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 Stonewall Diversity Champion

 

 

The University of Huddersfield is proud to have become a Stonewall Global Diversity Champion.  Stonewall is Europe’s largest lesbian, gay, bi and trans (LGBT) rights charity. 

The Global Diversity Champions programme gives us the tools we need to take a strategic and structured approach to LGBT+ equality initiatives to ensure all LGBT+ staff are accepted without exception in the workplace.   It gives us access to specialist resources and expertise, improves our visibility as an employer of choice and will help us to improve our equality and diversity policies and practices. 

We have an active LGBTQI+ Staff Network, find out more about the network by emailing lgbt@hud.ac.uk.  

 

 Disability Confident Employer

 

Disability Confident Logo

 

The University of Huddersfield is proud to have been accredited as a Disability Confident Employer. 

To achieve Disability Confident Employer status, the University has signed up to the following commitments:

  • Actively looking to attract and recruit disabled people
  • Providing a fully inclusive and accessible recruitment process 
  • Offer an interview to disabled people who meet the minimum criteria for the job 
  • Be flexible when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
  • Proactively offer and make reasonable adjustments as required
  • Encourage our suppliers and partner firms to be Disability Confident
  • Ensure employees have appropriate disability equality awareness
  • Promote a culture of being Disability Confident
  • Support employees to manage their disabilities or health conditions
  • Ensure there are no barriers to the development and progression of disabled staff
  • Ensure managers are aware of how they can support staff who are sick or absent from work
  • Value and listen to feedback from disabled staff
  • Review our Disability Confident self-assessment regularly

 

 HR Excellence in Research 

 

HR Excellence Logo

 

The University received the HR Excellence in Research award in September 2011.  In accordance with the requirements of the Award biannual reviews and action plans have been produced to evaluate our progress against the Concordat Principles. The University is committed to implementing the principles of the Concordat as a framework of good practice for the management of all researchers and their careers.  To support this commitment the University participates in the HR Excellence in Research Award.

The University of Huddersfield is delighted to have retained the European Commission HR Excellence in Research Award at the six-year stage, through internal re-assessment confirmed by the UK HR Excellence in Research Award Panel. We are confident that within the reviews and action plans developed that our strategies and activities undertaken for the Concordat resonate with the overall strands of our strategy.

A new University Strategy Map covering the period 2018-2025 will shortly be introduced and the Action Plan 2017-2019 will be reviewed to ensure it resonates with the University's new research strategy and the Concordat principles.

 

 Mindful Employer

 

 

 

The University of Huddersfield signed the Mindful Employer’s Charter in September 2018. 

Mindful Employer is a national initiative aimed at increasing awareness of mental health in the workplace and providing organisations with information and support for staff who experience mental health conditions. 

More information about the Mindful Employer's Charter is available here: Mindful Employer's Charter

 

Athena Swan Charter

 

 

The Advance HE’s Athena SWAN Charter was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in research and academia. It recognises the advancement of gender equality through representation, progression and success for all.

In May 2015 the charter was expanded to recognise work undertaken in non-STEMM disciplines i.e. Arts, Humanities, Social Sciences, Business and Law (AHSSBL), and in professional and support roles, and for trans staff and students.

The Athena SWAN Charter covers women (and men where appropriate) in:

  • Academic roles in STEMM and AHSSBL
  • Professional and support staff
  • Trans staff and students

In relation to their:

  • Representation
  • Progression of students into academia
  • Journey through career milestones
  • Working environment for all staff

The University has been a member of the Athena SWAN Charter since 1st October 2015 and currently holds a Bronze Award.

The University of Huddersfield Athena SWAN panel supports Athena SWAN activity in the academic Schools. Our Schools have their own Athena SWAN Working Groups (Self-Assessment Teams) to lead and submit 'departmental' applications for Athena Swan awards. 

The School of Applied Sciences was granted a departmental Athena SWAN Silver Award in October 2018. 

School of Music, Humanities and Media aim to submit for a bronze award in April 2020.

School of Computing & Engineering aim to submit for a bronze award in April 2020.

School of Education & Professional Development submitted for bronze (Date TBC).

School of Art, Design & Architecture aim to submit for a bronze award in April 2020.

Huddersfield Business School aim to submit for a bronze award in November 2019.

School of Human & Health Sciences aim to submit for a bronze award in November 2020.

 

The Athena SWAN Charter is based on ten key principles. By being part of Athena SWAN, the University of Huddersfield is committing to a progressive charter; adopting these principles within our policies, practices, action plans and culture.

  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 relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
    • 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 organization 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 awards winner 2012, 13, 14, 15
University of the year 2013
QS 4 Star Logo
Athena Swan Bronze Award

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