BUCU and UNISON Equalities Network Meeting Launch

In line with the Defending Trans Rights motion passed at our last GMM on 9th May, Unison and BUCU are launching an Equalities network. Joining details will follow. As part of the Equalities network, we want to organise a workplace rights meeting for transgender, non-binary, and intersex members and allies. There will be a National Day of Action for Trans Rights later in June. Do you have any suggestions for topics we should discuss and tackle? Please get in touch with your Equality Officer.

Weekend working

Our members have come to us about weekend working. In some departments, there has been the expectation that academic staff deliver presentations on Open Days that take place on the weekend. This has implications for any staff who are parents and have caring responsibilities, and an additional impact on migrant staff and single parents who may not have an extensive network to call upon to cover their caring responsibilities. Because weekend working and open days are a part of citizenship for promotions appraisal, women, carers, and migrants who may not be able to take part could be disadvantaged in career progression. Management have confirmed that weekend working is voluntary for academic staff. Citizenship can be demonstrated in a variety of ways, that does not necessarily include working on the weekend. Agreements regarding weekend working and alternative ways of demonstrating citizenship are to be made by staff with their local line managers.

EDI and promotion

It has not been clear to our members how staff are awarded or recognised for their EDI activities. The trade unions have been in conversation with management about the role that involvement in EDI initiatives should play in people’s PDR goals. In the PDR, there is the general expectation that embedding EDI is positive and should be encouraged. However, there is discrepancy among the different departments about what counts as EDI activity in the PDR. For example, our members have asked whether taking part in University Staff Networks can be related to an EDI goal in the PDR. We have heard that this has been refused by local line managers, with the reason given that Staff Networks sit outside of the local department. However, we have pointed out that participation in larger University initiatives such as the Staff Networks should also be counted as part of one’s local activity. One way to combat bias and discrimination is to create opportunities for networking. The Community Hall events in Campus Services are a great place to do this, but staff must be given the time to go. These events are as much a part of working at UoB as the work we are contracted to do. Local departments need to be accountable to larger University structures, and recognition of participation in University-wide EDI initiatives is one important way local departments can embed themselves in the wider University culture. We have asked HR to reaffirm that participation in University Networks is highlighted to managers as equally acceptable goals and targets as team/department/college-focused goals and targets. We have asked that centering staff needs should be a priority in the PDR. Management have confirmed that they are now looking at the quality of the PDR conversation so that it is more staff centred.

Prevention of sexual harassment

Harassment is commonplace in key departments, with no support from managers to deal with harassment, due to institutionalised misogyny and the normalisation of men touching women without their consent. There are intersecting barriers in reporting harassment, including:language;confidence and internalised misogyny;cultural sexism and lack of support from management; andlack of access to resources on how to report harassment and on workers’ rights surrounding harassment at work.
There is discrepancy among the different departments in the culture around prevention of sexual harassment. Long term, there needs to be a full and comprehensive plan put in place for how this toxic work culture is going to be challenged. We ask for accessible training and awareness around prevention of sexual harassment. For the training to be accessible to campus services staff—who have generally found the online training to be inaccessible—we have asked that the training be offered in person Management have confirmed that they are now looking into mandatory training around the prevention of sexual harassment.

Flexible working guidelines

The trade unions are currently consulting with HR regarding the Flexible Working Guidelines. The BUCU consultation is based on a survey we conducted with our members in spring and summer 2023 and has been the subject of negotiations during 2023–2024. We have had three meetings with HR to explicitly address Flexible Working since the start of 2025. HR are now awaiting the updated ACAS guidelines to Flexible Working processes, which are expected to be released this summer. In the current Flexible Working Guidelines consultation process, HR have consulted with the University’s own EDI Centre, which we welcome. The trade unions point out that EDI principles need to be embedded in all University policies. Our next scheduled meeting with HR to discuss the Flexible Working Guidelines is in early July