Support for staff
Support for Staff
The University of Reading and Henley Business School are committed to providing a supportive working environment for all staff. Diversity and inclusion is at the heart of the Henley ethos. Gender equality is an area where the Business School has a particularly strong reputation; for example, it was ranked second in the world for the percentage of female full-time faculty in the Financial Times 2017 Executive MBA Rankings.
The University’s statement on equality and diversity is available online.
The University actively promotes diversity through the following Diversity and Equality Networks:
- Women@Reading Network (chaired by Henley’s Director of Diversity and Inclusion, Dr Claire Collins).
- Staff Disability Network
- LGBT Plus Network
- Cultural Diversity Group
- Maternity, adoption and parental leave
- Compassionate and other unplanned leave
- Flexible working
The Health, Advocacy, Respect and Care (HARC) Adviser Network of staff volunteers provides informal and confidential peer-to-peer support to any member of staff who feels they need someone to talk to but are unable to approach a colleague or line manager. Advisor profiles and contact details are available on the University of Reading website.
Henley Hives, a new project in which Henley staff have volunteered to take part in six different working groups (Hives) to come up with solutions to staff engagement issues. Currently, the Hives focus on six key areas:
- Social Collaboration
- Learning and Development
- New starters and collaboration
- Stress and wellbeing
- Cross-team collaboration
For more information on joining a Hive, please contact Stephanie Shaw.
For more information on diversity-related policies and initiatives, see the following links:
All staff at Henley returning to work following maternity, adoption or parental leave should have regular meetings with their line managers in order to ensure a manageable workload. The University reimburses all Schools for the cost of staff taking maternity or other parental leave, and 25% of this funding is set aside to provide support for the staff member’s return to work, in the form of e.g. relief from teaching, funds for conferences including additional childcare costs incurred, additional training etc.
For further information on any of these policies please contact Human Resources: firstname.lastname@example.org.