a brief personal narrative to stimulate discussion on attitudes and approaches to equality in Higher Education, from the perspective of a woman and an ethnic minority.

Fr. Alex Gowing-Cumber, Anglican Chaplain, Essex and East London Workplace Chaplains 

Alex will reflect on his evolving nature as a disabled spiritual practitioner who has never fitted neatly into tick box exercises and as a result faced prejudice and discrimination at the cross section of most junctions of his life. He will also briefly touch on 24 years and counting in a mixed race marriage and what it was like, as a couple, flying back into England having been at a conference in Rome, the day after the Brexit vote.

Further information:

Stonewall has produced some very useful information on their web pages around LGBT in the workplace.  If you are interested in finding out more about other issues in the workplace i.e. Bi-Sexuality and Trans equality these links might be helpful.



May 15, 2017

Athena SWAN: Success for the departments of History and Psychology

Filed under: Athena SWAN,Uncategorized — Mohammed Alam @ 4:00 pm

Congratulations to the departments of History and Psychology who join the Schools of Biological Sciences and Health and Human Sciences in holding a Bronze Athena SWAN award.

 

PSYCHOLOGY

“The Sciences suffer from a marked decline in women the further along the career path you look, and Psychology is no exception. We are extremely pleased that our department’s commitment to equality was recognised through the Athena Swan bronze level award. We look forward to implementing our 3-year action plan and to providing an even more inclusive environment where everyone, staff and students of any gender, has the opportunities they need to thrive and succeed.”

Dr Helge Gillmeister, Self-Assessment Team lead and Dr Dominique Knutsen, Self-Assessment Team co-lead

 

HISTORY

“Everyone in the Department is very proud of the award and keen to make progress on our action plan.  It’s wonderful that our work and commitment has been recognised”

Dr Matthew Grant, Self-Assessment Team Chair

 

Athena SWAN awards are given to institutions and departments in recognition of the work they have undertaken to address gender equality. You can find out more about what the University is doing to promote gender equality on the Equality and Diversity website.



May 12, 2017

Looking for contributors to a discussion about intersectionality

Filed under: Uncategorized — Mohammed Alam @ 2:59 pm

Many of you will be aware of work going on around the University to improve the experiences and outcomes for different groups of staff and students through participating in initiatives such as Athena SWAN or the Stonewall Workplace Equality Index. This work has led to a number of changes to policy, practice and process across the University, all designed to create a more inclusive environment, but what challenges remain, what barriers still exist that prevent people from being accepted without exception and how can we move towards understanding how individuals’ multiple identities interact to affect their working and learning experiences?

 

The first of what we hope will be a series of discussions on the broad topic of inclusivity is taking place on Monday 3 July and we are keen to use the wealth of expertise we have in our staff population to look at the issues from different perspectives. The focus of this first session will be on intersectionality, specifically the intersectionality between gender identity and other protected characteristics such as age, religion or belief, race or disability.

 

So, we are looking for members of staff who would like to take part. The format of the session will be a short talk (5 minutes) by each speaker followed by a panel discussion, taking questions from the audience, chaired by another member of staff.

 

If you are interested in being a speaker, please contact Jo Hopkins on ldev@essex.ac.uk by Friday 19th May, to express your interest and to indicate the specific topic on which you’d like to speak. You will need to be available at the Colchester campus between 5.45pm and 7.15pm.

 

We look forward to hearing from you.



April 26, 2017

Interest Free Loans for Visas and Health Immigration Surcharges (HIS)

Filed under: Developing Excellence — Mohammed Alam @ 1:29 pm

The University has a long tradition of employing a rich mix of staff from around the world.  As we have grown in recent years, recruiting academic and professional staff from outside of the UK has allowed us to keep growth in our staff base in line with increases in the student body.

As part of our commitment as an employer, the University is offering an Interest-Free Visa Loan to staff.

The loan initiative underlines our commitment to being a cosmopolitan University that is internationally-oriented and welcoming of students and staff from all countries.

What can the loan be used for?

The loan is designed to cover costs relating to Home Office Application Fees, such as visa application fees, Health Immigration Surcharge (HIS) costs and related legal fees, up to a maximum of £10,000. You can use it to cover your own fees and those of your accompanying dependents, including your spouse/partner and children.

Take a look at the full policy to see if you’re eligible.

To apply, complete our Interest Free Visa Loan form, making sure you provide a full breakdown of your anticipated/actual costs and submit the form to your Head of School/Department/Section for approval.

For further information, please contact your link HR contact.


 

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