Stonewall Diversity Champions

"People perform better when they can be themselves" - Stonewall

Stonewall has stood by this motto since it first began engaging with employers through the Diversity Champions programme. But what does that mean? And what can employers do to create an environment where all employees are able to reach their full potential? 

We work with Stonewall to ensure that we create an inclusive and safe environment for everyone. In 2019 our Vice-Chancellor was awarded Stonewall Senior Leader of the Year, and our Chair of the Staff LGBT+ Allies Equality Network was awarded Stonewall Role Model of the Year. Being a Stonewall Diversity Champion means that we are part of the Stonewall Workplace Index and all our policies and processes reflect best practice available in the sector.

Stonewall Workplace Equality Index

Taking part in the Workplace Equality Index is an effective way for the University to measure its efforts to tackle discrimination and create an inclusive workplace for our lesbian, gay and bisexual employees. Since 2005, more than 800 major employers have taken part in the Index, using Stonewall's criteria as a model for good practice. The University has submitted statistics for the last five years and we have been gradually moving up the Index.

For more information go to the Stonewall website

At the University of Derby, we are dedicated to creating an inclusive environment where everyone feels valued and respected. During LGBT+ History Month, we raise awareness of LGBTQ+ inclusion.

As part of our work, we participate in the Stonewall Workplace Employers Index. The Top 100 Employers list is compiled from submissions to Stonewall’s UK Workplace Equality Index, the UK’s leading benchmarking tool for LGBTQ+ inclusion in the workplace.

In the most recent index, we are very proud that the University of Derby was ranked 13th, an increase of 84 places since first joining the Top 100 in 2023 and we were re-awarded Gold for our LGBTQ+ inclusion.

In support of the work we do to further LGBTQ+ inclusion we have:

• Strengthened our recruitment practices - candidates can choose titles such as 'Mx' and share pronouns in advance of interview. Our anonymised shortlisting processes also reduce unconscious bias
• Further developed our systems to be more inclusive, including gender neutral titles, and the ability for students and employees to enter their pronouns if they wish to
• Strengthened our inclusive policies and guidance, such as our trans and non-binary guidance, and consulting on policies such as our family friendly policies to ensure they are inclusive and representative
• Further developed our inclusive leadership, ensuring that our leadership development programmes have a strong thread of inclusion running throughout, which are underpinned by training workshops to help our leaders understand more
• Worked to assist colleagues consolidate their learning by delivering regular training on inclusive language and practice
• Delivered numerous activities for all our employees to get involved in, such as re-launching the LGBTQ+ Allies Network, and our events in support of LGBT+ History Month, including a role models display, a social, and training sessions on LGBTQ+ allyship and the impact of microaggressions, and neurodivergence and LGBTQ+
• Regular communications on key dates raising awareness of matters of importance to the LGBTQ+ community to increase understanding
• Development of a LGBTQ+ inclusion resource hub for information and guidance on what LGBTQ+ flags and symbols mean, the importance of pronouns, tips for allyship and our trans and non-binary procedures for staff and students