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  1. Equality, diversity & inclusion
  2. Staff Networks
About City

Staff Networks

City recognises the value of self-organised groups in creating an environment that respects the diversity of staff and enables them to derive maximum benefit and enjoyment from their involvement in the life of City.

The BAME Network

The BAME Network enables staff to come together to share information, support and raise the visibility of black and minority ethnic staff at City, to ensure we promote a comfortable and fully inclusive environment in which all can flourish.

The role of the network is to:

  • Provide a forum for networking
  • Encourage peer support between BAME staff
  • Offer an opportunity for colleagues from all areas of the University to inform collaborate and drive actions needed for BAME members at City
  • Identify and raise awareness within the University of BAME matters and liaise with staff and student societies to share this information
  • Collaborate with City to shape its policy and procedures.

For more information about City's BME Network, please contact Valerie Glasford.


CityUniWomen is open to professional and academic staff from all Schools and Professional Service Units.

We aim to:

  • Provide a forum where members can share their experiences, learn from and empower each other
  • Celebrate the success of our members and create meaningful connections across the University
  • Encourage members to realise their potential within City and beyond; making active and informed choices
  • Hold regular events that facilitate the aims of the network and the interests of the members
  • Become a representative voice for women at City through consultation on University policies and working with the Gender Equality Working Group (GEWG) and other affinity groups.

The Disability Staff Network

The Disability Staff Network has recently formed and we are seeking to develop regular meetings to create a friendly staff group for disabled staff, staff with a long-term health condition, staff who care for disabled dependents and staff with an interest in disability. The Network hopes to provide an opportunity to exchange information, ideas and raise awareness about disability issues (including environmental, behavioural and institutional barriers) experienced by a range of people with physical, cognitive and mental health conditions at City University London in a confidential and safe space. Members of the network have been instrumental in encourage the University to sign up to “Time to Change” and the “Two Ticks” scheme.

Time to Change

Proud to support Time to Change. Let's end mental health discriminisation.Time to Change seeks to end mental health stigma and discrimination. City has signed the Time to Change pledge marking a commitment to supporting students and staff with mental health issues. The Time to Change campaign, run by charities Mind and Rethink, aims to increase understanding of the subject, to reduce stigma and ensure that anyone with a mental health issue feels comfortable seeking support.

Visit the Time to Change website.

Disability Confident Scheme

Disability Confident SchemeCity is committed to the Disability Confident Scheme and we are committed to good practice with regards to the recruitment, employment, retention and career development of people with a disability.

Find out more about looking for work if you're disabled.

Reasonable Adjustments

The Disability Discrimination Act places specific responsibilities on employers relating to the recruitment and appointment process. The Act aims to ensure that a disabled person, who could be the best person for the job, is considered fairly. The Act seeks to ensure that a disability should not bar a person from employment unless it would genuinely prevent them from doing the job and there is nothing the employer can reasonably do to overcome difficulties resulting from the candidate’s disability.

When inviting candidates to attend an interview, the letter should ask individuals whether they require any special arrangements to be made in order for them to participate fully in the interview. This might include a signer for a candidate with a hearing impairment or an accessible venue for a wheelchair user.

The Act also imposes a duty on employers to make reasonable adjustments to their working arrangements and premises to prevent or reduce any substantial disadvantage that a disabled applicant would otherwise have. Reasonable adjustments to the job, to equipment or to the working environment, including accommodation, where practicable are simply a way of ‘levelling the playing field’ for disabled people. Many difficulties experienced by a disabled person can be overcome with simple adjustments and external funding may be available to support the costs of adaptations.

If there are any legitimate areas for concern over an otherwise suitable disabled applicant's abilities, these can be explored at interview. Such a discussion will centre around what adjustments to working arrangements might be helpful to assist the person to overcome any disadvantage that his/her disability would otherwise cause, thus enabling him/her to perform the job effectively. It will be only after such a discussion that the disabled applicant's ability to perform the job may be properly assessed, and the need for any adjustments to working practices properly considered. If it is decided that reasonable adjustments cannot be made the individual should be notified in writing of the reasons for the decision and given reasonable time to respond and request reconsideration.

The Department for Work and Pensions includes a Jobcentre Plus Disability Service, which provides information and advice to employers through Disability Employment Advisers (DEAs) and Access to Work (AtW). AtW can help in a number of ways, for example, it can help pay for:

  1. a communicator at a job interview for those with hearing impairments
  2. a support worker e.g. a reader at work, if a person is blind or has a visual impairment
  3. specialist equipment to suit a disabled person’s particular needs in work
  4. adaptations to premises or to existing equipment.

For more information about City's Disability Staff Network, please contact Gregory Wellington.

The LGBT+ network

The LGBT+ network at City, University of London is here to raise the visibility of the LGBT+ community. It enables the group to meet regularly on matters to promote inclusivity and greater understanding and awareness of diversity here at City. The group holds events during the year that promote greater awareness of who we are as a community. We see our purpose as:

  • A  forum for networking and peer support between City LGBT+ Staff and other universities and external agencies.
  • A forum that engages with City to support change through inclusivity and collaboration with other colleagues and areas within the the university.
  • To raise awareness within the City community of LGBT+ issues and liaising with staff and the Student Union and student societies to share information.
  • Collaborating with City to shape its policy and procedures on matters related to LGBT+ staff.

For more information, please contact Jenny Aster or Matt Dumas-Bowden, Co-Chairs of the City LGBT+ Staff Network.

Religion and Belief

Religion and Belief is represented at City, University of London through the presence of a Multi-Faith Chaplaincy Team, through the Student Faith Societies representing many of the world faiths and through provision of space for prayer and reflection.  The Chaplaincy Team is on hand to provide general spiritual/pastoral support as well as faith-specific support.  The team can also advise and work with other networks as the need arises.  The Chaplains have an open door policy and are available to all staff and students regardless of belief.

Regular events

  • Staff Prayer and Bible Study
  • Chaplaincy Drop-In
  • Jummah (Muslim Friday Prayers)
  • Termly events are held to mark major faith festivals.