EDI Strategy and Equality themes

The links below provide an overview of the University’s work around each of the thematic areas, together with information about resources to support individuals from different backgrounds. There is also a search function to help you find information relevant to each theme elsewhere on this website.

Gender

Information about the University’s work to promote gender equality
Promoting gender equality is a key strategic priority for the University of Oxford, demonstrated in the University Strategic Plan and in our commitment to Athena Swan.

Athena Swan
Athena Swan is a gender equality accreditation scheme that supports good practice for gender equality in higher education
Athena Swan toolkit

Athena Swan toolkit
A guide to your Athena Swan application from getting started through to what happens after submission.
Athena Swan Resource Bank

Athena Swan Resource Bank
Information on the Athena Swan Resource Bank and how to access resources and templates
 

Athena Swan Community and Support
The working group supports Athena Swan facilitators across the University
Oxford Women's Staff Network (OWN)

Oxford Women's Staff Network (OWN)
Information about the Oxford Women's Staff Network (OWN) and how to join
Gender Pay Gap Review 2024

Gender Pay Gap Review 2024
Learn about what the University is doing to close its gender pay gap
Support for Parents and Carers

Support for Parents and Carers

The University offers a number of family-friendly policies, resources and support for staff and students with parenting or caring responsibilities
Shifting the narrative on gender and caregiving: Parenting ‘out loud’

Shifting the narrative on gender and caregiving: Parenting ‘out loud’
Learn about Oxford's commitment to supporting all parents and carers to balance work and family
Returning Carers Fund

Returning Carers Fund

A fund to support those who have taken a break for caring responsibilities to re-establish their research careers
 

Breaking Barriers: Equality, diversity and inclusion (EDI) in academic career progression at The University of Oxford

The Breaking Barriers report overview of research findings and recommendations emerging from this work
 

International Women's Day 2025: Tackling the Academic Gender Gap

Details announced for the Vice-Chancellor's International Women's Day event 2025
 

Race

Information about the University’s work to promote race equality
Key resources:

Race Equality Task Force - A Task Force formed in November 2020 to address racial inequality at Oxford

The University provides support and training for all staff to equip them with an understanding of race and racism and to help them identify practical steps to promote a diverse and inclusive workplace.
Anti-racism in higher education resources (PDF)
Ongoing Race Equality Action at the University of Oxford (PDF)
Welfare and wellbeing support for BME staff and students (PDF)
Join the BME staff network
Twitter @OxfordRace
A reading list of Black Lives Matter and anti-racist online resources.  List created in liaison with the Bodleian Libraries, College Libraries and JCR Welfare reps.  This is an evolving list of online resources with titles being added regularly.

The University’s participation in the Race Equality Charter provides us with a framework for analysis and results in a comprehensive action plan to promote race equality. Read more about the Race Equality Charter.

Religion and belief

Information about provision for staff and students of different religious backgrounds
New! On 16 June 1871 the Universities Tests Act removed the last religious restrictions for scholars attending the University of Oxford. The University will be marking the 150th anniversary of the Tests Act through the coming year, and more information will be made available on the Opening Oxford website.

Students and members of staff will find that there is a wide variety of places of worship within the University and in and around the City centre. For details see the faith societies and belief group webpage.

The EDU’s equality calendar includes details of religious festivals for which staff might reasonably request leave.

Use the search function below to look for more information related to religion and belief.

The University has adopted the IHRA definition of antisemitism.

Sexual Orientation

Information about the University’s support for LGBT+ staff and initiatives to promote a more inclusive workplace
The University’s participation in the Stonewall Workplace Equality Index provides us with a tool to assess the institution’s progress on LGBT+ equality and plan future actions.

The University has an active LGBT+ Staff Network, providing social and work-related networking opportunities, and growing networks of LGBT+ Role Models and Allies. To find out more visit the Networks webpage.  

New members of LGBT+ staff may find information in this leaflet useful.  

Use the search function below to look for more information related to sexual orientation

Transgender

Information about the University’s support for transgender staff and students and initiatives to promote a more inclusive workplace
The University aims to provide support and understanding to those individuals who wish to take, or have taken, steps to change the gender identity they were assigned at birth. It also aims to create an inclusive culture, where all transgender people are treated with dignity and respect. Our commitments are outlined in the University’s Transgender Policy and associated guidance.

The University’s participation in the Stonewall Workplace Equality Index provides us with a tool to assess the institution’s progress on LGBT+ equality and plan future actions. We were delighted to enter into the Top 100 Employers in 2019. To find our more visit our Stonewall webpage.

The University has an active LGBT+ Staff Network, providing social and work-related networking opportunities, and growing networks of LGBT+ Role Models and Allies. To find out more visit our Networks webpage.

New members of LGBT+ staff may find information in this leaflet useful.  

Use the search function below to look for more information related to transgender.

Neurodivergence

Information about different neurodivergent conditions and how to support staff with those conditions.
Explore these pages below to find out what the University is doing to create a more inclusive workspace for staff with neurodivergent conditions, and explore the latest resources available.

The list was updated

Neurodivergent conditions
Read these factsheets on neurodivergent conditions, things you may want to consider, and how to support someone you manage
Neurodivergent conditions
Information about some common neurodivergent conditions and how to support students and staff with those conditions
In brief
Information about different neurodivergent conditions and how to support staff with those conditions.

Autism - a developmental disorder that is characterised by difficulties with social communication, social interaction and social imagination.

ADHD - Attention deficit hyperactivity disorder (ADHD) is a condition that affects people's behaviour. People with ADHD can seem restless, may have trouble concentrating and may act on impulse (NHS, 2022).

Dyslexia and dyspraxia - Dyslexia may be thought of as a discrepancy between written and verbal language abilities. Dyspraxia is an impairment in the organisation of movement.

Dyscalculia - Dyscalculia affects a person’s ability to understand, recall or use numerical information.

Tourette’s syndrome - Tourette’s Syndrome is a neurological condition characterised by a combination of involuntary and repeated movements and sounds.

Auditory Processing Disorder - Auditory processing disorder (APD) affects people’s ability to understand auditory information.

Videos on neurodiversity (from Skill Boosters)
Elizabeth shares her experience of living with dyslexia, dyspraxia and Irlen syndrome (visual distress), her childhood experiences, diagnosis and ways she has been supported at workSupport for neurodivergent staff

Explore the support that is available to neurodivergent staff, including staff networks, reasonable adjustments and external resources

External resources about neurodivergence
Information and resources for neurodivergent staff and for colleagues who would like to find out more about neurodivergence and how to create a more inclusive workplace.

Internal sources of support
The Staff Disability Advisor offers advice, support and guidance to any member of disabled staff, including those with neurodivergent conditions: [email protected]. Contact her for advice on what support is available to you both within the University and externally, and what reasonable adjustments you might benefit from.

The Occupational Health Service can also provide support and advice. They are not currently able to undertake diagnoses, but they can advise on the options available to you.

The Disabled Staff Network offers peer support and a space to share experiences and seek advice.

The Neurodiversity at Oxford project, launched in 2021, supports, celebrates and empowers neurodivergent staff and students. The first project of its kind at the University, it offers staff and students a wide range of events and activities, providing information, support and opportunities to build social and professional networks. The project also offers mentoring to neurodivergent graduate students and staff.

Watch a recording of two presentations from the EDI Hub event 'Neurodiversity in the Workplace'. The first presentation is about the support available to neurodivergent staff in Oxford and the second presentation provides an overview of the Neurodiversity at Oxford project.

Reasonable adjustments
Any adjustments need to be made with the individual’s needs in mind – there is no ‘one size fits all’. However, common adjustments for neurodivergent staff include:

Flexible working, including working from home
Agreed regular workstation / no hot desking
Specific adjustments to office lighting/ventilation
Noise cancelling headphones
Agreed methods of communicating with manager and colleagues
Amended work duties
More regular supervision

External sources of support
Access to Work can provide funding for software, equipment and other specialist support as well as travel to work for neurodivergent staff.

Genius Within offers coaching and specialist support to help you perform at your best at work and make the most of your strengths.

Lexxic is a specialist psychology consultancy that works with individuals, teams and organisations to create neuro-inclusive workplaces and enable neurodivergent staff to flourish.

The National Autistic Society is a UK charity for people on the autism spectrum and their families, providing expert advice, training and conferences, and an online community where you can meet like-minded people.

Autism Oxford offers peer support, mentoring, coaching and diagnostic assessments, as well as workplace based assessments to provide advice on reasonable adjustments to help autistic staff.

There are more useful links in our external resources section

External resources about neurodivergence
Information and resources for neurodivergent staff and for colleagues who would like to find out more about neurodivergence and how to create a more inclusive workplace.
In brief
In depth
Training 
Join the short e-learning course that you can access with your SSO:

Neurodiversity Awareness

This Neurodiversity Awareness course will improve knowledge of the different types of neurodiversity and how understanding and being aware of neurodivergence can help create a more inclusive workplace and remove obstacles or challenges in work for neurodivergent colleagues.

Webinars
Samantha Hiew from ADHD Girls gives a presentation about neurodiversity and intersectionality.

Age

Find out more about University policies and support for workers at different life stages, the legal context around age discrimination and how to prevent ageism in the workplace.
Discrimination on the grounds of age is unlawful under the Equality Act 2010; yet age tends to be one of the less commonly discussed protected characteristics.

University policy and support 
The University has a number of policies in place to support staff at different ages and life stages.

Employer Justified Retirement Age (EJRA)
The University operates an Employer Justified Retirement Age (EJRA), which applies only to certain groups of staff: Statutory Professors, Associate Professors, RSIVs (the most senior researchers), their clinical equivalents and the Vice-Chancellor. With effect from 1 October 2023, the retirement age for these groups will be 69. All other groups of staff are exempt from the EJRA, meaning that there is no specific retirement age for them.

The EJRA policy was amended in 2022 following a 10-year review. You can read more about the review and the recommended changes in this blog from the Pro-Vice-Chancellor (People and Digital) and in more detail on the University’s EJRA Review webpage.

Flexible working and support for carers
The University has a range of flexible working arrangements available to staff (some of which may depend on local operational requirements) which provide support for staff at different life stages, including parents and carers. See the relevant pages of the HR Support website for more information:

Flexible working
Support for carers
Family leave
Menopause support
The University seeks to offer a positive, open and supportive work environment where staff and their colleagues and managers are well-informed about how menopause can affect people in the workplace, so that those who are experiencing negative effects of menopause feel able to ask for, and receive, the support they need to continue to thrive here at all stages of life.

The Menopause in the workplace webpages offer information and guidance for staff and managers, along with case studies, training and other resources.

External resources
See below for resources and guidance relating to age discrimination and how to promote an age-friendly workplace. Please note that these resources have been collated by the EDU for those who wish to explore the topic further, but they are not endorsed by the University.

In brief
In depth
For an overview of the law around age discrimination and what does and does not constitute discrimination, see the ACAS Age discrimination guidance.

The Chartered Institute of Personnel and Development (CIPD) guidance on Age and employment also covers the legal position and outlines a range of good employment practices to avoid age discrimination, as well as useful resources for further reading.

This blog from D&I Leaders explores how employers can embrace an age-friendly workplace culture.

For an introduction to what ageism is and how we can tackle it, see this article from Pearn Kandola.

Contact us
For general queries contact [email protected]

Popular links
Read this blog form the Pro-Vice Chancellor about retirement policy 
Learn more about flexible working
Explore the menopause in the workplace pages

Here are some further resources on workplace ageism:

ACAS guidance – Age discrimination: key points for the workplace

A blog from a US professor offers an opinion on ageism in academia: ‘Let’s retire ageism in academe’

In this TEDx talk, Ageism in the Knowledge Era, Jennifer Manuel makes the case for shedding stereotypes about older workers that no longer serve us in today’s knowledge-based economy.

Is some ageism really ableism?: this short video provides an introduction to a research project looking at this question.

Disability

Find out what the University is doing to support disabled staff, students and visitors, including advice and guidance, funding and resources

Support for disabled staff

Explore funding available, reasonable adjustments that can be made, and read factsheets on different disabilities to support you and your colleagues at work
Information, support and guidance for disabled staff at the University
In brief
In depth
If you are a new member of staff with a disability, we’ve collected together some key information to help you.

Find out more about the legal definition of disability and the types of conditions that are included.

We’ve brought together information about reasonable adjustments, our legal duty and examples of good practice.

There is also specific guidance on reasonable adjustments for staff with mental ill-health.

All staff with a disability or other health condition that impacts on their ability to perform their role are invited to complete a Workplace Adjustment Plan (WAP). This is a live record of adjustments agreed between the employee and their line manager, PI or supervisor. The employee retains the Plan throughout their time working at the University, with changes made as and when required.

The Disabled Staff Network offers an opportunity to talk to colleagues with a shared experience and understanding; provides a voice for disabled staff in University decision-making; and aims to improve disabled people’s experience at the University.

Find out more about funding available to disabled staff through Access to Work.

For more information about supporting disabled staff, see our Managers’ Toolkit 

Here you will find information on particular disabilities, including definitions, how they can impact on work, and what can be done to support staff with these conditions.

Neurodivergence - for more information about different neurodivergent conditions, see here.

Sensory impairment

Hearing loss
Visual impairment 
Long-term physical and health conditions

Long-term health conditions 
Physical or mobility impairment 
Find out more about neurodivergent conditions and support available.

If you are finding it difficult to use your computer, tablet or phone because of a disability, explore IT resources that can help you, including assistive technology.

In order to support colleagues with a disability, see the guidance on creating accessible documents, PDFs and Powerpoint presentations from the Centre for Teaching and Learning and contact Amy Ward, Academic Skills Advisor for Assistive Technology for training and 1:1 advice on accessibility.

If you are experiencing memory difficulties, which may be caused by dyslexia, medical conditions, mental ill-health or the side effects of medication, see our tips for dealing with memory difficulties.

For further information on parking for disabled staff and travel support through Access to Work, see our travel to work page.

Contact us
For any questions or support contact the Staff Disability Advisor

[email protected]

Popular links
Find out about funding available through Access to Work
Learn about the Workplace Adjustment Plan 
Explore more about disability support

Support for disabled students

Explore the Disability Advisory Service for current and prospective students, read the comprehensive guide for disabled students and see the Oxford Student Union Disability Campaign
 

Information for disabled visitors

Find out how the University can support disabled visitors, including access guides, blue badge parking and virtual tours
 

Information about how the University accommodates disabled visitors
In brief
We are pleased to welcome disabled visitors to the University.  If you have any access requirements, we recommend that you contact us in advance of your visit to discuss your needs.  This applies not only to physical access, but also if you require any other adjustments such as communication support or material in alternative formats.

The University has many old and listed buildings. We have made many improvements to physical access, but some work remains outstanding.

The below links may be useful in planning your visit.

Access Guide for Colleges and Departments
Virtual tour of Oxford
Blue Badge Parking in Oxford