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.
- Women@Reading Network (chaired by Henley’s Director of Diversity and Inclusion, Prof Claire Collins).
- Staff Disability Network
- LGBT Plus Staff Network
- UoR BAME Network
- Women@Reading Network
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.
The University is committed to the prevention of harassment and bullying for all staff and students. Support and procedures related to harassment and bullying can be found on the University or Reading website
Other organisations in Higher Education promoting Diversity
- WomenCount is a new, non-profit organisation benchmarking women’s leadership across charitable, academic and public bodies. Read their report on Leaders in Higher Education 2018.
- WHEN (Women’s Higher Education Network) promoting gender equality in higher education.
For more information on diversity-related policies and initiatives, see the following links:
- Maternity, adoption and parental leave
- Compassionate and other unplanned leave
- Flexible working
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: email@example.com.