LGBT+ Staff and Student Charter

Aston recognises positive contributions in respect of LGBT network/group activity as evidence of good citizenship. Here’s how we’re taking action to meet our charter measures.

 

Aston will visually signal its commitment to the LGBT community 

We have produced rainbow lanyards to signal our support of the gay community. 
 

Aston will develop and communicate policies relating to sexual orientation and gender identity. 

We provide an option for recognising non-binary identities on workplace systems and are working on developing and communicating a transitioning policy. 
 

Aston ensures that mechanisms are in place for staff to report LGBT-related issues 

We 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. 

We commit to regularly review these policies to ensure they remain fit for purpose and in line with good practice. 
 

Aston has LGBT networks open to all staff and students and will provide information about LGBT events 

We have LGBT network groups for colleagues and students, and are committed to promoting these as being open to all. 

We will consider agreeing defined yearly objectives, as appropriate and in the best interests of the group's members 

We provide information about LGBT events. 
 

Aston has an LGBT working group committed to looking at continuous organisational development and improvement for LGBT colleagues 

Our LGBT working group was 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 to continuously improve internal policies and practices which impact upon employee welfare. 
 

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 as well as featuring on the new starters webpage. 
 

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. 

We are committed to reviewing our recruitment practices periodically and ensuring that any known barriers to attracting staff from the LGBT community are removed. 

We will include a policy statement on the recruitment landing page about valuing diversity, and a link to Inclusive Aston which explicitly references our support of LGBT people. 

We will review our 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. 

We will ensure that potential applicants have relevant information about the LGBT+ employee network group or LGBT+ inclusion activities, to encourage LGBT applicants to apply. 
 

Aston supports LGBT employees and allies to become visible role models at all levels of the organisation 

We will promote the importance of allies and are committed to actively speaking out against discrimination towards LGBT people. We will seek to share personal stories from LGBT people as appropriate. 

Aston provides career development opportunities to all employees and ensures these are communicated without disadvantaging specific groups, including those who identify as LGBT. 

We encourage all managers to support career development and opportunities with all staff, regardless of personal characteristics, via our My Development Conversation process. 
 

Aston will endeavour to educate or inform the wider organisation and community about sexual orientation, gender identity and trans issues. 

We 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. 

We will support board-level and senior management to understand issues that affect LGBT people, and our senior leaders will send an explicit message on their commitment to LGBT inclusion.