The University is delighted to be publishing its British Sign Language (BSL) Action Plan.  The Plan has been developed to enhance and develop further accessibility to the University for BSL users.  The Plan has four main aims:

• Improving access to information and services on campus for BSL users
• Engaging with local and national partners to increase training and support for BSL interpreters
• Engaging with school pupils and their families to ascertain support required
• Ensuring the views of BSL users inform the development and review of the Plan

Working in partnership with staff, students and external contacts will be key to the success of the Plan, particularly as BSL interpretation services are limited in the north-east of Scotland.

If you would like to contribute to the BSL Working Group or provide comments, please contact Janine Chalmers, Equality and Diversity Adviser.

The University is delighted to be accredited as Disability Confident Committed and strives to ensure that disabled staff and students have the opportunity to work and study in an inclusive, accessible and supportive environment.

The University is fully committed to equality for all of its staff and students. The University has a Disabled Staff Network Group, open to both disabled staff and those with an interest in disability issues. The group aims to provide support for disabled staff and those with an interest in disability in the workplace, to share information and consider good practice, and to provide recommendations to enhance University policy where appropriate.

The Disabled Staff Network Group meets regularly with meetings advertised via StaffNet and our internal Disabled Staff Network Group mailing list. Meetings are generally held on campus at lunchtime. If you would like to be added to the mailing list, in complete confidence, please contact Janine Chalmers.

The Diversity Calendar shows the key UK and international dates for diversity and inclusion throughout the year.  The calendar may help you when planning events or engaging with the University’s diverse staff and student population. 

The University recently completed and published its Equal pay statement 2017 and the results of the Equal pay audit. The analysis and recommendations help inform decision making.

• Equal Pay Statement 2017

The University is fully committed to equality for all of its staff and students.  The Gender Action Plan is an extension of the intensive work the University has been undertaking to embed and mainstream the principles of equality and diversity across the University.

The Plan focuses on those factors within the University’s sphere of influence in order that we can work towards ensuring that gender stereotypes and other societal barriers are challenged.

The University’s Gender Action Plan can be found here: Gender Action Plan.pdf

Further information may be obtained from Janine Chalmers

Since 2017 employers in the UK with more than 250 staff are required by law to publish gender pay gap information. The University of Aberdeen, along with other universities in Scotland, is not obliged to publish information under this scheme. However, in line with our people values to create a respectful and inclusive community, built on trust and integrity, the University’s second full Gender Pay Gap report (using the Gender Pay Gap regulation and methodology) can be accessed here.

In this report you will find:

• A summary of our Gender Pay Gap
• Factors affecting the Gender Pay Gap within Aberdeen University
• Our commitment and actions to eradicating the gap

The 2017 report is available here.

The University is fully committed to equality for all of its staff and students. The University has an LGBT+ Staff Network Group, open to both LGBT+ staff, LGBT+ Postgraduate Students, and those with an interest in LGBT issues.

LGBT+ Staff and Postgraduate Student Network Group

The LGBT Staff Network Group first met in November 2013, and is now run by a small committee:

• Ian Robotham - Co-Chair
• Vacant - Co-Chair
• Teodor Nikolov - Secretary
• Zee Allison - Communications and Publicity Lead
• Nick Edwards - Policy and Procedure Lead
• Kathleen Cronie - Postgraduate Rep

All members of the committee are happy to be contacted to discuss the activities of the group and issues affecting LGBT+ staff and research postgraduates. All discussions will be treated in confidence.

The Network Group meets regularly with meetings advertised via Facebook, StaffNet and our internal LGBT mailing list. Some meetings are held on campus at lunchtimes, while other events take place outwith working hours in other venues. If you would like to be added to the mailing list, in complete confidence, please contact i.robotham@abdn.ac.uk.

LGBT+ Staff contacts

Some members of the network group act as volunteer contacts who are happy to talk to both staff and students. If you would like to talk to someone from the network group, to make contact before an event or as a new member of staff or student, details are listed below. They would be delighted to hear from you.

• Emily Nordmann: Psychology - Tel: x3646, email: emily.nordmann@abdn.ac.uk
• Ian Robotham, Head of Applications Management, ITS - Tel: x3361, email: i.robotham@abdn.ac.uk
• Zee Allison, Learners' Toolkit, ITS - Tel: x3623, email: zee.allison@abdn.ac.uk

Whilst we welcome breastfeeding in the University’s public areas, we also have a number of first aid rooms throughout campus for nursing mothers who would prefer a quiet, private area to feed or express.

The University of Aberdeen submitted to the funding councils' Research Excellence Framework in November 2013.

The selection of staff for the submission was governed by the institutional Research Code of Practice, which sets out the processes and structures for selection.

 Access The Research Code of Practice.

The institutional Code of Practice was subject to equality impact assessments when it was drawn up, during the selection period and when selection was completed.

Access the final Equality Impact Assessment for the institutional submission process and the proportion of members of staff with protected characteristics under the Equalities Act 2010 in the submission.

If you have any questions about the REF or the selection process, please contact Marlis Barraclough

The University has made a strategic commitment to developing and supporting our diverse population of staff throughout their careers. One of Professor Neva Haites’ roles as Vice Principal with responsibility for championing equality and diversity matters across the University is to ensure that as an institution, we are identifying and addressing the issues that are central to career development for female colleagues and particularly those in, or aspiring to, senior positions.

As a result of this commitment, a Senior Female Network Group was set up in 2012 to provide a regular opportunity for senior female colleagues to network and engage with Professor Haites and others in face-to-face dialogue about matters affecting them and their colleagues. 

This group usually meets two or three times a year, over a working lunch, and has, in the past, been addressed by both internal and external speakers.  As this is a small network group, one of the responsibilities of those attending is to disseminate information discussed at the Network Group by speaking with colleagues at all levels and across all disciplines to help identify key issues and identify how to address them.

Further information may be obtained from Shirley McIntosh

The University has launched an Equality and Diversity e-training facility for all staff. The e-training is an easy way to ensure your knowledge on Equality and Diversity matters is up-to-date.  This will help to ensure that the University creates a learning and working environment which is accessible and inclusive.