Links, Information and Resources
Useful internal and external links/networks, information on the Institute of Neurology's job description inclusion statement, public engagement advice and EDI and grant writing
UCL/IoN Links
- IoN Dignity at Work
- UCL Report & Support
- UCL Equality, Diversity, Inclusion
- Building your Career at IoN
- UCL Athena SWAN general website
- Reasonable Adjustment policy
- UCL Fair Recruitment Specialist
Networks
- Astrea: UCL's network for women in professional services
- UCL Neuroscience Careers Network
- UCL Faculty of Brain Sciences Early Career Researchers' portal
- Enable@UCL
- Neurodivergent Staff Network
- Out@UCL
- Friends of Out@UCL
- RaceMatters@UCL
- PACT: Parents and Carers Together
- Gender Equality Network
- Male Allies Network
- UCL Women Network
- UCL Menopause Network
- Interfaith at UCL
External Links
Wellbeing
Staff
- UCL Employee Assistance Programme
- UCL Occupational Health and Wellbeing
- UCL Menopause guidance
- More information about health and wellbeing benefits at UCL HR
Students
Resources
Equality, Diversity & Inclusion
The Institute prides itself for operating in an all-inclusive environment. Teamwork is highly valued, individual strengths are recognised and celebrated, and there is a commitment to advancing the careers of everyone, regardless of gender or role: https://www.ucl.ac.uk/ion/equality-diversity-inclusion.
The Athena SWAN Charter recognises commitment to advancing women's careers in science, technology, engineering, maths and medicine (STEMM) employment in academia. ION is delighted to have received an Athena Swan Silver Award in October 2015, renewed in July 2020. We have reinforced our commitment to promoting equity and inclusion by signing up to an international declaration which aims to provide fair and equal opportunities for underrepresented groups in Neurosciences. Mentoring is a crucial part of supporting career progression. The Institute offers a range of mentoring schemes tailored to different staff and student groups to promote professional and personal development.
The Institute is proud to uphold both UCL’s Dignity at Work and Work-Life Balanace policies. As an Institute we commit to fostering a positive cultural climate where all staff and students can flourish and be their authentic selves, and actively support Wellbeing@UCL, the five year wellbeing strategy for the whole UCL community, supported by our Wellbeing Champions.
There are members of the EDI committee who have experience of public engagement, particularly patient involvement in research.
UCL Public Engagement (link to) https://www.ucl.ac.uk/culture/ucl-engagement can assist with the following:
- help writing a public engagement grant or advice planning an event
- media/communications/public engagement training or advice
- publicising your research
EDI and grant writing:
Many research councils and funders are now asking for EDI considerations in grant applications. Has gender been considered in the proposal? Or race? How will your work promote the careers of people under-represented in academia?
Some funders have published guidance on what to consider and include, for example the INCLUDE project by NIHR that outlines helpful definitions and strategies for patient facing research https://www.nihr.ac.uk/documents/improving-inclusion-of-under-served-groups-in-clinical-research-guidance-from-include-project/25435