Here we provide a list of E&D relevant resources currently available via the School of Biology and University Human Resources.
Core hours have been established within the School of Biology to offer a more family friendly environment and in order that part-time workers or those with particular caring needs will not be disadvantaged by their inability to attend events. If possible, events such as external seminar speakers or management/departmental meetings should not be held prior to 9am or after 3pm (these are hours of primary school attendance in Fife). Core hours in the School have been approved by management group and are currently 9.15am to 2.45pm.
In the School of Biology, we ask that all staff and students undertake the Online Unconscious Bias Training and that all academic staff and any staff conducting interviews undertake the Recruitment and Selection Training available here.
We also ask that prior to any interviews, staff take an unconscious bias awareness refresher by looking over the University resources and watching the refresher video produced by the Royal Society. For academic staff appointments, we also ask that the selection panel watches this video on common biases during candidate selection.
Staff advertising for a new appointment should consult the paragraph developed for use in advertising material, and consult the University guide on inclusive recruitment.
Academic staff applying for promotion to grade 7, 8 and 9 can find details about the promotion procedure and submission documents required for Academic promotion here.
Professional and support staff can similarly undertake a re-grading of their post, following a substantive change in role requirements, via the grading review policy and procedure.
Birth and adoption
Leave benefits are available to staff for adoption, maternity, paternity, and shared leave:
- Adoption leave policy: Document showing adoption leave benefits currently available to staff.
- Maternity leave policy: Document showing maternity leave benefits currently available to staff.
- Keeping in Touch Days: This is a subsection of the maternity leave policy. Staff on maternity leave may, by agreement with their Head of School/Unit, undertake up to 10 days paid work, referred to as ‘Keeping in Touch Days (KIT Days)’, during their maternity leave
- Paternity leave policy: Document showing paternity leave benefits currently available to staff.
- Shared parental leave and shared parental leave FAQs: Shared parental leave allows parents to share up to 50 weeks of leave within the first year following birth or adoption.
We realise that there can be issues for fixed-term staff, who may face an effective personal penalty if their project costs are required to pay for leave (and for Keeping In Touch days) they take. The recent League of European Research Universities (LERU) report advises bias-free compensation for parental leave, and we are trying to promote this.
Returning from leave
When staff return from leave, the School of Biology will ensure provision of private space required for expressing breast milk and will provide a small fridge to store breast milk. Please ask the E&D committee for information on how to access this.
Please contact the E&D committee chair if you would like to be put in contact with others in the department who have recently taken leave.
The University has a curated list of local childcare providers.
Please also note details below for carers, flexible working and leave available to support carer wellbeing.
The University Caring Fund was designed to support employees with child minding or other caring responsibilities associated with attending events as part of their role. A Word document application form can be found here.
Flexible working allows employees to request a variation in their working arrangements to a more flexible arrangement. Employees may request a change in the hours they work, a change in the times they work, or to temporarily work from home.
- Parental leave provides unpaid time off work to look after a child or make arrangements for the child’s welfare.
- Special leave covers a range of additional paid and unpaid leave options to help employees take time away from work for reasons that do not necessarily fall under existing leave provisions, such as domestic emergencies and public duties. Arrangements for these are negotiated with line manager and Head of School.
- Career break policy allows an extended break from work for employees who require this for a variety of personal reasons during the course of their employment.
- Sickness absence policy is designed to promote good practice aimed at preventing ill health, the effective management of sickness absence when it occurs, and the rehabilitation of employees where reasonable, including taking all reasonable measures to support and retain those with a disability.
We are committed to a zero-tolerance approach to bullying, harassment, discrimination or victimisation of any kind. Bullying is defined as “offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient”. Harassment as defined in the Equality Act 2010 as “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.
Staff should refer to the University staff dignity and respect at work policy. Students should refer to the webpage that the University has compiled on policy and resources available for those being bullied or harassed.
Biology has developed one of the most comprehensive workload models used in the University which allows workload to be balanced across research, teaching and administrative load. This action has enabled us to ensure (via our annual E&D report) that there are no inherent gender, age or other biases introduced inadvertently by School policies. We continue to revise the structure of this model so as to maximise transparency, fairness and utility.
Workload is assessed by computing hourly contributions of academic staff. The workload model is gender-neutral with parameters applied blindly (independent of staff identity). Staff are informed of their rank for the three aspects of the workload, and their overall rank. Statistical analysis of the workload model data has revealed no significant gender differences in any category of workload.
The University hosts a website for Equality, Diversity and Inclusion with links to resources (such as the Early career women network and Staff LGBTIQ+ network) and events. The university has several awards for diversity recognition. At the school level, schools are encouraged to gain Athena SWAN awards for gender equality.
The University also has policies on equality and diversity inclusion to ensure that equality is embedded into all its functions, operations and activities, and has an equal pay statement to ensure that staff receive equal pay for work of equal value.
A full list of the University of St Andrews Human Resources policies, guidance and forms is available here.
Additional E&D advice and policies which have been developed by the School of Biology E&D committee include: