Find ED&I related policies using the links below (or scroll to see more detail):
- Dignity at Warwick (bullying and harassment).
- Disability, Mental Health and Inclusion Policy .
- ED&I Policy .
- Equality Impact Assessment Policy and Procedure .
- Trans and Gender Reassignment Policy .
You can also find ED&I related guidelines using the links below (or scroll to see more detail):
If you would like additional information on any of the policies or guidelines below, contact us and let us know.
Dignity at Warwick (bullying and harassment)
We are committed to ensuring a working and learning environment in which all University members (staff and students) are treated fairly and with dignity and respect, and where bullying and harassment are not tolerated.
The Dignity at Warwick Policy outlines unacceptable behaviours and the process on reporting and dealing with inappropriate behaviour.
Find more information on the Dignity at Warwick webpage.
Disability and Mental Health Policy
- Sets out the University’s commitment to creating an inclusive environment for staff and students with disabilities.
- Provides a framework to contribute to the ongoing development of an enabling environment which promotes positive mental health and wellbeing for all members and service users of the University.
- Informs on legislation, definition of disabilities, and processes to be followed.
For more information, read the Disability and Mental Health Policy .
Equality, Diversity and Inclusion Policy
This policy is a declaration of the University’s commitment to develop a fully inclusive University community which recruits and retains talented staff and students from all sectors of society equally.
The ED&I Policy outlines:
- The requirements of the duties placed on the University by equality legislation.
- Leadership, management, and responsibilities.
- Information regarding Equality Impact Assessments.
- How we will consult, communicate and engage with all the Warwick community to advance equality in our everyday business.
We believe that every individual in our University community should be treated with dignity and respect and be part of a working and learning environment that is free from barriers, regardless of age, disability, gender identity, marriage or civil partnership status, pregnancy or maternity, race, religion or belief, sex/gender, or sexual orientation.
For more information, read the ED&I Policy .
Equality Impact Assessment Policy and Procedure
The purpose of this policy guidance document is to provide information on understanding Equality Impact Assessments (EIAs), such as what they are, what the law says about them, and when one should be carried out.
This document is complemented by a guide on How to Complete an EIA which explains the process of completing the required forms, such as an initial Screening Form, followed where necessary, by a full EIA. For further details, check the EIA webpage.
For more information, read the Equality Impact Assessment Policy and Procedure .
Trans and Gender Reassignment
This Policy has been formulated to provide general guidance and policy advice to employees, students and managers about trans and gender reassignment issues.
The Trans and Gender Reassignment Policy outlines
- What gender reassignment/transition is.
- The relevant legislation.
- How employees and students can be supported when transitioning to a gender different to that which they were assigned at birth.
This policy applies to all employees and students, including part time teachers, casual workers, temporary workers from Employment Agencies and contractors working on campus.
For more information, read the Trans and Gender Reassignment Policy .
REF2021 Staff Circumstances Disclosure
As part of the University’s commitment to supporting equality and diversity in the Research Excellence Framework (REF2021), we have put in place safe and supportive structures for staff to declare information about any equality-related circumstances that may have affected their ability to research productively during the assessment period (1 January 2014 – 31 July 2020), and particularly their ability to produce research outputs at the same rate as staff not affected by circumstances.
Find more information on the REF2021 Staff Circumstances webpage.
The University recognises that many of our employees will take on some form of caring responsibilities at some point in their lives. This guidance document outlines the support available to employees with caring responsibilities, to assist them in achieving a sufficient balance between their work and caring commitments.
Find more information in the Carer Guidelines .
The University is committed to equality of opportunity for all staff and students to protect and promote the health and wellbeing, enabling everyone to be their absolute self during work and study. We aim to provide a fair and supportive working environment that is free from discrimination and prejudice for employees living with HIV. The University accepts that it has a role and responsibility to raise awareness, provide information and advice on HIV or AIDS.
Find more information in the HIV Guidelines .