Equality, diversity and inclusion
City, University of London is committed to creating a strong, global and sustainable student body and workforce. City has been recognised for its commitment to gender equality by achieving the Bronze Award as part of the Athena SWAN Charter.
It aims to create a cultural environment that is welcoming and encourages all individuals to strive to the best of their ability. We believe that the more diverse our community the greater our potential for innovation and excellence in our education, teaching, research, learning, all areas of academic activity and work. We are proud to be at the heart of London and of our international community.
A commitment to Diversity & Equality is one of the five values we share at City and, like the others, it underpins our Vision & Strategy 2026. Although we intend, in time, to address other aspects of Diversity & Equality, gaining the Athena SWAN Bronze Award is a powerful statement about our commitment to gender equality"
Professor Paul Curran, President.
Solutions to important problems depend increasingly upon collaboration: between staff and students, across disciplines and in partnership with others locally, nationally and internationally. 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. City’s staff networks fulfil a number of roles including:
- Peer support
- Forum for social interaction
- Assisting in raising awareness of equality
- Acting as a consultative body for the University in the shaping of policies and its activities.
- BME (Black and Minority Ethnic) Staff Network
- Disability Staff Network
- LGBT+ Network
- Religion and belief
Harassment Adviser Scheme
Harassment Advisers are staff who are trained volunteers from across the University. They will listen without making any judgement. Their role is to assist City staff and students on a confidential basis to explore options available in order to resolve any harassment issues they are facing no matter how sensitive. They will help with understanding City’s policies and procedures regarding harassment and bullying plus offer support by accompanying staff to any informal meeting they may have with the perpetrator.
This scheme is available to all employees, regardless of their area of work or any protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation). It is intended that the network is a further avenue of support, in addition to other support/welfare groups which already exist.