Equality, Diversity & Inclusion

As part of UCL, ICTM is committed to ensuring that all employees are valued for their skills and abilities; are treated with dignity and respect; are able to work in an environment that is  free from bullying, intimidation, harassment or victimisation.

There is a wide range of support and networks available for staff and students to tap into. Below are some useful links to help you find out more.

• Disability Support
• Disability Equality
• UCL Equality Networks
• LGBT and Equality Advisory Group (LEAG)
• LGBT Support and Information for Staff & Students
• Quiet Contemplation Rooms on UCL campus
• Supporting Muslim Staff During Ramadan
• Race Equality

• Full Stop Campaign - Holding a Team Discussion

  Full Stop Campaign - Holding a Team Discussion

We encourage individuals to sign up to be mentors and mentees as this is an opportunity to learn from others willing to impart their knowledge and reflections through support, guidance and advice. Please see a link to the UCL Mentoring page with more information Mentoring | UCL Human Resources - UCL – University College London .

 Carole Booth - Mentee

Whilst working in the London office, I was offered an opportunity to work in the company’s US office for 9 months. I knew this would be a personal challenge to leave friends and settle into a different culture both at work and socially and realised I needed some additional support from someone who had experienced this themselves.I knew a senior member of the London team had moved from Germany to London. I had worked with Simone before and we had got on well and had a similar outlook and approach to our work. I asked her to act as my mentor for the duration of my secondment and Simone said she was happy to do this.

I set myself the objective of continuing to remain effective in my work whilst making the transition across working cultures. I talked this through with Simone and she shared some of the cultural differences she had found difficult and asked me to think about the differences I may encounter and ways that I may address them. We agreed to talk at the end of my first week in the US and thereafter every two weeks until I found my feet.

The time went quickly and I settled in building good relationships with members of the local team. I found that I did not need such frequent contact with my mentor as I had first thought so we agreed to speak monthly. It was helpful to have Simone as a sounding board and to share communications from the London office. The secondment went so well that I ended up staying for a year and the US team sponsored me to run in the New York marathon.  I know that I would not have been able to achieve this without the support of Simone as my mentor. Since then I have continued to remain in contact with Simone and our relationship has evolved to one where we frequently liaise and share knowledge to support our professional development. 

The Institute of Clinical Trials and Methodology acknowledges the importance of our employees striking a healthy work-life balance that enables them to meet their responsibilities outside work. Here are a few success stories of ICTM colleagues currently working in flexible working arrangements who are sharing their personal stories:

• Lloyd Whittle - Flexible working_
• Nancy Tappenden - Compressed hours

Lloyd Whittle - Flexible working 

Due to having a young family I needed to modify my working arrangement to provide myself with a better work/life balance. I still work my full-time hours but the arrangement I have allows me to work from home on a Monday morning, finishing work at 1pm. I make up the rest of my hours over the rest of the week at the office. This arrangement works for me as it allows me to drop my children at pre school/school and work remotely before having to collect them later in the afternoon.

I think UCL benefit from allowing flexible working by a number of ways, including improving staff morale, staff retention and being appealing to potential new employees.

With the way that technology has moved forward in recent years working remotely has become much more manageable within my working environment and for the Finance role I undertake.

Nancy Tappenden - Compressed hours 

After having my daughter it was important to me personally to be able to return to work. I knew I wanted to continue working full-time, however for me, balancing the pressures of work, home and childcare, would have been difficult if I was in the office Monday to Friday. I do currently work full time, but those hours are compressed into four days, with a regular day from home. The day from home is especially helpful as it means I don’t lose time travelling and can just get logged on and working in the morning. 

Financially, maintaining full time hours has meant we are able to put my daughter into nursery three days a week, which thankfully, she loves and working the two normal days (9am-5pm), I can share drop off and pick up duties with my husband. This flexibility has allowed me to continue pursuing my career and means I can focus on my projects/tasks without having to worry (too much) about what’s not getting done at home. 

Having that one day off during the week means I can spend the day with my daughter, doing things that we might find hard to fit in at a weekend, when everyday life gets in the way. We might go to a toddler class, the park, a farm or visit family, and it’s time that I can focus on her. I honestly believe I am a better mum after returning to work, because I am much happier in myself and therefore it’s given me a positive outlook at work too, which is obviously beneficial to my wider team and the unit too.

The Early Career Network (ECN) is a panel of professional, academic and research staff based at the Institute of Clinical Trials and Methodology (ICTM). It was formed following discussions with the former ICTM Athena Swan group (now EDIT) with the aim to bring together representatives from different functional groups (e.g. Trial and Study Management, Administration, Clinical Science, Statistics) to develop and promote career development opportunities across the Institute.

The inclusive nature of the ECN is reflected in its membership and overarching purpose: to support the integration of different roles and specialties and cement a ‘team science’ approach to research. The ECN will primarily, but not exclusively, target 'early career' trialists within ~5 years of starting a career in clinical trials or those seeking further development of the base knowledge of their career. The ECN will collaborate with the MRC CTU Training Committee and other relevant/ associated committees to ensure identified training areas are not duplicated and that the ECN has visibility of any available upcoming training opportunities. 

You can watch a short intro video about the ECN here and view the latest ECN Newsletter here.  If you would like to know more or are interested in joining the ECN please email ictm.earlycareersnetwork@ucl.ac.uk

Wellbeing at ICTM is hoping to support staff’s psychological wellbeing by promoting activities to help in an individualised way – whether that be through mental support or through tips for physical activity to promote a healthy body (i.e. movement, sleep or hydration).

We also aim to educate staff members and increase wellbeing by helping them feel recognised in their workplace through representation, acknowledging important events such as Black History Month and LGBT+ History Month. 

If you would like to know more or are interested in joining please contact charlotte.mcgowan.16@ucl.ac.uk