March 2021: this is how we mark Women History Month at UCL Americas!
The Institute is committed to advancing gender equality for our staff and students. To this end, we consistently analyse student and staff recruitment data to identify potential gaps, survey our community about their study and work experiences, and encourage staff to develop diverse curricula and teaching and learning practices.
As a formal indication of our commitment to gender equality, UCL Institute of the Americas is working towards applying for an Athena Swan Bronze award. The Athena Swan Charter aims to support and transform gender equality within higher education and research. Our Athena Swan Self-Assessment team members are:
Dr Malu Gatto
Prof Jonathan Bell
Dr Nick Witham
Key Contacts and Resources
- Aarushi Menon is the current UCLU Women’s Officer
- UCL’s Gender Equality Working Group advise senior management on how to realise a truly gender inclusive culture.
- Information on gender equality, parental leave and other entitlements for pregnant staff and students at UCL can be found UCL’s Gender Equality pages
- The UCL Gender Equality Network is a means of sharing good practice, ideas and information across the university.
- UCLU's Gender and Feminism Society is an intersectional group for those interested in equality, feminist thought, challenging sexism and perceived ideas about gender
- UCL’s Gender and Feminism Research Network brings together scholars and students from across the arts, humanities and social and political sciences.
- UCL’s Centre for Gender and Global Health is a multidisciplinary team committed to mobilising dialogue and inciting change around gender and global health
- The Centre for Multidisciplinary and Intercultural Inquiry is the home of Gender and Sexuality Studies at UCL.
Family Friendly Working
Caring responsibilities of staff and students at UCL vary widely. UCL supports staff and students in these responsibilities through a range of family friendly policies, schemes, and programmes, ranging from leave options, maternity and paternity benefits, and flexible working from home. All staff are eligible for carer's leave, regardless of length of service under UCL’s Special Leave policy.
In the Institute we try to timetable meetings during core working hours of 10-4pm. Where requested, we also endeavour to not timetable lectures for academic staff during early morning or late afternoon slots. This is to support those with caring responsibilities to work more flexibly.