ensure that the There is a specific objective in the percentage of Equality and Diversity Strategy applicants, and Objectives that relates to the ultimately appointments, improved experience of from a particular group international staff working at to any given level should MMU. reflect the percentage in the available pool at the level immediately below. 6.8 Account should also It is University policy to make reasonable adjustments be taken of the personal for specific needs in training courses. circumstances of groups of researchers. University policies and practices are adapted as Examples would include necessary to meet individual requirements of members researchers who have of monitored by the Diversity and Equal – responsibility for young Opportunities Committee. children or adult dependants, researchers for whom English is not a first language, older or younger researchers, or researchers with disabilities and long-term health issues. Employers and funders should change policies or practices that directly or indirectly disadvantage such groups 6.9 All managers of A Dignity at Work policy is in place. Other mechanisms 2013 Action: A case log is kept of research should ensure to support this policy include a Dignity At Work Advisor cases discussed informally by that measures exist at network, counselling service and a Tackling the DAWA Network to allow for every institution through Discriminatory Behaviour Guide. Details can be found monitoring of cases. Data from which discrimination, at: two years of activity will be bullying or harassment reviewed and analysed by can be reported and protected chracteristics to addressed without A case log is kept of cases discussed informally by the investigate whether cases raised adversely affecting the DAWA Network to allow for monitoring of cases. So far do not adversely reflect on career opportunities
ensure that the percentage of applicants, and ultimately appointments, from a particular group to any given level should reflect the percentage in the available pool at the level immediately below. There is a specific objective in the Equality and Diversity Strategy Objectives that relates to the improved experience of international staff working at MMU. 6.8 Account should also be taken of the personal circumstances of groups of researchers. Examples would include researchers who have responsibility for young children or adult dependants, researchers for whom English is not a first language, older or younger researchers, or researchers with disabilities and long-term health issues. Employers and funders should change policies or practices that directly or indirectly disadvantage such groups It is University policy to make reasonable adjustments for specific needs in training courses. University policies and practices are adapted as necessary to meet individual requirements of members of – monitored by the Diversity and Equal Opportunities Committee. 6.9 All managers of research should ensure that measures exist at every institution through which discrimination, bullying or harassment can be reported and addressed without adversely affecting the A Dignity at Work policy is in place. Other mechanisms to support this policy include a Dignity At Work Advisor network, counselling service and a Tackling Discriminatory Behaviour Guide. Details can be found at: A case log is kept of cases discussed informally by the DAWA Network to allow for monitoring of cases. So far 2013 Action: A case log is kept of cases discussed informally by the DAWA Network to allow for monitoring of cases. Data from two years of activity will be reviewed and analysed by protected chracteristics to investigate whether cases raised do not adversely reflect on career opportunities