Together Against Racism
Our anti-racism campaign is based on, and has been developed in response to, the real and lived experiences of members of our community.
For a University which prides itself on being an inclusive community, these experiences are totally unacceptable.
This campaign aims to help you:
Feel confident when reporting issues of racism and racial injustice. If you experience or witness racial harassment, report it online.
Learn more about racism and microaggressions.
Understand how you can be an ally to colleagues and peers.
Racism cannot have a place at UofG. We must all take a stand.
Gender Based Violence
Our campaign was one of the actions that came from the Morag Ross KC Report which launched in December 2022 and reviewed UofG‘s handling of Gender Based Violence.
It set out that UofG would work closely with the Students’ Representative Council (SRC) to develop a University-wide campaign to communicate the different forms of GBV and how our community could access advice and support.
Menopause and Hormonal Changes
At the University of Glasgow, we are committed to raising awareness of menopause and hormonal changes, reducing the stigma around discussing these experiences, and encouraging colleagues to request adjustments and/or support.
Equality Champions
Equality and inclusion is at the heart of the University and to support this value, the University has appointed 9 Equality Champions, all drawn from senior management. They have responsibility to promote and raise awareness around equality and inclusion issues.
Our senior equality champions (across age, disability, gender[sex], LGBT+, race, religion & belief, sanctuary and mental health equality)
Neurodiversity Network
The mission of the Neurodiversity Network is to provide awareness, representation, and promote inclusion of neurodiversity in higher education.
The Network is a collective of interdisciplinary staff and students with lived experience of neurodiversity who endeavour to share resources, information and research about neurodiversity to the University community and beyond. They particularly wish to provide opportunities to co-collaborate with neurodivergent staff and students (current and prospective), as well as connecting with community stakeholders, and both the global neurodiversity movement and higher education community.
Staff LGBT+ Role Models
The University believes individuals can inspire and empower others to change the world. Our staff Role Models share their experiences of being LGBT+ in their workplaces at the University and aim to show that being yourself should never be a barrier to success.
Dr Amanda Sykes
Head of Learning and Teaching Strategy Unit
Length of time at the University of Glasgow: 17 years
Identity: Lesbian
What drew you to working at University of Glasgow?
I completed my PhD at the University of Glasgow, and whilst I was in the middle of that, I met the woman who is now my wife. She’s from Glasgow and wanted to stay, and the University had great opportunities for me, so I stayed too. And it has been an excellent decision.
If you can, how do you represent the LGBT+ community in your role?
I try to ensure that I come out whenever it is appropriate, but in simple ways. For example, I mention my wife in conversation with others and I talk openly about my experience as a member of the community, and the perspective that it gives me, where I think it is useful. And I try to bring that perspective to all my work. I also sit on the University’s LGBT+ Committee and, with a colleague, I run a CPD workshop that encourages colleagues to think about their curriculum and classroom climate and how they can make both more LGBT+ inclusive.
Is there any advice you would give a member of staff thinking of coming out?
Take your time, but know that there are plenty of us who will support you (just drop me an email if it will help), and that the University has your back.
Mx Nicole Kipar
Deputy Director Academic & Digital Development in the Learning Enhancement & Academic Development Service (LEADS)
Length of time at University of Glasgow: 2 years
Identity: Asexual Agender
What drew you to working at University of Glasgow?
My role sounded very interesting, which was the first and foremost motivator. The University also has an excellent reputation, which I have found to be true.
How do you represent LGBT+ experiences in your work?
I am open about who I am, and vocal about the fact that I don’t give a doodah about anyone’s gender identity, sexuality, or whatever else. All I care about is that someone is kind, what more would one need? I am thus hoping to encourage everyone I come in contact with to be their authentic selves, because I will respect and embrace that self – with the caveat that they should be kind.
Is there any advice you would give a member of staff thinking of coming out?
I am working with so many wonderfully varied people, with all kinds of identities, which I hope is true for every area in the University. I feel that the University of Glasgow is a warm and welcoming place, so if you are wondering about coming out, why don’t you join the LGBT+ Facebook group and dip your toes in the water and see how you might feel.
Dr Andrew Struan
Director of Academic Services
Length of time at the University of Glasgow: Since 2001
Identity: Gay Man
What drew you to working at University of Glasgow?
I came to Glasgow in 2001 as a fresh-out-of-school undergraduate coming to the big city for the first time. I was petrified: I left school earlier than all my friends, and they all went to different institutions. I knew nobody at all, but very quickly made some life-long friends. I then studied for my Masters and my PhD at Glasgow, and started working in various roles across the institution.
Glasgow has been an open, inclusive, nurturing, friendly and positive environment for me for the last 20 years. Glasgow is the place where I found out who I was, what I wanted from life, and where I belonged. Working at Glasgow was an easy choice for me: Glasgow is part of who I am and the place where I can be myself every day at work
Why is it important to have role models?
I came out in high school when I was 15 and had no role models. I didn’t know anyone else who was openly gay. I felt so alone and had no idea what I was doing. For me, role models should be there to be visible and to show that it’s okay to come out and/or to be yourself. It isn’t that role models need to do anything; the fact that they exist, and that they exist in public, is enough to show others that it’s possible to be LGBT+ within the university.
If you can, how do you represent the LGBT+ community in your role?
My role involves working with both students and staff. I make sure that, where relevant, I never hide the fact that I’m gay. I do this by talking about my partner, by having symbols of Pride in my Zoom background/in my office, and by being me.
Representing the LGBT+ community is about being open and honest about who I am and how I live my life. For me personally, this manifests in small gestures of pride, open discussion, engagement with LGBT+ projects and initiatives in Higher Education, and a willingness to talk with and support others who might be LGBT+.
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