We value the diversity of employees, students, visitors and collaborators on our shared campus and we have in place a range of policies and benefits to provide a supportive and inclusive environment.
The Sanger Institute and Connecting Science have a number of policies in place which support women and other under-represented and marginalised groups in their careers:
Maternity, Adoption, Shared Parental, and Paternity Leave
Paid leave for carers
Equality & Diversity
Dignity at Work (Prevention of Bullying and Harassment)
We are also working to ensure that we have a family-friendly environment that permeates the fabric of our campus. For example, we have high chairs in the cafes, priority bus boarding for parents travelling with their children on the Campus buses, baby changing facilities, priority parking for pregnant employees and New and Expectant Mother (NEM) rooms.
We have a generous benefits package which includes support with childcare costs (e.g. Childcare Voucher Schemes), access to the on-site nursery and Campus summer holiday club, and private healthcare.
The employee assistance program (EAP) is a confidential employee benefit that assists our staff and students with personal or work-related problems that may impact their job performance, health, or mental and emotional wellbeing.
The Campus also has an active Sports and Social Club that organises a range of events throughout the year, including an annual on-site Bonfire Night fireworks display that is open to all on campus and their families.
The Equality in Science programme seeks to identify policies, benefits and provisions that may unintentionally disadvantage people from marginalised groups and to explore ways in which to influence change in those areas. Initiatives within the Sanger Institute and Connecting Science include:
A Carers' Grant to cover the cost of additional care when travelling for work
Paid leave for carers, which allows staff to take up to an additional 10 days paid leave per year to deal with extraordinary caring situations
Enhanced maternity, adoption and shared parental leave policies
A review of recruitment processes encouraging positive consideration of career breaks and periods of part-time working and to state that roles can be carried out on a part-time/flexible basis
Implementation of a workplace nursery to achieve significant cost savings for staff using the facility
A summer holiday club for children between the ages of 4 -14 years
The Janet Thornton Fellowship, providing the opportunity for those who have been out of scientific research for one year or more to return to high-quality postdoctoral research
Campus-wide talks and training on unconscious bias and equality, diversity and inclusion, especially in recruitment
Exploring ways to increase opportunity for women to gain membership of decision making committees at the Institute, for example by broadening the eligibility criteria of our decision-making committees
Highlighting the importance of mentoring for career development with over 50 coaches and mentors on Campus with specific training
Implementing regular on-site Careers Days (with invited talks from funders and those in a range of scientific careers)
Regular monitoring of the diversity profile of the Institute at different levels
Establishing links to work on diversity-related issues with our funders and external organistions
We are continuing to work hard to innovate with policies and initiatives to benefit our staff and students.