The University has been a member of the Athena SWAN Charter since 1st October 2015 and in 2020 renewed its Bronze Award for Gender Equality.
The School of Applied Sciences holds a departmental Athena SWAN Silver Award and Huddersfield Business School holds a departmental Athena SWAN Bronze Award. The other Schools are all working towards applying for a Bronze Award.
As a member of the Athena SWAN Charter for gender equality, the University of Huddersfield determines its priorities and interventions, by committing to:
The University Equality, Diversity and Inclusivity Enhancement Committee (UEDIEC) is the umbrella group which undertakes the responsibilities of the Athena SWAN self-assessment team (SAT). The UEDIEC supports Athena SWAN activity in the academic Schools. Each School has their own Athena SWAN SAT or an Equality, Diversity and Inclusivity Committee which undertakes the responsibilities of the SAT.
The University welcomes and supports the development of staff networks. Our staff networks provide an opportunity for staff who share a protected characteristic to network, obtain peer support and share information. They can also offer opportunities for staff to inform university policy on equality-related issues and topics. The networks are run by and for the members, with support from the University EDI Officer.
The Women’s Staff Network was formed in April 2019. Members come from across the University and from a variety of roles and the network is always looking for new members and ideas. Please take a look at the terms of reference and contact one of the Co-chairs if you are interested in joining or would like to find out a bit more about the network, including future meeting dates.
Ruth Brooks (Chair)
WHEN is dedicated to equity of opportunity for women in higher education.
As a partner organisation to WHEN, we are committed to advancing gender equality, both within the University and the higher education sector. We will work with WHEN to shape their agenda and drive forward change.
As an institutional partner, women are able to join as individual members for free here.
As an individual member you gain instant access to the members area, where you will find articles, interviews, stories, the webinar library and more.
If you have any questions about WHEN then please contact Susan Branton.
Aurora is Advance HE's leadership development initiative for women. It is run as a unique partnership bringing together leadership experts and higher education institutions to take positive action to address the under-representation of women in leadership positions in the sector.
Daphne Jackson Trust: flexible and part-time fellowships.
Royal Society: Dorothy Hodgkin Fellowship for early career scientist, and Athena Prize and Rosalind Franklin Award for innovative and outstanding contribution to diversity in STEMM.
Wellcome Trust: research career re-entry fellowship.
British Heart Foundation: career re-entry research fellowship and other grants.
L’Oreal-UNESCO for Women in Science: support for early career female scientists.
British Federation of Women Graduates (BFWG): scholarships for doctoral students based on overall academic excellence.
Funds for Women Graduates: foundation grants – bursaries to support living expenses for final year (or writing-up year) of PhD students. Part-time students can apply from third year onwards.
Academy of Medical Science: offers training and support to develop leadership and career potential of female researchers.
The menopause is when a person who menstruates stops having periods. Periods usually start to become less frequent over a few months or years before they stop altogether. Sometimes they can stop suddenly.
The menopause is a natural part of ageing that usually occurs between 45 and 55 years of age and in the UK, the average age for the menopause is 51. However, around 1 in 100 experience the menopause before 40 years of age. This is known as premature menopause or premature ovarian insufficiency.
The University is committed to supporting staff who are experiencing symptoms of the menopause, or those who are affected by colleagues or loved-ones going through this transitional period. Menopause Awareness Month is an opportunity for us to highlight the information and support available to staff.
The Human Resources Group host regular Menopause Talk and Support sessions for staff. It is recognised that peer support is an important way of supporting people through the menopause and these sessions provide a forum to talk about the menopause and share experiences. Everyone is welcome, whether you’re experiencing symptoms yourself and want to meet others in a similar situation or if you would like to understand more about the menopause to support others. Due to the COVID-19 pandemic, the sessions are currently being held online.
For more information about the Talk and Support Sessions, please email email@example.com
The University is committed to supporting staff who are experiencing symptoms of the menopause. Therefore, it is important to familiarise yourself with the relevant guidance to help you feel confident in your role in managing and supporting colleagues with menopausal symptoms. Please take a look at Health and Work-Menopause Focus produced by the Faculty of Occupational Medicine and the Menopause-Managers Guide, produced by the CIPD.
This guide will help you to:
Following on from Line Manager training in October 2021, the document Menopause Line Manager Guide is also available as a resource to support Line Managers and was provided by Henpicked.
The University campus is breastfeeding friendly and there are no restrictions on bottle or breastfeeding at the University.
Members of staff are responsible for communicating their requirements for breastfeeding and expressing facilities to their line manager, prior to their return to work or for undertaking any Keeping in Touch Days. Where facilities are required, it is the responsibility of the line manager to identify an appropriate room, as close to where the member of staff is working, as is practicable.
Members of staff are responsible for ensuring any facilities used for breastfeeding or expressing are left clean and tidy for the next user. There are no storage facilities for breast milk available on campus.
Please note: On return to work from maternity leave, the original risk assessment, which forms part of the Maternity Information Pack, should be reviewed and revised accordingly.
If you or someone you know is a victim of domestic abuse you can find information on how to get help and support from Staff Wellbeing at staff information page and the following websites: