ASTON'S CHARTER MEASURES for COMMITMENT TO LGBT+ INCLUSION | Our Commitment and Actions Taken | THEMES |
Aston recognises positive contributions in respect of LGBT+ network/group activity as evidence of good citizenship. | Aston recognises positive contributions in respect of LGBT network group activity as evidence of good citizenship. | Citizenship |
Aston will visually signal its commitment to the LGBT+ community | Aston has produced rainbow lanyards to signal its support of the gay community. | Events and Awareness |
Aston will develop and communicate policies relating to sexual orientation and gender identity. | Aston will develop and communicate a transitioning policy. Aston provides an option for recognising non-binary identities on workplace systems. | Monitoring, compliance, policy |
Aston ensures that mechanisms are in place for staff to report LGBT+ related issues. | The University will also ensure that discrimination on the grounds of sexual orientation, gender identity or trans identity is not tolerated and that relevant policies are in place to ensure compliance. The harassment and bullying policy has been updated to specifically reference examples of harassment relating to sexual orientation and gender identity. Family friendly policies, such as dependant care, compassionate leave, maternity leave, paternity leave, adoption leave and shared parental leave have been reviewed and modified to ensure that language is gender neutral and that same sex couples are not inadvertently marginalised. The University commits to regularly review these policies to ensure they remain fit for purpose and in line with good practice. | Monitoring, compliance, policy |
Aston has LGBT+ Networks open to all staff and will provide information about LGBT+ Events. | Aston has an LGBT+ network group for LGBT+ colleagues and commits to promote this as being open to all employees Aston will consider agreeing defined yearly objectives, as appropriate and in the best interests of the group's members Aston provides information about LGBT+ events. | Networks and support |
Aston has an LGBT+ working group committed to looking at continuous organisational development and improvement for LGBT+ colleagues. | Aston’s LGBT+ working group were responsible for setting up the Aston LGBT+ Charter The working group commits to meet regularly throughout the year to review actions against the charter and to discuss matters arising where further improvements can be made. The LGBT+ working group, will also work on continuously improving internal policies and practices which impact upon employee welfare. | Networks and support |
Aston provides new starters with information on Inclusive Aston, including information on the LGBT+ employee networks. | Information about the staff networks including the LGBT+ network is included in the Management Essentials Handbook The New Starters webpage will include information to new starters on groups and networks, including the LGBT+ network and working group | Recruitment and Induction |
Aston enhances contributions to the university by employing a diverse workforce, recognising the benefit of engaging staff who identify as LGBT+, and considering potential barriers to recruitment. | Aston commits to review its recruitment practices periodically and to ensure that any known barriers to attracting staff from the LGBT+ community are removed. Aston will include a policy statement on the recruitment landing page about valuing diversity, and a link to Inclusive Aston which explicitly references its support of LGBT+ people. Aston will review its recruitment and selection practices, to ensure that the process is fair, transparent and without bias. This includes considering blind shortlisting (i.e. removing personal/equality related information) when shortlisting, where appropriate to do so. Aston will ensure that potential applicants have relevant information about the LGBT+ employee network group or LGBT+ inclusion activities, to encourage LGBT+ applicants to apply. | Recruitment and Induction |
Aston supports LGBT+ employees and allies to become visible role models at all levels of the organisation. | Aston will promote the importance of allies Aston commits to actively speak out against discrimination towards LGBT+ people Aston will seek to share personal stories from LGBT+ people, as appropriate. | Role Models and Allies |
Aston provides career development opportunities to all employees and ensures these are communicated without disadvantaging specific groups, including those who identify as LGBT+. | Aston encourages all managers to support career development and to have opportunities with all staff, regardless of personal characteristics, via its My Development Conversation process. | Staff Training and Development |
Aston will endeavour to educate or inform the wider organisation and community about sexual orientation, gender identity and trans issues. | Aston will support LGBT+ people by ensuring awareness and EDI training is available, including challenging inappropriate behaviour, negative language and assumptions, unconscious bias, and discrimination and the steps to eliminate bias. Aston will support board level and senior management to understand issues that affect LGBT+ people. Aston senior leaders send an explicit message on their commitment to LGBT inclusion. | |