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School and University Policies

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Seminar timing:The School policy is to have seminars in the core hours 10am - 4pm; if it suitsgroup members better to have their seminar outside of the core hours, itis decided in consultation with the group members, particularly withthose with caring responsibilities, to avoid systematic bias.School and University Policies

School Policies:

  • Core hours policy: all meetings that involve the whole School (such as School Forum, School Colloquium, Board of Studies, etc) are to take place within the core hours between 1000 - 1600 hrs
  • E-Diversity in the Workplace and Unconscious Bias Training for *all* staff involved in student or staff recruitment
  • Seminar timing:The School policy is to have seminars in the core hours 10am - 4pm; if it suits group members better to have their seminar outside of the core hours, it is decided in consultation with the group members, particularly with those with caring responsibilities, to avoid systematic bias.
  • Mentoring: all new academic staff are provided with a School mentor who can give advice and guidance on the School and it's operations.  The University also has Mentoring Connections programme which is available for all staff.   All staff should be able to seek mentoring advice (for example on personal development, career directions).  This can come from a variety of sources such as line managers/PIs or specific role holders (for example Heads of Research Groups, Theme Leaders, Director of Teaching, Director of Research).
  • Seminar and colloquium speaker gender bias: the aim is to achieve gender balance of seminar speakers.  If a seminar series or a colloquium had less than the current average percentage of female speakers (currently ~20%), organisers are asked to write a note explaining the reasons for that being the case.
  • Contribution to caring costs associated with conference or workshop attendance - small awards (of up to £200) are available to staff and PhD students and also external visitors to the School.  Applications should be submitted to Jill Douglas.  The Athena Forum have issued a statement confirming that such costs are tax exempt.
  • The School has guidelines for academic members of staff returning to work after maternity leave.


University Policies: 

  • Academic Promotion - process and criteria for holders of academic positions
  • Childcare - available support in the University
  • Caring for carers guidance outlines the support available to employees who have a caring responsibility so that they can balance work with caring commitments and continue to be effective in their role
  • Equality & Diversity website
  • Equality & Diversity Strategy & Outcomes
  • Mentoring Connections - find a mentor from another School
  • Family Friendly Policies (including Maternity/Paternity and shared Parental Leave)
  • Female sabbatical programme
    This programme will enable women, close to applying for promotion to either grades 9 or 10, to take one semester to develop their CVs in line with the promotion pathways. They can use the semester to either further publications, grants, innovative teaching, impact or even leadership. The aim is to increase the pool of women at grade 10 so we see more women in senior management in the college. The scheme will run for 5 years. 


'Dignity and Respect Advisors' are available to give confidential advice and support to staff who feel that they have been the subject of bullying, harassment or discrimination, or have been accused of such behaviour. See

College HR:

Last direct edit: 17:40, Thursday 6 June 2019, by Sharon Greig. (Feedback? Please contact the page owners)

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