Discover more about what we do as a Faculty when it comes to equality, diversity and inclusion - from internal training sessions and newsletters to contacts and video resources.
- Challenging unacceptable behaviours: video resources.
- EDI Training for UCL Engineering staff.
- EDI Travel Fund
- UCL Engineering EDI Implementation Group contacts.
- UCL Engineering EDI staff newsletters.
- UCL Engineering EDI publications.
- Faculty EDI-related policies.
Unacceptable behaviours can have a profound detrimental impact in the careers and wellbeing of the people directly affected, and they create hostile work and study environments where trust and collaboration are destroyed. We must come together to prevent, challenge and address unacceptable behaviours, and ensure safe and nurturing environments for everyone in our departments and institutes across UCL.
In collaboration with the Faculty of Mathematical & Physical Sciences (UCL MAPS), we have created a series of video resources which aim to encourage both the UCL Engineering and the wider UCL community to understand and report unacceptable behaviours, whether they have experienced them themselves or have witnessed them.
Watch the videos below and visit the Unacceptable behaviours section of the UCL MAPS website to find out more.
- Postgraduate students experiencing unacceptable behaviours
The existence of marked power differences in academia is a major factor influencing bullying in higher education. This video recounts negative experiences some postgraduate students in our faculties have faced in relation to such power imbalances and the impact this has on their wellbeing. We encourage members of staff and students to challenge and report such unacceptable behaviours.
MediaCentral Widget Placeholderhttps://mediacentral.ucl.ac.uk/Player/Dh1cDE3D
- Sexual misconduct
Sexual misconduct is a form of harassment that includes sexual comments, sexual violence, sexual coercion or bullying with sexual elements as well sexual invitations and demands. This video illustrates some of the unacceptable behaviours that members of our faculties have faced. We encourage members of staff and students to challenge and report sexual misconduct.
MediaCentral Widget Placeholderhttps://mediacentral.ucl.ac.uk/Player/aa9fg4Dc
- Staff experiencing bullying
Bullying is intimidating, hostile, degrading, humiliating or offensive behaviour, which have the purpose or the effect of violating a person’s dignity or creating an intimidating or hostile environment for that person. It can be enacted by people in positions of power and by peers. This video illustrates some of the unacceptable behaviours that members of our faculties have faced. We encourage members of staff and students to challenge and report instances of bullying.
MediaCentral Widget Placeholderhttps://mediacentral.ucl.ac.uk/Player/2fDjafI6
Bite-Size EDI is a series of short trainings available to UCL Engineering staff. Contact Johanna Novales, our EDI Coordinator, if you’d like to book a Bite-Size EDI session for your team.
Currently available sessions include:
- Respecting gender identity at work: a crash course in pronouns and titles
What are gender-neutral pronouns? What does cisgender mean? How do you pronounce ‘Mx’? And why does it matter at work? This session will talk about ways we can all be mindful of our colleagues, students, and visitors to UCL by taking a look at inclusive practice for using pronouns and titles in the workplace.
- A Thousand Paper Cuts: Microaggressions at Work
What are microaggressions? What’s the big deal about them? Many of us have been both a target of microaggressions and a perpetrator. This session will take a look at what’s going on behind the scenes of these seemingly minor, momentary comments: what they mean, why they happen, and what we can do about them.
- Asking about EDI in Recruitment Panels
Because we strive to make EDI part of the UCL Ways of Working, it’s natural that it should be discussed in recruitment panels. What are we really asking about when we query candidates on their involvement with, or thoughts on, EDI initiatives? What are useful questions to ask? What kinds of answers are we looking for? This briefing will help you think about how to best use EDI-related questions when your team is recruiting.
- Building EDI into appraisal objectives
Appraisal objectives are one tool to think creatively and concretely about how to weave EDI into our work. EDI-related objectives can also provide good developmental opportunities, especially for staff who might be seeking ways to get involved with EDI but are uncertain about how, or where, to begin. What kinds of objectives might be useful? And how do we make them relevant and achievable? This session will discuss ways to bring an EDI focus into your appraisals – as appraiser or appraisee – and why you should.
- Fatphobia and weight bias in the workplace
Why is casual chat about weight so common at work? Is it harmful? Can our weight affect our pay or progression? Should we be worried about our weight… or other people’s? Let’s take a look at what science actually says – you might be surprised! – and how we can do better around handling this sensitive topic in the workplace.
Future sessions will cover topics such as handling critique and doing better; white privilege; and neurodiversity. Is there a topic you’d really like to see a session on? Email Johanna Novales with your Bite-Size EDI training suggestions.
Support for travel with staff with EDI needs (including, but not limited to, parenting and other caring responsibilities, such as caring for an elderly relative or partner) is essential to develop a healthy and effective academic culture where we all belong. UCL has identified a college-wide need to improve the consistency of support experienced by staff and students with EDI needs. In response to this, a FES EDI Travel Fund has been launched in 2022, to enable staff (interpreted broadly as academics, researchers, teaching fellows, professional services, and technical staff) and PhD students with specific EDI needs, to attend meetings, conferences, workshops and events outside normal working patterns. The Faculty has allocated £3K per annum for this purpose.
For the 2022/2023 academic year and as part of the FES EDI strategic plan we have revised the form and guidelines for this Fund. This pilot will be evaluated at the beginning of March 2023. Please, note that applicants with access to grant funding where EDI expenses are allowed must use such grant funds first as per the UCL Expenses policy.
The FES EDI Travel Fund is open to members of staff (academics, researcher assistants, teaching fellows, professional services and technical staff) or PhD students within the Faculty of Engineering Sciences (FES).
- Complete the and submit it at least three weeks before the event to: email@example.com cc
- A Faculty-level panel will consider the applications on a “first-come-first-served” basis until the fund is exhausted in a given financial year.
- Successful applicants will be notified via email and an account code to which authorised expenditure should be charged will be indicated.
- After the expenditure has been incurred, applicants should submit an expense claim form via iExpenses and send receipts to Accounts Payable. Claimants should use the ‘Exceptional Items’ category on iExpenses. Please also include in the ‘notes’ field that “This claim is being submitted in respect of an approved award under the FES EDI Travel Fund (dd/mm/yy)’ with the date you received the email approving your application.
- Applicants allocated funding should submit a brief report on its impact within a month of the work activity.
- For the purposes of this fund, any EDI-related needs to allow travel for work purposes will be considered. These include (but are not limited to) BSL interpreters not covered by Access to work, childcare, support to care for an elderly relative, extra accommodations for neurodivergent staff who might need support to travel, etc.
- Claims up to £500 will be considered per person, per year. In exceptional circumstances there will be scope for higher awards to be made, at the discretion of the panel. If in doubt submit a request for the higher amount.
- A brief report of 250 words maximum should be submitted to the fund (firstname.lastname@example.org) within a month of the work activity.
- Any costs may only be claimed in association with work activities undertaken outside of normal working patterns.
- Some examples of how the grant could be used are: extended hours for a child-minder or a care worker when arriving home later than normal; babysitter costs; overnight care costs; expenses for friends or relatives coming to you to look after dependants; BSL interpreting costs not covered by Access to Work, etc.
- There must be an auditable record such as conference attendance confirmation and receipts for the cost of the childcare or caring responsibility. These must be submitted in order for the claim to be processed. Applicants are advised to submit their claims with receipts as soon as possible once expenditure has been incurred.
- Grants will be made on a “first-come-first-served” basis until the fund is exhausted in a given financial year.
- The allocation of awards will be decided by a small Faculty panel chaired by the FES Vice-Dean (EDI). Priority will be given to applicants without alternative access to funds.
- In the event of cancellation or non-attendance applicants should notify the Faculty Office ASAP (email@example.com) so that the funds can be redistributed.
- The Fund and its conditions will be reviewed in March 2023.
Find key EDI contacts within UCL Engineering and contact us with your questions, ideas and suggestions.
- Prof Vanessa Diaz - UCL Engineering Vice-Dean (Equality, Diversity, and Inclusion).
- Johanna Novales - EDI Coordinator.
Deputy Heads of Department for EDI (or equivalent)
- UCL Biochemical Engineering: Dr Chika Nweke.
- UCL Chemical Engineering: Prof Pangiota Angeli.
- UCL Civil, Environmental, and Geomatic Engineering: Prof Nicola Christie.
- UCL Computer Science: Prof Marc Deisenroth.
- UCL Electronic and Electrical Engineering: Dr Alejandra Beghelli Zapata.
- UCL Mechanical Engineering: Prof Rama Balachandran.
- UCL Medical Physics and Biomedical Engineering: Dr Henry Lancashire.
- UCL School of Management: Dr Sun Young (Sunny) Lee.
- UCL Science, Technology, Engineering, and Public Policy: Dr Sarah-Louise Quinnell.
- UCL Security and Crime Science: Dr Sherry Nakhaeizadeh and Dr Sanaz Zolghadriha.
Here at UCL Engineering, we pride ourselves on being a great place to work. We know this means taking equality, diversity, and inclusion (EDI) seriously, as this supports all members of our community and makes UCL Engineering an even better place to study, work, or visit.
Delve into our EDI staff newsletters to find out more about how we put our EDI aims and intentions into practice.
- UCL Engineering EDI staff newsletter - June 2022.
- UCL Engineering EDI staff newsletter - March 2022.
- UCL Engineering EDI staff newsletter - October 2021.
- UCL Engineering EDI staff newsletter - June 2021.
- UCL Engineering EDI staff newsletter - April 2021.
- UCL Engineering EDI staff newsletter - March 2021.
- UCL Engineering EDI staff newsletter - October 2020.
- UCL Engineering EDI staff newsletter - November 2019.
- Improving experiences of disabled and neurodivergent students in the Faculty of Engineering Sciences (PDF).
- Exploring support for Chinese students in UCL's Faculty of Engineering (PDF).