CMAC EQUALITY, DIVERSITY AND INCLUSION POLICY


CMAC is committed to achieving and promoting equality, diversity and inclusion (EDI) in its research, teaching and working environments, and to ensuring these environments support positive relations between people. This document outlines our policy, our culture of respect and our plans to maintain and grow our approach to EDI. This policy is complementary to guidelines set across the breadth of individual university departments that host CMAC staff and students.

INTRODUCTION

1.1 CMAC values its staff and students and is committed to encouraging everyone to realise their full potential.
1.2 CMAC is committed to providing equality of opportunity for all, irrespective of their protected characteristics:

  • age
  • disability
  • ethnicity
  • gender reassignment
  • religion or belief
  • sex
  • sexual orientation
  • marriage and civil partnership
  • pregnancy and maternity


SCOPE

2.1 This policy is applicable to CMAC staff and students at:

  • Imperial College London
  • Loughborough University
  • University of Bath
  • University of Cambridge
  • University of Leeds
  • University of Sheffield
  • University of Strathclyde


2.2 This policy is applicable to CMAC students and staff recruited with Strategic Partners:

  • National Physical Laboratory (NPL)
  • CPI


This policy is also applicable to all visiting researchers or seconded staff including those from:

  • Tier 1 partners
  • Tier 2 partners
  • Other collaborators


KEY PRINCIPLES

3.1 CMAC works to ensure that all of our staff, students and partners, as well as those who apply or seek to apply to work or study with us, are treated fairly and are not subjected to discrimination on any grounds.

3.2 Therefore age, disability, ethnicity, gender reassignment, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy/maternity are not considered as criteria in any decision making concerning student admissions, progression or support, or in the criteria applied to staff recruitment and selection, promotion and staff development opportunities.

3.3 CMAC aims to meet the different needs of different groups, as appropriate, whilst promoting shared values. In so far as possible the different needs of individuals within the community will be accommodated in policies, procedures and practices of their home institution or company to ensure equality of treatment.

3.4 CMAC are actively encouraging career progression of all staff to maximise characteristics at all levels of seniority.

3.5 CMAC will promote current success rates across gender, age and ethnicity of staff and students during recruitment processes in order to attract applications from as wide a pool as possible.

3.6 CMAC acknowledges the EPSRC guidance on equality, diversity and inclusion, and adheres to these to ensure the activities we support is inclusive for everyone (https://epsrc.ukri.org/funding/edi-at-epsrc/).

3.7 CMAC is aligned with University activities such as Athena SWAN. The Athena SWAN charter and awards given to higher education institutions recognise commitment and progress towards advancing gender equality.

3.8 CMAC employees can request flexible working and CMAC will consider flexible working requests in line with the law, and employers’ flexible working policies.

3.9 We may sometimes ask permission to collect data, including data about protected characteristics, in order to do business. We operate according to legal requirements including GDPR. The CMAC privacy statement shows how we use data that we collect onll with permission from users (https://www.cmac.ac.uk/privacy.htm).

RESPONSIBILITIES

4.1 The Hub Director, Hub Industry Director, Hub Programme Manager and CMAC National Facility Manager are accountable for delivering the equality commitments in their designated areas of responsibility.

4.2 All CMAC staff, students and others to whom this policy applies, are responsible for ensuring their own understanding of this policy and for seeking clarification on any aspect of the document as required. Staff and students will be reminded of their responsibilities through the appropriate communication channels.

4.3 All CMAC staff and students are required to adhere to this policy and everyone is expected to support CMAC in promoting good relations and challenging discrimination and harassment.

IMPLEMENTING THIS POLICY

CMAC will ensure that:

5.1 CMAC staff and students are made aware of this policy through a range of communications and training activities.

5.2 CMAC staff and students are provided with appropriate equality, diversity and inclusion training and development support.

5.3 External partners are made aware of their responsibilities in relation to equality, diversity and inclusion, and the requirement to comply with the relevant CMAC policies and regulations.

USEFUL LINKS:

https://www.strath.ac.uk/professionalservices/equalitydiversity/policies/
https://www.strath.ac.uk/hr/policiesandprocedures/flexibleandhomeworking/

https://www.bath.ac.uk/professional-services/equality-diversity-and-inclusion/
https://www.bath.ac.uk/publications/guidance-on-considering-flexible-working-requests/

https://www.equality.admin.cam.ac.uk/
https://www.hr.admin.cam.ac.uk/policies-procedures/flexible-working

https://www.imperial.ac.uk/equality/
https://www.imperial.ac.uk/parents-network/returning-to-work/flexible-working/

https://equality.leeds.ac.uk/equality-inclusion-framework/policies/
https://hr.leeds.ac.uk/flexible_working

https://www.lboro.ac.uk/services/hr/equality-diversity/
https://www.lboro.ac.uk/services/hr/jobs/equality-diversity/flexible/

https://www.sheffield.ac.uk/hr/equality
https://www.sheffield.ac.uk/hr/guidance/flexible/index

https://epsrc.ukri.org/funding/edi-at-epsrc/