The Directorate of EDI offer training opportunities both face-to-face and online.

Mandatory training

All new starters complete an online module on diversity in the workplace as part of their induction process. This online module intends to support colleagues to become familiar with equality legislation and looks in detail at all equality groups.

• Diversity in the workplace

All colleagues involved in the recruitment process complete an online module on unconscious bias. This online module focuses on definitions, examples, and different scenarios all around the theme of unconscious bias.

• Unconscious bias

Additional training

Please refer to the individual Equality Groups pages for specific training available under each of these characteristics.

The team also supports wider training available to staff through Learning and Organisational Development as well as working with the three faculties to develop training for students.

• Learning and Organisational Development 

Working in collaboration with the relevant Learning and Organisational Development Partner, the EDI team can develop bespoke sessions for a particular area or adapt an existing training package. 

The EDI leadership training programmes are aimed at developing a diverse pool of leaders for the future. Each programme is nationally recognised and seeks to equip leaders from diverse groups with the knowledge to succeed.

For more information, contact the EDI team.

Stellar HE

StellarHE is targeted at Black, Asian and Minority Ethnic individuals who aspire to senior leadership positions in Higher Education. The programme has been designed specifically to equip participants with leadership competencies and strategies that reflect the unique challenges and experiences of Black, Asian and Minority Ethnic staff across the HE sectors.

The programme is open to Black, Asian and Minority Ethnic Professional Support Staff, Academics and Researchers at a middle to senior management level. Applicants must be ready to embark on an experiential leadership programme and available to participate in all activities during the programme.

Aurora

Aurora is a key initiative to address the under-representation of women leaders in Higher Education. The Aurora programme aims to enable a wider range of women to think of themselves as future leaders, providing a positive experience of leadership and encouraging participants to recognise their talent and capabilities, develop the skills they will need and to ‘step-up’ to future leadership posts.

The Aurora programme is designed to support staff who identify as women into leadership roles. we welcome applications up to senior lecturer level or professional services equivalent who wish to develop their leadership skills and potential. We will prioritise applicants with limited leadership development.

An Equality Impact Assessment (EIA) is an analysis of a proposed organisational policy, service or function or a change to an existing one, which assesses whether the policy has a negative impact on persons with a protected characteristic.

The EIA must be started at the beginning of the planning process of any activity and is an ongoing document throughout the project. It should be referred back to regularly and must be updated if plans or circumstances within the project change.

Find EIA training, toolkits and template here.

Anyone can make a request for data from the Directorate of EDI. All data requests should be made at least two weeks in advance of the expected deadline. Please note, some data is also available from faculties, divisions, schools and directorates please contact your local EDI Team first before making your request.

https://www.staffnet.manchester.ac.uk/equality-diversity-inclusion/data/

Staff network groups are a fantastic way to network with people from all over the University.  Many of the groups also offer confidential support and advisory services from their members to any member of staff. 

Staff network groups meet regularly, and all have individual agendas and terms of reference. Issues raised by our staff networks groups are fed into the EDI Committee via the EDI Forum, both of which meet four times a year.

Get involved

You can get involved with a staff network group by becoming:

• a member and share your ideas (members can attend up to four meetings a year across all the groups they are a member of, plus one other associated activity like an event or workshop);
• an ally and share ideas and feedback without being a member.

Find out more about staff networks here. 

At the University, we believe that bullying, harassment, and discrimination are never okay. Nobody on our campus or in our surrounding communities should be treated badly.

Report and Support, the online tool, aims to provide a fair, unbiased, confidential process that treats people with respect empowering people to be heard. It is a standalone platform which allows staff, students, visitors and other people to find support related to any form of bullying, harassment or discrimination they may have experienced or witnessed.

If you or someone you know has experienced or witnessed any form of bullying, harassment, discrimination, gender-based violence, hate, or micro-aggressions, or have a safeguarding concern, you can report it anonymously or get support from a trained harassment support advisor.

The platform includes information on:

• Making a report anonymously;
• Receiving support from a trained Harassment Support Advisor;
• Definitions of bullying, harassment and discrimination;
• Support available both within and outside of the University.

The Disability Advisory Support Service (DASS) supports all disabled staff employed by the University as well as staff working with disabled staff.

How to access support as a disabled member of staff 

To access support through DASS, you will first need to register with us, you can book a quick query with us to do this in person if you would prefer. 

• Find out more information about what evidence we require in order for you to register with DASS. 
• Learn more about getting a support plan through DASS.
• Learn more about disclosing your disability and confidentiality.

How to access support as a manager of a disabled member of staff 

If a staff member discloses a disability or you become aware of it, it's essential to discuss a referral to the DASS staff service. Many employees may not realise the wide range of support available, from parking accommodations and role adjustments to mental health support and specialised equipment.

Referring staff to DASS ensures they are informed about all available resources. Even if they decide not to take up any support, the option for a confidential discussion is valuable.

For more details on when and how to refer staff, visit  the full guidance page.

• Professional Services and Cultural Institutes - Sinead Hesp, Chair of University Professional Services and Cultural Institutes Equality, Diversity and Inclusion Group
• Facuty of Biology, Medicine and Health - Natalie Gardiner, Associate Dean for Social Responsibility and Faculty EDI Committee Chair
• Faculty of Science and Engineering - Mark Hughes, Associate Dean for Equality, Diversity, Inclusion and Accessibility and Chair of Faculty EDIA Committee
• Faculty of Humanities - Dimitris Papadimitriou, Associate Dean for Equality, Diversity and Inclusion and Faculty EDI Committee Chair