Students Staff
University of Essex

September 11, 2019

Have your say! Stonewall Workplace Equality Index 2020

Filed under: Equality and Diversity,Inclusion,LGBT+,Uncategorized — Tags: , , — Victoria Beckwith @ 11:53 am

Stonewall’s Workplace Equality Index is the definitive benchmarking tool for employers to measure their progress on lesbian, gay, bi and trans inclusion in the workplace.

As part of the University’s Stonewall Workplace Equality Index submission, Stonewall would like to invite all of our staff to take part in their employee survey. The information you provide is anonymous and completely confidential; it is not possible for individuals to be identified through their responses.

Stonewall aims to be as transparent as possible when processing data. We have outlined below how and why they use the data that you submit for analytical purposes:

  • Reporting, to your employer, average scores and trends on key indicators of inclusion in your workplace (where sample sizes are too small, only national, regional and sector trends will be shared with your employer)
  • Reporting national, regional and sector trends on LGBT inclusion in the workplace to be included in the Stonewall Top 100 report in January 2020 and associated publications

You can access the survey using the following 4-digit code: 1685.

The deadline for submissions is Friday 1 November 2019.



August 29, 2019

Our approach to supporting trans and non-binary staff

Filed under: Equality and Diversity,Inclusion,LGBT+ — Tags: , — Victoria Beckwith @ 4:07 pm

new resource is available, which will be particularly helpful for trans and non-binary individuals, those with management responsibilities for trans and non-binary staff, colleagues of trans and non-binary staff, and Human Resources staff.

Even if this doesn’t seem applicable to you, we really encourage you to familiarise yourselves with this document, as it sets out the University’s approach to supporting new and existing trans and non-binary staff and those who transition while at Essex, and makes clear our broader commitment to celebrating the diversity of our students and staff.

The way in which the University supports trans and non-binary staff is based on five key principles:

  • Staff can self-identify their gender for University purposes
  • No bullying or harassment of trans or non-binary staff will be tolerated
  • The needs of each trans employee will be addressed individually
  • The process of transitioning at work will be led by the person transitioning
  • An individual’s trans status will be kept confidential, in line with the person’s wishes and the law

This document is part of a wider range of our employment policies and procedures; all of our family-friendly policies are inclusive and apply to everyone, including lesbian, gay, bi and trans staff and same-sex couples as well as heterosexual individuals and couples.



May 16, 2019

International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) Friday 17 May

Filed under: Equality and Diversity,Inclusion,LGBT+ — Tags: , — Victoria Beckwith @ 2:39 pm

The University is marking International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT) on Friday 17 May by championing our commitment to equality, diversity and inclusion. You can show your support to our LGBT+ community in a number of ways:

We are proud to be a Stonewall Top 100 Employer, and we have a zero tolerance approach to any form of harassment. If you witness or experience harassment, you may report the incident on our report and support system. You can choose to contact an adviser, or report an incident anonymously.

If you contact an adviser, it will put you in touch with one of our Harassment Support Workers, who are part of the Harassment Report and Support Service. This trained network of staff includes representatives at all three of our campuses and can be accessed by employees, workers, contractors, students and visitors to our University. We will take action on any report received, and the action will be proportionate to the circumstances of the case.

If you choose to report an incident anonymously, we will not be able to take any direct action on this report, but the data we gather from these reports will help us to identify patterns and trends in behaviour and to evaluate the impact of our reporting system. This data will inform our preventative work and help us to understand the scope of these issues on our campuses and in our community.

It’s also really important that our staff are able to identify any form of harassment, and develop the skills to positively intervene, which is why we will be offering more bystander intervention workshops for staff in the Autumn term. Being an active bystander means intervening safely and positively to deescalate any potentially harmful incidents, and we want to empower our community to intervene when negative situations or behaviours arise. If you would like to sign up for bystander intervention training, please contact develop@essex.ac.uk.



May 9, 2019

Our commitment to diversity and inclusion

Filed under: Equality and Diversity,Gender equality,Inclusion,LGBT+ — Tags: , — Victoria Beckwith @ 1:01 pm

At Essex our people are at the centre of everything we do and we aspire to build a culture in which every member of the University feels valued and can flourish.

In order to achieve this we are committed to establishing:

  • a truly inclusive working environment, not only through policies and processes, but also by the way our people behave
  • a physical environment that promotes a healthy working lifestyle
  • a culture that recognises the connection between rest, creativity and wellbeing
  • a flexible working culture which leads to self-managed time and a collaborative working culture in which our people support, and have mutual respect for, each other.

We were recently recognised for our approach to inclusion at the Guardian University Awards 2019, as a runner up in the category of ‘Advancing Staff Equality’. Our approach to embedding LGBT+ inclusivity in everything we do, from policies and procedures, to values and behaviours, was shortlisted for the award, and our Head of Equality, Diversity and Inclusion, Karen Bush, discussed this approach with BBC Essex:

 

 

“We are trying to embed a layer of inclusivity into absolutely everything we do, so rather than focusing on specific projects necessarily, or celebrating particular days, we’re actually thinking about how do we create an environment that is truly inclusive to everybody…From an institutional perspective, how do our processes, how do our policies support every single member of our community to be the best that they can be?”

Creating an inclusive environment is key to supporting the mental wellbeing and resilience of our community, and we aspire to be an enabling environment, which values, supports and encourages our members. Work has already begun on an Enabling Environments accreditation by the Royal College of Psychiatrists, which will draw upon the rich resources that exist within the University to support our members to stay mentally and physically well, and to systematically thread the language and culture of wellbeing and resilience across the institution.

 



January 15, 2019

Have Your Say: Racial Harassment in Higher Education

Filed under: Equality and Diversity — Tags: — Mohammed Alam @ 12:16 pm

The Equality and Human Rights Commission have launched an inquiry to understand the types of racial harassment experienced at universities.

They want to hear from you if you have experienced, witnessed or helped in an incident of racial harassment from September 2015 onwards.

Feeling a sense of belonging is an important factor in students and staff reaching their potential. Racial harassment can make people feel they don’t belong somewhere. Taking part in this survey will help the Equality and Human Rights Commission to better understand the experiences of staff and students who experience racial harassment and how effectively they can seek redress, which is an important part of feeling able to pursue studies and careers in higher education.

You have until Friday 15 February at 11.59pm to complete the online survey.

We have a zero tolerance approach to harassment, and all students, staff and visitors to our campus can report an incident anonymously or get support from an advisor through our online Report and Support system.

If you want to learn how to intervene safely and prevent incidents from occurring, you can sign up to our bystander intervention training.

Remember that Your Profile Counts! Update your sensitive information on HR Organiser, as we need to be able to identify groups of people who are under-represented, who are not progressing as quickly as others, or who are less successful, and then change things for the better.

 

 



September 21, 2018

Have your say! Stonewall Workplace Equality Index 2019

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

Stonewall’s Workplace Equality Index is the definitive benchmarking tool for employers to measure their progress on lesbian, gay, bi and trans inclusion in the workplace.

As part of the University’s Stonewall Workplace Equality Index submission, Stonewall would like to invite all of our staff to take part in their employee survey. The information you provide is anonymous and completely confidential; it is not possible for individuals to be identified through their responses.

Stonewall aims to be as transparent as possible when processing data. We have outlined below how and why they use the data that you submit for analytical purposes:

  • Reporting, to your employer, average scores and trends on key indicators of inclusion in your workplace (where sample sizes are too small, only national, regional and sector trends will be shared with your employer)
  • Reporting national, regional and sector trends on LGBT inclusion in the workplace to be included in the Stonewall Top 100 report in January 2019 and associated publications

You can access the survey using the following 4-digit code: 1685.

The deadline for submissions is Friday 2 November 2018.



March 6, 2018

LFHE’s Diversifying Leadership programmme

Filed under: Developing Excellence,Equality and Diversity — Tags: , , — Mohammed Alam @ 3:57 pm

Do you aspire to take on a leadership role? Do you identify as BAME? Then this programme is for you.

As part of the University’s commitment to increasing the diversity of staff at senior levels, we are funding 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, up to senior lecturer level (or equivalent) and early career professional services staff.

The programme includes a facilitated action learning set, which will provide participants with more opportunity for small-group working and an additional skillset.

Successful applicants must be able to attend events in London on 12 April, 10 May, 6 June and 28 June.

To apply for a place please send a statement of no more than 100 words explaining why you want to take part in this programme to diversity@essex.ac.uk by Friday 23 March.



February 6, 2018

LGBT+ Careers Event

LGBT+ Careers Event – an Equality, Diversity and Inclusion collaboration with the Essex LGBT+ Alliance, Employability and Careers and the Students’ Union.

This now annual event offers LGBT+ students and staff a chance to hear from LGBT+ staff and students and their experiences in finding a job and then how they managed to be authentic in the workplace.

A panel of LGBT+ speakers from Essex County Fire and Rescue Service, Ford Motor Company Ltd,  Essex County Council, LGBT+ staff and students from UoE will give an insight into what it means to apply for a job as an LGBT+ person.   There will then be a session where delegates can ask the speakers questions in an informal setting.  Afternoon tea will then be available giving everyone the opportunity to network with peers and several employers from the Essex LGBT+ Alliance.

This event is aimed at all of the University community, not just LGBT+ staff and students as we realise that many staff and students have friends or family who are LGBT+ and who may need advice and support on finding employment when they leave school or university.

Book now on HR Organiser



January 23, 2018

Essex celebrates LGBT+ history month

Filed under: Equality and Diversity,Gender equality — Tags: , , — Mohammed Alam @ 2:21 pm

Come and join us to celebrate the start of LGBT+ history month. Katy Jon Went will be returning to Essex 12pm-2pm on 1 February, to talk about the progress and regress of LGBTIQ+ rights around the world.

Katy Jon is experienced in public speaking from head and heart with humor, and guaranteed to deliver an engaging, honest and thought provoking session.

Katy’s reviews speak volumes,  “Katy is immensely knowledgeable about her subject area and presents it in a very engaging and accessible way. While she is undoubtedly an intellectual heavyweight, there is no sense of superiority, and attendees at her talks genuinely feel that they could ask her anything without fear of offending her or being made to feel stupid”.

Book your place on HR Organiser and search “DIVERSITY”.

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December 18, 2017

Would you like to become a Harassment Support Worker?

Filed under: Developing Excellence,Equality and Diversity — Tags: , , — Mohammed Alam @ 9:52 am

We are looking for Harassment Support Workers across all campuses, to join our existing network which was formed in 1993, and was the model for a number of Universities throughout the country.

The network provides a listening and advice service to clients, who may be employees, workers, contractors, students and visitors to the University, wishing to report harassment or bullying.

This is a voluntary role and full training will be provided.

Further information on this post and the applicant pack can be found on job vacancies.

Please direct any questions to diversity@essex.ac.uk

 

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