On this page you'll find are some of the groups and networks involved in social inclusion at Warwick. The networks listed below support the goals of our Social Inclusion Strategy.
Staff groups are run by and for the members. You can contact the chair/lead of each group for more information about how to get involved.
Read personal stories from the Warwick community showcasing people's lived experiences.
The BAME Staff Network is a group working towards offering support, boosting confidence, and enabling professional success among Black, Asian, and Minority Ethnic (BAME) staff at all levels within the University of Warwick.
The Chair of the BAME Staff Network is Rinita Dam (). The Co-Chair is Elenore Li (). The Secretary is Monica Sounderraj ().
We have launched a group called ‘BAME Staff Network’ on Teams so that staff can chat and ask questions as well as share information and support. To be added to the Teams group please email the Network Chair, Rinita Dam.
The Carers Staff Network was created as a result of feedback from staff of the need for a space to share experiences of working at Warwick with caring responsibilities. Caring for somebody can be an extremely demanding and tiring responsibility, sometimes talking to someone in a similar situation might help. The Network will provide a safe environment for you to meet with others and an opportunity to discuss issues that you may be facing or just take some 'time out' from your responsibilities.
There is currently no chair of the Carers Staff Network, if you would like to take over chairing the Network please let us know and we will add your contact details to this page - email us on .
You can get up to five days of paid carer’s leave to deal with any issues involving a dependant in need.
The Carers Passport has been designed to help employees who are carers have a meaningful conversation with their line manager about their caring responsibilities and any adjustments needed to manage this.
The Conference Support Award of up to £200 is available to cover additional childcare costs an individual incurs whilst attending training that is essential to the effective performance of their role.
The Disabled Staff Network is open to all staff members with an interest in making the University a more accessible place for all. It welcomes any member of staff with an interest in creating a more inclusive environment whether or not they have a disability themselves.
The purposes of the Network are:
To support positive change for staff with disabilities where we each work and more broadly across the University.
To feed back in to the Network and to the ED&I team after every meeting.
To be a central group where any developments across the University can be examined from the point of view of staff with disabilities (e.g. new legal requirements being phased in to make all webpages compliant with accessibility standards).
To promote the concept of inclusive design i.e. design that includes diversity and accessibility from the start and thus improves quality of life for everyone; adaptations can be useful for many people and encourage innovation.
The Co-Chairs of the Disabled Staff Network are Nivi Morales Salas ()and Jagjeet Jutley-Neilson ().
My Adjustment Passport is a tool to help you to have meaningful and confidential conversations with your line manager or other University representative about a disability that may require some workplace adjustments in order to support you in your role.
This Network provides an opportunity for LGBTQUA+ staff to meet, share their experiences, discuss related issues, access information and support, and organise events.
The Chairs of the LGBTQUA+ Staff Network are Izzy Evans (), Sam Parr (), and Stephen Soanes ().
The Queering University programme supports staff and students to develop, implement, share, and sustain queer pedagogies and perspectives. It encourages teaching and learning, pastoral, and other practices that are inclusive of trans and LGBTQUIA+ people, and improves understanding in the classroom and wider university settings.
The Chairs of the Menopause Staff Network are Jane Dashwood () and Marie Kettell ().
We have launched a group on Teams so that staff can chat and ask questions as well as share information and support. To be added to the Teams Group please email the Network Chairs, Jane and Marie.
You can also contact Jane and Marie if you wish to chat in confidence.
Resources and support:
Learn more about the menopause by completing the Menopause at Work online training module.
Our Menopause Guidelines set out the University’s commitment to creating an inclusive and supportive working environment for employees experiencing menopausal and andropause symptoms.
A network for staff working part-time, who have experience of working part-time, and/or who are interested in exploring part-time working opportunities.
This a choir like no other. We learn British Sign Language alongside singing our favourite pop songs. Come along online one lunchtime every week to sing a lot, laugh a lot, and learn a lot. Everyone is welcome (staff and students), choir members are from all areas of the University.
Are you the parent or carer of a neurodivergent child or young adult? A number of us have recently started to catch up informally once a month to share our thoughts, feelings, and frustrations as well as offer each other moral support and practical tips and ideas.
If you would like to join us, please email Brigitte Hatfield at to find out the next meeting date and so we can have an idea of anticipated numbers at each session. At the moment we are meeting in the Arts Centre café but we will review the location if numbers demand it.
The Widening Participation Staff Network aims to provide colleagues from across the university the opportunity to meet, share best practice and exchange ideas. There will be a ‘spotlight’ session at each meeting which will allow colleagues to highlight the great WP work that is carried out in their departments and across the University.
The Conference Support Award of up to £200 is available to cover additional childcare costs an individual incurs whilst attending training that is essential to the effective performance of their role.
Explore social inclusion work at Warwick, aligned to our strategic objectives for 2030, on our projects page.
We aspire to remove economic, social, and cultural barriers that have prevented people from working, studying, and succeeding at Warwick. We know this is a long term and challenging programme of work. But, our ambition is to get really good at doing this, learning from our practice and building on our successes.
