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Equality and Diversity

At Warwick Law School we aim for our student and staff population to truly reflect and represent contemporary society. We believe that in so doing, we encourage the very best talent to succeed. We look at ways in which we can assist people of all genders, all races, and from all walks of life to join us at Warwick.

Gender Equality

Warwick Law School is committed to furthering gender equality within higher education.

Athena Swan

Since 2014 our Self-Assessment Team has been reviewing policies and practices on gender equality in the Law School and in November 2016 we submitted our application for an Athena SWAN Bronze Gender Equality Charter Mark.

The Athena SWAN Charter was established by the Equality Challenge Unit in 2005. Initially focused on the careers of women in science, in 2015 it was expanded to recognise work undertaken in arts, humanities, social sciences, business and law. Its remit also expanded to include those in professional and support roles, and work done to support trans staff and students.

The aim of the Charter is now to recognise the advancement of gender equality more broadly – ‘representation, progression and success for all.’

The Self-Assessment Team has been led by Dr Helen Toner and she will be continuing to lead our Equality and Diversity Committee. The committee will monitor the implementation of the Action Plan and develop wider issues relating to Equality and Diversity within WLS.

If you would like to be involved or have any questions please contact Helen (

Athena Swan at Warwick

University Policy

Faculty Policy

Policies and Resources

Dignity at Warwick
The University is committed to ensuring a working and learning environment in which all University members (staff and students) are treated fairly and with dignity and respect.

Diversity and Inclusion
The University is committed to promoting equality, diversity and inclusion. All colleagues are encouraged to complete an e-learning module on Diversity in the Workplace.

Wellbeing at Warwick
The University aims to promote colleagues’ well-being through support for flexible working, keeping active, healthcare schemes, parental leave and time off for dependants, Occupational Health, and counselling.

Email Etiquette
The School has agreed that as colleagues we should try to have face-to-face meetings rather than relying on email, avoid emails over the weekend wherever possible (at least ones requiring an immediate reply), and generally adhere to good email etiquette

Career development
Advice on probation, staff development, annual reviews (DPRs) and promotion can be found on our intranet. The University also runs annual ‘Demystifying Promotion’ events.

Staff leave
Policies on annual leave (including purchasing additional leave) and study leave.

Support for parents
Advice on maternity, paternity, adoption, and shared parental leave; baby changing facilities on campus, the University’s mentoring scheme for returning parents and the Working Parents Network.

Warwick Academic Returners Fellowship
This enables academic colleagues to be freed from teaching and administrative responsibilities upon their return from maternity leave and refocus on research

Warwick Conference Support Awards
Awards of up to £100 are available to academic, research active staff and those in appropriate support or administrative posts to help support the extra child-care costs associated with attendance at conferences.