The University’s Diversity Calendar has been developed to celebrate the diverse and inclusive nature of its community - promoting respect and understanding between all groups.

“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” - Sundar Pichai

By understanding and embracing difference we can help to create an environment based on the principles of dignity, fairness, equality, inclusiveness and respect.

The University of Manchester Diversity Calendar 2021 Equality and Diversity

The University’s award winning diversity calendar is now in it’s 13th year and aims to be more inclusive than ever. This practical resource includes of our University community may details of all the main religious have no religion or belief. festivals and major national and There will be a number of ‘wiki’ international days of celebration or events throughout the year where memorial. we can help to raise awareness of It can help us to ensure that different groups and ensure they are meetings and events are not planned well represented on the world’s most when key sections of the workforce, accessed encyclopaedia! student population or customer base Look out for the logo on may not be able to participate. different dates and find out what’s involved on We focus on the six major world our Wikipedia Pages. faiths currently represented within our community - , We are continually trying to improve Christianity, , Islam, Judaism the information we provide, therefore and Sikhism. This does not mean we if you have any constructive feedback do not recognise that there are many or suggestions, please don’t hesitate more faiths equally as important. We to contact us. Thank you. also recognise that a large proportion

Equality, Diversity and Inclusion [email protected] @UoMEandD

The Equality, Diversity and Inclusion Team, G.035 John Owen’s Building Manchester M13 9PL

Tel: 0161 306 5857 © copyright The University of Manchester Our Future The University strategic plan sets our priorities for the first five years of our journey towards the vision At the heart of the plan, ‘Our people, The strategy is important to ensure our values’ addresses issues around we continue to attract the very how we do things including equality, best diverse student population to diversity and inclusion (EDI). The us as well as continuing to attract purpose of the EDI strategy is and retain a talented and diverse to deliver on this commitment, staff body. Ensuring equality of supporting ‘our people, our values’ opportunity and ensuring all types of through the implementation of people and communities can thrive is a range of specific prioritised vital to our university. objectives. Over the next five years we have The EDI strategy will build on a three key priorities, and these will strong commitment to EDI through build upon some of our exciting collaborative delivery of inclusive activities/initiatives and will outline practice in all that we do. Through our commitment to achieve more. the hard work and dedication of our We want to ensure: EDI team and colleagues across the University, the strategy will provide • there is equality of opportunity for us with a way forward until 2025. everyone; The strategy aims to cover issues • increase the representation so that that impact across the University it reflects wider society and community, including issues that are specific to staff and students • create an inclusive environment for separately and those which apply our community. holistically to both. Be Involved! January 2021

Many people ask how they can be involved more in the work of the Equality, Diversity and Inclusion team, often not realising that indirectly they are already supporting the work of the team! Being a diversity ally doesn’t mean making Join one of our many bold statements or having to commit Staff Network Groups; your time to new projects and additional workload. It can be as simple as finding out learn about the what barriers particular groups have and Disability Standard; why; understanding the struggles that have been faced by groups throughout history and Or aim to focus learning more about a are still being encountered today; or simply particular day or event throughout the year. asking respectful questions shows that you are interested. A good way to start is to think One important day in January is about what equality groups you belong to Holocaust where yourself. then think about your family, friends we can take time to learn what and colleagues - do they belong to different antisemitism looks like in our diversity groups and if so, how do you modern day society. So ‘Be the light already support them? in the darkness’ and reflect on how you can make a difference, even with the smallest of In 2021 we’d like to encourage people to be actions. involved more and there are many ways to do this: So there are many opportunities for us all you can become an ALLOUT ally to ‘be involved’ in 2021 and we hope you’ll supporting our LGBT+ staff and find different ways to do this and encourage students; others to do the same.

you could be involved in the work around Black Lives Matter; Be Involved! Semester 1 Exams 18 - 29 Jan Revision period 11- 17 Jan January 2021 break ends 11 Jan

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 New Years Day 2 3

4 5 6 7 8 9 10

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Holocaust Memorial Day

BUDDHISM CHRISTIANITY HINDUISM JUDAISM SIKHISM 25 Honen Memorial Day 6 Epiphany 14 Makara 28 Tu BiShvat 5 Gobindh 28 Mahayana New Year 18-25 Week of Prayer 21 Singh Birthday 31 Shinran Memorial Day for Christian Unity - NEXT MONTH: LGBT History Month LGBT History Month February 2021

Every February we are able to mark the contribution our , , Bisexual and Trans people have made and continue to make to our community. This is done via LGBT History Month and the We have been a Diversity theme for 2021 is ‘Body, Mind, Spirt’. Champion since 2011 and are hugely proud Body: LGBT people are just people, inhabiting to have been named a Top 100 LGBT different bodies. Mind: The mental struggles inclusive employer every year since 2015. faced by LGBT community. Spirit: How faith We’ll continue this great achievement with and sexual orientation intersect. events throughout the year focussing on the the whole spectrum and highlighting Once again, we will mark this important intersectionaliites and how we can become month with a number of inclusive events and fully inclusive to all these groups. activities for staff and students to be involved in. These will range from online seminars, to Our LGBT+ Staff Network Group, ALLOUT, is sporting events, to social gatherings, all with the biggest and most active of our networks the same aim - to raise awareness of barriers with events and meetings happening still faced by this community and how we can throughout the year. They offer social help to address them. activities, intersectional awareness raising events, peer support and advice on all 2021 still holds challenges for LGBTQ+ aspects of working at the University as a equality, even in a city as accepting and member of the LGBT+ community. diverse as Manchester. At the University we You can find out full details here: aim to ensure our campus, our work and our policies and procedures are fully inclusive. www.staffnet.manchester.ac.uk/allout We’ll continue to work hard at addressing any inequalities we are made aware of by working closely with our staff and student groups. LGBT History 2021 Month February

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4 5 6 7

8 9 10 11 12 13 14

Chinese New Year of the Ox 15 16 17 18 19 20 21

22 23 24 25 26 27 28

BUDDHISM CHRISTIANITY HINDUISM JUDAISM 12 Losar (Tibetan) 2 Candlemas 17 Lent Begins 12 Kumbha Sankranti 9 Fast of Esther 26 Purim 14 St Valentine’s Day 17 Ash Wednesday 13 Shivaratri 16 Shrove Tuesday NEXT MONTH:Gender Equality Gender Equality March 2021

The concept of gender arose to designate people to an allocated identity, set of characteristics and social roles on the basis of their biological sex.

Greater understanding about the origins of as we observe underrepresentation or In this calendar we have marked significant days gender and their role in early society, help unequal progression for this group in large celebrating gender; as well as International Women’s Day us understand how binary gender identities parts of the University. We also pay specific in March, there is International Men’s Day in November, came to be. Fundamentally, gender is a consideration at the intersection of gender Men’s Health Week in June, Trans Day of Visibility in March, socially constructed designation and each with other protected characteristics where Agender Pride Day in May, International Non-binary individual will self-identify along a spectrum we see enhanced disadvantage. The Athena People’s Day in July, Day of Remembrance beyond a fixed binary identity or do not Swan Charter for gender equality in higher and Transgender Awareness Week in November. associate with the concept of gender at all. It education and research institutes, helps is important to respect everyone’s personal direct our analysis and ensures our actions preference and to not assume, nor invalidate are justified. a person’s preferred . We also recognise areas where staff and At the University, we request details on an students who identify as men are facing individual’s gender alongside a number of barriers; whether this is engagement other personal data. We do this in order with wellbeing initiatives, the low take-up to monitor any inequality in any of our of longer-term shared parental leave or processes. We use this data to support underrepresentation in their chosen area of us in directing our actions accordingly, work or study. These actions also form part ensuring fairness of our processes. As of the Athena Swan assessment and action the data demands, we focus much of our planning process and are equally recognised gender equality work in supporting those as important. who identify as women and non-binary, Gender Equality Break starts 29 Mar March 2021

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4 5 6 7

8 9 10 11 12 13 14

Mothers Day 15 16 17 18 19 20 21

Spring Equinox Nowruz - Persian New Year 22 23 24 25 26 27 28

29 30 31

Transgender Day of Visibility

BUDDHISM CHRISTIANITY HINDUISM ISLAM JUDAISM SIKHISM 31 Magha Puja 1 St David’s Day 29 10 Isra and Mi’raj 9 Fast of Esther 29 Hola Mohalla 17 St Patrick’s Day 28 Lailat al Bara’ah 28 begins 28 NEXT MONTH: Being Inclusive Inclusive Language April 2021

“Hello Ladies and Gentlemen” A commonly used phrase to welcome a group, but does it welcome the whole group?

This is just one example of a phrase which is practice limited to the workplace, inclusive not fully inclusive of the audience. In the case language in social situations avoids of this opener, those in your audience who isolating anyone who feels excluded by the do not identify with binary genders will feel conversation and apprehensive about raising instantly excluded from your message. the issue. There are many occurrences of less obvious Even those with the best intentions will find exclusionary language; words and phrases ensuring inclusive language takes practice in common usage, repeated without and may feel like a conscious effort requiring recognition of their hurtful origin or the more time initially. Here are some starting continued offence that they cause. tips to help you consider appropriate language use. Using inclusive language avoids bias, discrimination and offence. It demonstrates • Use people-first language: ‘students with a allyship and sets an expectation of language visual impairment’ and behaviour for others to follow. Inclusive • Use gender neutral terms: ‘people’, language also exposes your message to ‘siblings’, ‘they’ • Keep sentences short, clear and accessible to audiences a wider audience, engaging people who • Include non-binary options on e.g. with different levels of literacy. you may have had difficulty attracting registration forms, including for ‘Title’ (also • Be mindful of the typeface you use in print previously. This can be particularly true of job think about which questions are really • Avoid jargon and local slang advertisements, where biased language can needed) influence who chooses to respond. • Ask for, and use, preferred pronouns Above all, be open to learning, you may not immediately see where offence can be taken but there is no excuse to Being mindful of inclusive language extends • Ask for, and use, preferred name persist with using exclusionary or offensive language once to our usual work practice, irrespective of • Avoid heteronormative words: ‘a child’s their negative associations have been highlighted to you. your role. Review for inclusive language mum and dad’; use neutral terms ‘parents’, Find out more on our Inclusive Language Pages in email correspondence, in meetings, ‘spouse’, ‘partner’. in teaching, or when writing policies and • Avoid words and sayings which have their instructions. However, this need not be a roots in racial discrimination Inclusive Language Easter break ends 12 Apr April 2021

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Athena Swan Submission Date

BUDDHISM CHRISTIANITY HINDUISM ISLAM JUDAISM 13 Theravadin 1 Maundy Thursday 12 Hindu New Year 13 Ramadan 8 Yom HaShoah SIKHISM New Year 2 13 begins begins 8 Passover ends 14 Baisakhi (Songkran) 4 Easter Day 21 Ramanavami 14 Yom Hazikaron () 23 St George’s Day 25 Mahavir Jayanti 15 Yom HaAtzmaut 17 Guru Har NEXT MONTH: Wellbeing Rai Birthday 27 Jayanti 30 Lag O’Omer SIX WAYS TO WELLBEING Calendar of campaigns 9 SIX WAYSSIX WAYS TO WELLBEING TO WELLBEING May 2021 Wellbeing CalendarCalendar of campaigns of campaigns 9 9

The events of 2020 made us all think more carefully about our health and wellbeing. September November January SIX WAYSSIX WAYS TO WELLBEING TO WELLBEING CalendarCalendar of campaigns of campaigns SeptemberSeptember NovemberOctoberNovember DecemberJanuaryJanuary9 9 February The impact of Coronavirus was felt acrossSIX WAYSall TO have WELLBEING a safe and healthy environment in the world and it did not discriminate whenCalendar it which of campaigns to work. OctoberOctober DecemberDecember9 FebruaryFebruary came to equality groups. Some groups felt a Staff can access all wellbeing services via greater impact than others, but we also came these pages: to understand the detrimental effect it was having on many other communities. https://www.staffnet.manchester.ac.uk/ wellbeing/ We all had to make adjustments to our SeptemberSeptember NovemberNovember JanuaryJanuary lifestyles - both in work and outside of HereSeptember you will find information,October resourcesNovemberOctober DecemberDecemberJanuary FebruaryMarchFebruary May July the workplace. This had a great impact on and support to numerous internal and everyone’s mental health and wellbeing with externalOctober platforms. One of theseDecember is the newly MarchFebruaryMarch AprilMayMay JuneJulyJuly August people finding different ways to cope with launched 24 hour mental health support AprilApril JuneJune AugustAugust our new routines and patterns. This has led helpline run by Heath Assured. to much of our staff population having a Use this month to take stock of your own blended approach to work and this is likely to wellbeing and check that of your colleagues, continue this year and beyond. even a simple message to say hello will go a We are lucky to work at an institution which long way. MarchMarch MayMay JulyJuly is putting staff wellbeing at the forefront AprilApril JuneJune AugustAugust and focus of it’s strategy ‘Our People’ is the March May July centrepiece of the University’s strategic vision April June August for the next 5 years and this will ensure we Wellbeing Semester 2 Exams 19 May - 9 Jun May 2021

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2

3 4 5 6 7 8 9

Bank Holiday 10 11 12 13 14 15 16

17 18 19 20 21 22 23

International Day Against Homophobia, Transphobia and Biphobia 24 25 26 27 28 29 30

31

Spring Bank Holiday

BUDDHISM CHRISTIANITY HINDUISM ISLAM JUDAISM 26 Visakha Puja 21 Acension Day 14 Aksaya Tritiya 8 Lailat al Kadr 17-18 Shavuot 26 Vesak/Buddha Day 23 Trinity Sunday 14 Eid al Fitr 23 Pentecost 31 Whit Monday NEXT MONTH: Inclusive Leadership Inclusive Leadership June 2021 Why does it matter?

Inclusion is another step beyond representation – it is a place where everyone feels respected, valued and safe.

Some people believe that it does not matter sport or associations with crime and poverty. who the person in a particular post is, This positive shift might have contributed to whether it is a women, an ethnic minority, a decline of white prejudice over that period disabled person etc. They say that we should – 5 times faster than it had in previous 20 implement a ‘colour-blind approach’ which years (Goldman 2014). means that we should not talk about the However, diversity if not enough to reach issue of diversity at all. Following this line of truly inclusive leadership. Inclusion is another argument might actually reduce prejudice step beyond representation – it is a place against various groups. where everyone feels respected, valued and In fact, this is not the case – diversity of safe. It refers to a cultural and environmental leaders matters because it changes our sense of belonging where there is equal perceptions about these groups. We had opportunity to connect, contribute and an opportunity to test that theory: Barack achieve their full potential. Inclusive Obama was the first African American leadership can not only inspire others but president of the United States from 2008 also lead to better business outcomes, to 2016. It was a first time that Americans performance; quality of decision making; as were exposed to an example of Black person well as more productive team collaboration. in a position of authority for a substantial period of time rather than in more familiar context such as the world of entertainment,

“You can’t lead the people if you don’t love the people. You can’t save the people if you don’t serve the people.” Cornel West, African American public intellectual Inclusive Leadership Semester 2 Exams end 9 Jun Summer Break starts 14 Jun June 2021

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4 5 6

7 8 9 10 11 12 13

14 15 16 17 18 19 20

Fathers Day 21 22 23 24 25 26 27

Summer Solstice 28 29 30

CHRISTIANITY JUDAISM SIKHISM 3 Corpus Christi 27 Fast of Tammuz 16 Guru Arjan Martyrdom

NEXT MONTH: Inclusive Teaching and learning Inclusive Teaching July 2021 and learning Inclusive teaching and learning respects diversity, enables participation, removes barriers and anticipates and considers a variety of learning. needs and preferences Being inclusive is about creating an At Manchester we’re committed to environment where everyone is treated with embedding inclusive values and approaches dignity and respect. It refers to a cultural within teaching and learning policy and and environmental sense of belonging practice. Our Teaching and Learning where there is equal opportunity to connect Inclusivity and Engagement Strategy is and contribute in a meaningful way so that delivered through our Institute of Teaching everyone can achieve their full potential. Its and Learning. We will engage with our where people feel respected, valued and safe student partners and develop a strategy that to be themselves and speak up if they see will ensure that our curriculum, assessments, something that isn’t right. and environments are inclusive. Inclusive Teaching July 2021 and Learning

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4

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International Non-binary Day 19 20 21 22 23 24 25

26 27 28 29 30 31

BUDDHISM HINDUISM ISLAM JUDAISM 24 Asala Day 9 Guru 19 Waqf al Arafa - Hajj Day 17 Tish’a B’av 24 Gauru Purnima 20 Eid al Adha

NEXT MONTH: Manchester Museum Manchester Museum August 2021

The Museum combines the academic with the popular and admission is free, making it the perfect place to inspire wonder for everyone.

Manchester Museum, part of The University of Aboriginal and Torres Strait Islander Manchester Museum has innovated new ways to of Manchester, is situated at the heart of the Studies (AIATSIS), Manchester Museum connect with people in a physically distanced world. This Oxford Road campus. It is the UK’s largest unconditionally repatriated 43 secret sacred blended approach, engaging with audiences both in the university museum, with extraordinarily and ceremonial objects back to Indigenous museum and remotely will continue as we look forward to diverse natural history and humanities communities in Australia. We are building on welcoming you to a bigger, more inclusive and imaginative collections. this work, putting Indigenous perspectives at Manchester Museum in 2022. the centre of our practice and exploring the Over the next two years, our hello future To find out more visit www.manchester.ac.uk/museum role that objects and the people who care for project will transform the Museum as it them can play in reconciliation and healing. becomes more inclusive, imaginative and relevant to the diverse communities it serves. In 2020, we launched Queering Manchester This will include a South Asia Gallery, co- Museum, available at www.mmfromhome. curated with diaspora communities, and the com. This includes a digital trail which brings Lee Kai Hung Chinese Culture Gallery, which LGBTQ+ voices to some of the Museum’s will help us in build understanding between most iconic objects as well as some hidden cultures, particularly through empathy. We gems. Responding to our collections, it also will also further develop our ongoing work features Tales, a digital drag show co- around creative ageing. curated with Cheddar Gorgeous, showcasing queer storytelling at its most creative. This We are committed to widening the range is part of our ongoing work around gender, of perspectives and critical understanding sexuality and inclusion and our commitment of our collections. In November 2019, in to creating safe spaces to tell and listen to partnership with the Australian Institute the stories of our LGBTQ+ community. Manchester Museum August 2021

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Summer Bank Holiday

BUDDHISM CHRISTIANITY HINDUISM ISLAM 13-14 Obon 6 Transfiguration of the Lord 3 Janmashtami 10 Muharram (Ulambana) 15 Assumption of the 11-15 Govinda Jhulana 19 Ashura Blessed Virgin Mary 21 Sri Balarama (Appearance) 22 NEXT MONTH: Diversity in Research Diversity in Research September 2021

The University of Manchester has a proud history of addressing inequalities and improving lives through its research.

As one of the world’s leading research Whether on a regional, national or global universities we bring together a diverse, scale, the societal and individual impacts of multicultural and vibrant research community our research is evident. It is underpinned by of nearly 8000 researchers. Diversity of sustained ambition to attract and promote a background, thought and experience diverse research workforce that exemplifies allows every researcher to bring a unique our equality, diversity and inclusion goals in perspective to their research practice which practice to strengthen equitable pathways drives creativity and innovation, essential of influence and achievement amongst our for our research to have maximum, real- research community and to provide an world impact. This keeps us at the forefront inclusive environment where everybody’s of the search for diverse solutions to some ideas are valued and their careers can of the world’s most pressing problems. We flourish. In September each year we are applying our research power to tackle celebrate the contribution and talents of all aspects of inequality through our Global our diverse research staff and have taken Inequalities Beacon leading global projects a leading (inter)national role in Postdoc to tackle food poverty, supporting those Appreciation Week. in crisis, redressing health inequalities, We know we have much more to do to challenging discriminations, improving access expand access to research careers and we to sustainable ways of living, and redressing are committed as a University and as a sector socio-economic disparities Through our to recognise and reward diversity of research COVID catalysts we are looking at how we career paths, to broaden perspectives can learn from the challenges of COVID-19, of research success and to diversify our and build a more sustainable and equitable research leadership so that it mirrors that of post-pandemic world. our valuable early career research base. Summer break ends 20 Sep* Diversity *subject to change 2021 in Research September

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4 5

Submission deadline 6 7 8 9 10 11 12

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20 21 22 23 24 25 26

September Equinox Bi Visability Day 27 28 29 30

CHRISTIANITY HINDUISM JUDAISM 9 Nativity of the Blessed Virgin Mary 4 Nandotsava 7-8 21-29 Sukkot 28 Shemini Atzeret 9 Ganesh Chathurthi 16 29 Simchat Torah 26 21 Fast of Gedalliah NEXT MONTH: 29 Sri Vamana Dvadasi Black History Month October 2021

This month we are celebrating the achievements and contributions of Black people throughout the world and helping to educate all on Black history.

We are also marking World Mental Health representation of African American clinicians Day on 10th October. World Mental Health in the American Psychological Association. Day provides an opportunity to raise In the UK, Aggrey Burke was the first Black awareness of mental health issues around psychiatrist appointed by the NHS who the globe and to assess what more needs carried out extensive research on mental to be done to make access to effective health and racism. Manchester’s Professor mental healthcare a reality for people Dawn Edge is lead ground-breaking work to worldwide. The two things go hand-in- develop culturally- appropriate psychological hand as many Black pioneers have made therapies for Black people diagnosed with significant contributions to mental health psychosis and their families. For more research, practice and policy. For example, information visit Black History Month or Dr. Solomon Fuller was the first African World Mental Health Day. American Psychiatrist to be recognized by And for the past four years we have also the American Psychiatric Association and actively engaged with the nationwide made history-altering discoveries through campaign ‘Show Racism the Red-Card’ his research on how Alzheimer’s physically where staff are encouraged to wear red and changes the brain. More recently, Joseph stand up to Racism. L. White, ‘the Father of Black Psychology’, challenged psychological institutions for their racial bias and pushed for increased Black History Month October 2021

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Halloween

HINDUISM 9

NEXT MONTH: Islamophobia Awareness Month Islamophobia November 2021 Awareness Month The topic of Islamaphobia is one of great concern and importance for The University of Manchester.

This month we are focusing on Islamophobia exaggerated or irrational fear, hatred Awareness Month (IAM). IAM was co-founded by and hostility towards Islam and Muslims MEND (Muslim Engagement and perpetuated by negative stereotypes Development) in 2012 to deconstruct and resulting in bias, discrimination and challenge the stereotypes about Islam and marginalisation of Muslims from civic social Muslims. It aims to raise awareness within and political life’. society of how Muslims are discriminated Our ‘Where do you draw the line?’ active against in various spheres, along with bystander sessions encourage all members providing information on the positive of our community to Speak Up and Stand Up contributions of British Muslims to the UK. to all forms of problematic behaviour. Some MEND have developed an exhibition which of the contents of this session has been co- features the positive contributions of British produced with the University of Manchester’s Muslims such as Mo Farah, Nadiya Hussain, ISOC society (ISOC) In this session we Sadiq Khan and many more as well as encourage people to reflect on their own showcasing the true scale of Islamophobia and others behaviour and introduce a range across society today. You can access a copy of techniques that can be used to safely of the Islamophobia Exhibition here. challenge problematic behaviour. More We are lucky to have an active and vibrant information about our ‘Where do you draw staff and student population across many the line?’ active bystander sessions can be different belief systems. Muslims make up found here. 4.6% of staff and 14.2% of students (data Additionally, staff and students are also correct 31 July 2019). supported at the University by our Muslim At the University we believe all forms Chaplain, more details can be seen on the of Islamophobia are unacceptable. pages of St Peter’s House Islamophobia has been described as ‘an Islamaphobia November 2021 Awareness Month

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SUNDAY 1 2 3 4 5 6 7

8 9 10 11 12 13 14

Remeberance Sunday 15 16 17 18 19 20 21

Transgender Day of Remebrance 22 23 24 25 26 27 28

Submission deadline 29 30

CHRISTIANITY HINDUISM JUDAISM SIKHISM 1 All Saints Day 4 Diwalii 29 19 Guru Nanak Dev Sahib Birthday 2 All Souls Day 24 Martyrom of Guru Tegh Bahadur 28 Advent Begins NEXT MONTH: The Disability Standard 30 St Andrew’s Day The Disability Standard December 2021

On the 3rd of December every year we celebrate the heritage, contribution, culture and rights of people with disabilities on the International Day of Persons with Disabilities

In line with World Health Organisation, contributions of the Disabled Staff Network this is regarded as a ‘day for all’ in clear (DSN) within the national grouping of DSNs is acknowledgement that disability is part of the fundamental to our ambition. human experience. Disability does and will The DSN has an active and vibrant touch all of our lives. membership which meets three times a year The struggles faced by many people with and organises informal social events. This disabilities around the world not to be Network is open to all members of staff who discriminated against on grounds of disability consider themselves to have an impairment, is an ongoing struggle. In countries such as cognitive difference, or long term health/ the UK, the and the Public medical condition, and to members of staff Sector Equality Duty 2011 have placed clear who have a specific interest in this area of duties on institutions such as Universities work. not just to outlaw discrimination but actively But in the end, achieving disability equality to promote, enable and ensure disability is all of our responsibility and built into the equality. fabric of all aspects of our challenge to be At the University we are working towards the ‘Inclusive Manchester’. Disability Standard, an externally assessed You can find out more from: marker of quality of our progress in disability https://idpwd.org/ equality and opportunity. The strengths and The Disability University Closure Day Christmas Break 2021 Standard December

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Christmas Eve Christmas Day Boxing Day

27 28 29 30 31

New Years Eve

CHRISTIANITY JUDAISM 24 6 Hanukkah 25 Christmas Day 14 Fast of Tevet Equality, Diversity and Inclusion Team We have a number of diversity champions across campus without their support and commitment to equality, diversity and inclusion a lot of our activities could go unnoticed.

Sarah Mohammad-Qureshi (she/her) Veronique Rizzuto (she/her) Central Charter Marks’ Coordinator (Gender and Equality, Diversity and Inclusion Assistant Race) /EDI Advisor [email protected] [email protected] 0161 306 5857 (internal: 65857) 0161 306 5879 (internal: 65879) Veronique provides administrative support to Equality, Sarah works across the University supporting work relating Diversity & Inclusion team in delivering the University’s to the AdvanceHE’s Athena SWAN (gender equality in HEIs) Equality and Diversity agenda. and Race Equality Charter Marks.

Paul Marks-Jones (he/him) Mehrunnisa Lalani (She/Her) Equality, Diversity and Inclusion Partner Interim Head of Equality, Diversity & Inclusion [email protected] [email protected] 0161 306 5878 (internal: 65878) 0161 306 8896 (internal: 68896) Paul is the ED&I Partner for FSE, The Library and other Mehrunnisa leads the EDI team who provides advice, areas. He co-ordinates the staff network groups, training support and guidance to managers, staff and students delivery for the unit and leads on the University’s Stonewall across the University. She leads on the development of WEI application. diversity and inclusion strategies, policies and practices at the University.

Sami Karamalla-Gaiballa (he/him) Cath Prescott (she/her) Data Analyst Equality, Diversity and Inclusion Partner

Email: [email protected] [email protected] Phone Number: 0161 306 5859 (Internal 65859) 0161 306 5857 (internal: 65857) Cath is EDI Partner for the Faculty of Biology, Medicine and Sami’s main role is to interpret patterns in data to identify Health, and the Directorate of Student Experience. This key areas were bias might be occurring as well as to build year she will be leading a project to pilot of a series of active models which help in indicating solutions to and evaluate bystander sessions for staff to promote inclusive learning impact of current programmes across a number of areas. environments. Equality and Diversity Champions

We have a number of diversity champions across campus – without their support and commitment to equality, diversity and inclusion a lot of our activities could go unnoticed.

You can learn about some of the work below and visit Meet The team for more details

This past year has been like Events during the past year A great deal of the previous no other. The impact of the have shed a bright light on year has been taken up with pandemic has been acutely race-related injustices and the impact and response felt by everyone but has been inequalities. Disproportionate to Covid-19. For disabled particularly challenging for COVID-19 infection and people, including those with women and staff and students death rates among people underlying serious health with caring responsibilities. from Black, Asian and other concerns, the consequences As gender equality lead I have UK ethnic minorities have of the pandemic have raised been raising awareness of the demonstrated how disparities many challenging issues of impact on productivity and well-being and will be are intensified at the intersection of race/ethnicity potentially inequitable impacts on staff and students working hard this year to ensure that we mitigate and other protected characteristics. alike. It has also shone a light on the resilience against any long term impact on people’s careers. and adaptability of many disabled people. The In the wake of the murder of George Floyd and University’s adoption of added flexibilities in working I am also looking forward to the launch subsequent global #BlackLivesMatter protests, arrangements, engagement with students and of a new undergraduate course unit many institutions have taken steps to examine accessibility can also be seen as benefits from which “Equality, Diversity and Inclusion: Your their systems and processes and act to tackle we can learn for the future. Role in Shaping a Fairer World”; to systemic biases that disadvantage some groups providing continuing support to our in society. In this context, I am committed In the year ahead I am looking forward to making Aurora Women’s leadership participants to advancing race equality at our University substantial headway with the University’s ambition and launching a University of Manchester and beyond. In the coming year, I to achieve the Disability Equality Standard, to work Inclusive Leadership Framework to help us work look forward to working EDI Leads, alongside our committed EDI groups towards an inclusive culture where everyone can BAME Staff Network, Students’ across the whole university to put thrive. Union and wider staff body to make Disability Equality in the forefront demonstrable progress towards our of all action plans and to continue Dr Rachel Cowen (She/her) vision of achieving a silver Race Equality work in partnership with our Disabled Chartermark. Staff Network and learn from their University Academic Lead for Equality, influence and contribution. Diversity and Inclusion (Gender Equality) Dr Dawn Edge (She/her) University Academic Lead for Equality, Diversity Professor Alys Young (She/her) and Inclusion (Race Equality) University Academic Lead for Equality, Diversity and Inclusion (Disability Equality) Senior Leadership Team

We have a number of diversity champions across campus – without their support and commitment to equality, diversity and inclusion a lot of our activities could go unnoticed.

You can learn about some of the work below and visit Meet The team for more details

“I am deeply committed to the principles of “Our annual Diversity Calendar highlights social, equality, diversity and inclusion and I am cultural and religious events that are important proud to be President and Vice-Chancellor of to our wide range of staff and students. As a University that champions these principles Vice-President for Social Responsibility and as part of its approach to every aspect of its the first ever BAME member of our Senior work. Many areas of the University are doing Leadership Team, I know first hand the benefits great work leading us forward in this that diversity, equality and inclusion bring to and I look forward to building on our University. This calendar is part of this in 2021.” our wider mission to be inclusive of all communities, to see diversity as Professor Dame Nancy Rothwell one of our defining strengths, and to – President & Vice-Chancellor positively transform the way we all work together.” Professor Nalin Thakkar - Vice President

“I am now into my third year at the “I continue to be proud to support ALLOUT University, and proud to be part of our throughout the year on their activities collective commitment to Equality, Diversity including the University’s application to the and Inclusion. Further progress does need to Stonewall Workplace Equality Index where be made, and I will continue to do everything we have achieved a top 100 position for the I can in contributing the leadership, drive and last five years. I will be working closely with strategic direction that can enhance members of the staff network group EDI across Professional Services.” in 2021 to prepare our submission and maintain this fantastic Patrick Hackett achievement. “ - Registrar, Secretary and Chief Operating Officer Karen Heaton - Director of HR Training and Network Groups The Equality, Diversity and Inclusion Team facilitates a number of staff network groups. Network groups are a fantastic way to collaborate with colleagues from around campus and are also a way to develop skills outside of your day to day role. Network group activities can be reflected in your annual PDR. As a member of staff you can participate in any of the network group activities – ranging from meetings, to social events, to awareness raising on campus. As a staff member you are entitled to attend up to 3 meetings per year as a part of your normal working hours: www.staffnet.manchester.ac.uk/equality-and-diversity/staff-network/ The ED&I team offers a number of online training resources. these include Nominated Charity Ashgate Diversity in the Workplace and Unconscious Bias - both of these being mandatory for people involved in any stage of the recruitment process. school parents, Teachers We also have other resources around supporting trans staff and inclusive and friends association language which can be found on our pages here: www.staffnet.manchester.ac.uk/equality-and-diversity/training/ Registered Charity number 1164744. We work closely with colleagues in Staff Learning and Development to The charity raises money to support and advance the educational, physical ensure we offer the most diverse and relevant training to all areas of the and emotional wellbeing of children and young people and is currently University and their offering (both online and face to face) can be seen trying to raise money to build a new sensory room. This will provide the here: children with a multi-sensory, relaxing and safe space to explore, interact, www.staffnet.manchester.ac.uk/staff-learning-and-development/ develop and engage a range of senses through a variety of stimuli. Many of the children at the school are non-verbal, have sensory processing disorder, autism, complex additional needs, are wheelchair users, cannot communicate, have challenging behaviour, or have a multitude of other medical, social and behavioural differences. The school is in one of the less affluent areas of Manchester where people cannot afford to donate, and due to having much more complex care needs for their children, many of the parents are on low income and unable to donate much money, so they have a reliance on as much external support as possible.