We have been working closely with UNISON on equalities issues: religion and flexible working, sexual harassment and prevention, EDI impact of the VLS, compensation for weekend working, Access 2 Work and reasonable adjustments, MEQs, and the EDI centre. Here is an update on our negotiations.

Religion and Flexible Working—Ramadan

The trade unions have asked that the University develop an approach toward religion and flexible working. There is discrepancy among the management cultures in different departments and their approach toward flexible and hybrid working for staff. We raised our concern about the difficulty Muslim staff may have in accessing flexible working to pray during Ramadan, which will start on Friday, 28th February. We have asked the EDI centre to circulate guidance around Ramandan to line managers so that they are better equipped to handle the right of staff to practice their religion.

If you have trouble accessing flexible working, flexible and shorter lunch breaks, and adjusted workloads for Ramadan, you can contact the casework@birminghamucu.org email address.

Prevention of Sexual Harassment at Work

We have asked the University to take preventative steps against sexual harassment at work to meet its obligations under the Worker Protection Act (Amendment of Equality Act 2010) 2023. The preventative duty extends to sexual harassment by third parties.

We ask that risk assessments anticipating all potential exposure to sexual harassment be undertaken. In particular, we’ve asked for action to be taken in high risk areas, such as academic departments where women are underrepresented, or campus services departments where staff are predominantly women and more irregularly employed.

If you have concerns about sexual harassment in your area for yourself or in your department, please contact our casework@birminghamucu.org email address.

Pregnancy, Maternity and Family Leave

The campus trade unions continue to point out that the University is out of step with other institutions in parental / dependent / carer leave policies. Birmingham currently has zero days for emergency dependent / care leave. We have asked that the University provide staff with 10 emergency dependent / care leave days.

We have also asked the University to develop a neonatal care leave and pay support policy to meet its legal obligations under the Neonatal Care (Leave and Pay) Act 2023.

We continue to point out that the inaccessibility of the Sharepoint site for Maternity Leave and Families is causing stress for staff.

EDI Impact of VLS

Now that the VLS has concluded, BUCU has asked for data in terms of who has applied and their disclosed ethnicity, religion, gender and disability. We have asked for an analysis of the EDI and workload impact on the remaining workforce. At the negotiating meeting this week, the University confirmed that there is delay in the consideration of some of the VLS applications. For departments where VLS applications are refused, we would ask that the University improve the working conditions for those staff whose VLS application was refused, and those departments.

Weekend Working

There is inconsistency across academic departments in the expectations around working on Open Days and Applicant Visit Days on the weekend, and compensation offered for working on the weekend. While some departments compensate staff with “time off in lieu,” there is no such compensation in place in other departments.

We have asked that compensation be offered to all staff working Open Days on the weekend, for example, taking TOIL within a week of working the Open Day, compensation for child care arrangements, and compensation for travel to campus.

Access 2 Work, Reasonable Adjustments and Support for Disabled and Neurodiverse Staff

The University confirmed that the Access 2 Work government funding remains in place. Access 2 Work is important for staff to access funds for mentoring, professional development (specific to disabled, neurodivergent people), funds for travel to work, and specialised equipment.

The University has confirmed that there is a central budget for Reasonable Adjustments to help fund specific and specialised needs such as voice interpretation or software to support complex requirements. Local departments are responsible for more standard costs related to Reasonable Adjustments. We have requested reassurance that both IT services and Procurement work well together with Occupational Health and Access 2 Work to ensure that Reasonable Adjustments are put in place to support staff.

If you need help accessing Occupational Health and Reasonable Adjustments, please contact our casework@birminghamucu.org email address.

MEQs—Student and Customer Questionnaires

The trade unions note that both the MEQs and Mystery Customer Questionnaires contain questions that are not relevant for the diverse learning and service environments under scrutiny. We are aware that in a Senate meeting in December, the University claimed that the current MEQ had been agreed by BUCU. This is not true. BUCU has asked that there is trade union consultation on:

1. how MEQs will be used and the explanation of use in policy documents, including guidance documents;
2. Consult over who has access to MEQ data;
3. Consult over the wording and items included in MEQ questions;
4. Consult over how the university proposes to address the documented issues with MEQ in relationship to university initiatives mentioned above (Athena Swan, Disability Confidence Scheme, Concordat to support the career development of researchers, Race equality action plan).

EDI Centre

The trade unions are dismayed by the dismantling of the DEI initiatives in the U.S. Department of Education. As Birmingham’s EDI Centre was established within the last two years, we are especially concerned that the University’s EDI centre may be vulnerable during the coming period. The trade unions have asked that the University renews its commitment to EDI and the EDI centre.