Here you will find information exclusive to colleagues throughout the university, including documents, training and network events.
For everything else including the universities equality, diversity and inclusion statement visit our ED&I section
We have a number of policies regarding EDI, including those which covering preventing bullying and harassment, preventing sexual harassment and discrimination, and those which support colleagues who fall into a protected characteristic category as defined by the Equality Act 2010. All of our policies, including those noted below, can also be found on our HR A-Z
The Equality Act 2010 builds on previous equality and diversity legislation by introducing a number of 'protected characteristics' affording students and staff protection from discrimination,harassment and victimisation on the basis of their personal characteristics,perceptions about them or because of their association with people from the protected groups.
This information is fundamental to the University's commitment to tackling discrimination and advancing equality within the workplace, as without it, we have no means of understanding how our policies, procedures and practices affect people from different groups. The duty placed on the University by the Equality Act 2010 to publish equality information makes it even more crucial that relevant information is produced on an ongoing basis which can be published.
Analysis of this data (purely in its general capacity, not of each individual) is undertaken by the Human Resources Department in order to identify any differential impacts and / or treatment of particular equality groups (i.e. based on gender and trans status, age, disability, religion and belief, sexual orientation, race, marriage and civil partnership as well as pregnancy and maternity).
This will then inform the scope of the work undertaken by the University in order to reduce any adverse impacts of its activities on staff to ensure equality of opportunity and the elimination of discrimination.
You are under no obligation to provide any of this information to the University. If you do not want to complete any of the details, please return the form completing only your staff number. Please be assured that this will not in any way influence /impact on your employment at the University.
Some of the personal data held by the University is classed as sensitive data under the Data Protection Act 1998. This means we have a duty to ensure the data is protected, is accurate and is maintained up to date. To carry out these duties all access to Trent is controlled by separate logons and passwords and each user only has access to the records relevant to their job requirements or ownership of the data. The data is processed in a general capacity and so as not to identify individuals.
There has been some confusion regarding confidentiality / anonymity, especially as the form is asking for two unique references - employer name or number and DOB. The forms are not anonymous. The data will be held securely and confidentially, in line with the Data Protection Act 1998 and we will only ever publish this information anonymously, in the form of general statistical reports.
February is LGBT History month and to mark this we’re launching our ‘Be Proud of your Pronouns’ campaign to help highlight the ways we can make Beds a more welcoming place to Transgender and non-binary colleagues and students.
Following the examples that have been set in other parts of the higher education sector and in businesses across the country, we are encouraging everyone across the university to proudly display their pronouns.
Displaying your pronouns is a voluntary choice that can go a long way to ensure that your colleagues and students feel safe and respected while at Beds. Together we can break down the stigma around gender identity and help everyone feel safe and secure in their work and studies.
If you’re not comfortable sharing your pronouns or don’t want to display them that’s completely fine. No one should feel pressured to share them if they don’t want to or don’t feel comfortable.
If you want to have a chat about pronouns or wanted further support and advice please contact the LGBT Network here: LGBTQAlliance@beds.ac.uk.
What are pronouns?
Pronouns are the words we use instead of a noun, such as ‘He/Him’, ‘She/Her’ with gender neutral pronouns being They/Them.
Everyone uses pronouns that are based on their personal gender identity, as they help to express their identity to others and inform others as to how they should refer to them.
Transgender and non-binary people have gender identities that differ to those that were assigned at birth, so they will often use the pronouns that most align with their gender identity or they wish to use.
People regardless of gender identity may use one set of pronouns such as She/Her or may be comfortable with using a mixture such as He/They, She/Him, She/They, etc.
You can’t always know what someone’s pronouns are just by looking at them, so it’s a good idea to ask what someone’s pronouns are so that you can properly respect their gender identity.
Why is it important to use the correct pronouns?
Asking and correctly using someone’s pronouns is a way to respect someone’s gender identity and make them feel included and respected.
What are the benefits of publically sharing your pronouns?
Making your pronouns publically visible goes a long way to making Transgender and non-binary people feel safe to be themselves and accepted within our environment.
Many people never have to think about their pronouns or the pronouns they use and just take them as given. For Transgender and non-binary people pronouns are an important part of their gender identity and they can feel invalidated and embarrassed if the wrong ones are used. Additionally, the process of revealing their pronouns can be difficult and upsetting if done within a hostile environment.
By choosing to make our pronouns visible it helps to break the stigma that Transgender and non-binary people face when choosing to share their gender identity. If everyone shares their own pronouns we can create a more positive and welcoming environment that includes everyone.
Remember that you can’t always know what someone’s pronouns are just by looking at them, so by having your pronouns visible it prevents any opportunities for accidental misgendering.
Using They/Them pronouns
They/Them are gender-neutral pronouns that many people use in place of pronouns like He/Him and She/Her. They are used to refer to a singular person without assuming or implying gender.
Using They/Them pronouns can be a bit of an adjustment if you feel that you are not used to using the singular They/Them. However, you probably use them more than you think. It’s normal English to use They/Them when you don’t know the gender of the person you’re referring to.
Think about times when you’ve talked about a delivery person, without thinking about it you’ve probably said something like ‘have they dropped the parcel round?’, ‘when do you think they’ll be here’, etc.
Some more examples:
How do I ask for someone’s pronouns or share my own?
Sharing pronouns doesn’t have to be complicated. It can be a part of your introduction during a meeting or just an addition to your email signature.
During a meeting you may choose to introduce yourself by saying your name and pronouns. E.g. ‘I’m …. And my pronouns are He/Him’ or ‘Hi, I’m …. And I use they/them pronouns’. This not only informs everyone at the meeting about how to refer to you, but it also opens the door for others to share as well. Remember that you can’t assume someone’s pronouns, so introducing your own pronouns can help break the ice and encourage others to share as well.
Try not to single out one person when asking about pronouns, ask everyone.
You can also easily add your pronouns to your email signature either by adding them next to your name or underneath. This allows anyone receiving an email from you to know how to refer to you.
What if I accidentally get someone’s pronouns wrong?
Everyone makes mistakes and slips up from time to time so don’t panic! If you accidentally get someone’s pronouns wrong the best thing to do is to just quickly apologise.
Don’t make a bigger deal of the mistake than needed as this may further embarrass the person you’re apologising to. It’s best to just address the mistake, apologise and move on and try to use the correct pronoun in future.
View and use our Diversity calendar as part of your planning for the year ahead.
The University's Staff Equality Networks provide an opportunity for interested staff to participate in promoting progress and good practice in relation to equality, diversity and inclusion as well as opportunities for peer support and development. There are currently three networks, inclusive and open to all staff. Find out more on each network below.
