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Diversity Initiatives

The Department’s Equality, Diversity and Inclusion Committee promotes best practice across the Department and the membership includes representatives from all sections of the Department

The Athena SWAN Bronze Award recognises our commitment to advancing women's careers in academia, progressing our students into academia and improving our work environment for all staff.

Read more about the Athena SWAN Bronze Award.


Bullying and harassment

The Department is committed to producing an environment in which bullying and harassment are not tolerated, and in which people feel comfortable and supported in reporting bullying or harassing behaviour.

Bullying is behaviour, usually repeated over time, where there is a deliberate intention to hurt or humiliate. It can happen in many forms including the use of written communications, phone conversations and supervision methods.

Harassment relates to unwanted conduct, which affects or violates a person’s dignity. Or when a person, or groups’ behaviour creates an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

Under the Equality Act 2010, harassment is unlawful if it is connected to one of the following: age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation.

It is important to note that you can make a complaint about harassment even if you are not the target of the behaviour.

If you or someone you know is subject to bullying or harassment, it is important that you seek advice and support. The University has a Harassment Contacts Network. These are people training in listening, who you can speak to confidentially before deciding what action you would like to take.

For further details of University policies and procedures, see the following:


Gender and Career Progression in Theology and Religious Studies

In 2013 three members of the Department, Matthew Guest, Sonya Sharma and Robert Song, published Gender and Career Progression in Theology and Religious Studies. This report, which has been much discussed since its publication, sought to measure gender imbalance among staff and students in UK TRS departments, set this issue in broader context, explore reasons why these patterns might have emerged, and make recommendations for how universities might address associated problems.

Gender & Career Progression in Theology and Religious Study