minority people face in recruitment and progression and making sure University employees are representative of the societies within which we work.


A COLLABORATIVE COMMUNITY


Operating as a collaborative community is crucial for embedding diversity, equity, inclusion and belonging in everything we do. We co-create across academia and professional services and we co-lead with students and the Students’ Union. Our wider initiative to develop an overarching ‘statement on faith’, for example, is being co-created with students to allow different groups to define their own lived experience and articulate harassment in their own terms. This will be underpinned by several statements of different forms of race- and faith-based harassment, including definitions of Islamophobia and other forms of discrimination. Within this context, the Board of Governors, supported by the Students’ Union, unanimously agreed that Middlesex will adopt the International Holocaust Remembrance Alliance Working Definition of Antisemitism. We explored the definition with students, staff, the University’s Jewish Society and local and national Jewish and multi-faith groups, and see this as significant and important step in creating meaningful interfaith dialogue within both the University and local communities.


Employee networks play a vital role in creating a positive, safe and open working environment where staff learn about each other in an inclusive, respectful way. Our lesbian, gay,


bi, trans, queer, intersex, ace and aro (LGBTQIA+) Network, Anti-Racism Network, Disability Network, Gender Network, Interfaith Network, and Parents and Carers Network are all proactive and successful in instigating and developing ideas, raising awareness about issues and experiences, and holding supportive and informative events. They are also instrumental in influencing policy through the University Equality, Diversity and Inclusion Committee.


We are signed up to the Athena Swan Charter, which aims to advance gender equality in higher education and research institutions. We have achieved Bronze accreditation, which recognises that we have a solid foundation for eliminating bias on the basis of gender and developing an inclusive culture that values all staff. Middlesex has also signed up to Women in Higher Education Network (WHEN) which helps women, including transwomen and non-binary people who are comfortable in a female-centred community, achieve their ambitions and works with institutions to remove systemic and cultural barriers.


The Disability Confident scheme aims to help employers make the most of the opportunities provided by employing disabled people. The scheme has three levels designed to support employers on their journey. This year we renewed our Disability Confident Committed status (level one) and hope to work towards Disability Confident Employer status (level two) next year.


65


Financial Statements 2020/21


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