Disability Two Ticks

At De Montfort University, we are committed to employing, keeping and developing the abilities of disabled staff.  We have been awarded the Disability Two Ticks kite mark.

Employers who use the disability symbol make five commitments regarding recruitment, training, retention, consultation and disability awareness.

These commitments are:

·          to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities

·         to discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities

·         to make every effort when employees become disabled to make sure they stay in employment

·         to take action to ensure that all employees develop the appropriate level of disability awareness needed to make  these commitments work

·         to review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans

We are committed to making De Montfort University a place where disabled staff and applicants can feel confident that they valued and they have a variety of career opportunities.

For more details please see the Two Ticks website

Athena Swan

The Athena SWAN Charter recognises and celebrates good employment practice for women working in science, engineering and technology (SET) in higher education and research. De Montfort University is currently preparing our Bronze Award submission.  We are committed to the advancement of the careers of women in SET in higher education and research and our membership of this scheme represents this commitment.

There are six principles which Charter members are asked to accept and to incorporate into their action plans, De Montfort University has committed to the following:

1.      To address gender inequalities requires commitment and action from everyone, at all levels of the organisation

2.      To tackle the unequal representation of women in science requires changing cultures and attitudes across the organisation

3.      The absence of diversity at management and policy-making levels has broad implications which the organisation will examine

4.      The high loss rate of women in science is an urgent concern which the organisation will address

5.      The system of short-term contracts has particularly negative consequences for the retention and progression of women in science, which the organisation recognises

6.      There are both personal and structural obstacles to women making the transition from PhD into a sustainable academic career in science, which require the active consideration of the organisation.

For more details please see the Athena Swan website

Stonewall 

There is just one criterion for joining Stonewall's Diversity Champions programme: a clear commitment to improving the working environment for lesbian, gay and bisexual (LGB) staff.

De Montfort University has joined this programme and is working towards an equality scheme for sexual orientation. We are committed to ensuring that we have a culture in which all our people are valued regardless of sexual orientation. Working with Stonewall will significantly help us to work towards achieving this goal.

For more details please see the Stonewall website