Equality, diversity and inclusion
The James Hutton Group celebrates (Equality, diversity and inclusion) and values the diversity of its workforce and believes that employing, assisting the development of, and promoting people of all protected characteristics is in the best interests of the group, its staff and students.
Our aim is to create an environment which is fair, welcoming and inclusive and where everyone is treated with dignity and respect.
We believe that equality of opportunity is key to achieving our mission and are committed to the positive promotion of equality, diversity and inclusion amongst all members of the James Hutton Group and to the principles of the Equality Act 2010.
Our Equality, Diversity and Inclusion Committee meets regularly to set and oversee our equality, diversity and inclusivity goals. The committee is responsible for ensuring that best practice policies and guidance are available and for supporting the organisation in the implementation of these. Every person working at the James Hutton Group has responsibility for implementing and promoting the equality and diversity policy and principles in their day-to-day dealings with each other, with our stakeholders, and with our collaborators outside the group.
Athena SWAN Charter
Recognising advancement of gender equality: representation, progression and success for all. Advance HE’s Athena SWAN Charter was established in 2005 to encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research.
The James Hutton Institute was one of the first organisations of its kind to be awarded Athena SWAN Charter status in April 2014. The Athena SWAN Charter recognises commitment to advancing women’s careers in science, technology, engineering, maths and medicine (STEMM) employment in academia.
We attained a silver award in November 2024 which reflects our ongoing commitment to advancing gender equality and fostering an inclusive working environment.
Stonewall
Stonewall was founded in 1989 by a small group of people who had been active in the struggle against Section 28 of the Local Government Act.
To support its work transforming institutions Stonewall launched The Workplace Equality Index. This is the definitive benchmarking tool for employers to measure their progress on lesbian, gay, bi and trans inclusion in the workplace. Those who take part know that people perform better when they can be themselves.
As a participating employer we are required to demonstrate our work in 10 areas of employment policy and practice. Staff from across the organisation also complete an anonymous survey about their awareness of LGBT+ inclusion at work.
Disability Confident
The Disability Confident scheme helps employers think differently about disability, and improve how they attract, recruit and retain disabled workers. There are three levels (Committed, Employer and Leader). The scheme helps employers draw from the widest possible pool of talent, secure high-quality staff who are skilled, loyal and hard-working, and improve employee morale and commitment by demonstrating that they treat all employees fairly.
The James Hutton Institute has committed to progressing through the Disability Confident scheme and as a result we are now a Level 2 Disability Committed Employer. To be recognised as a Disability Confident Employer we agreed to and are implementing the Disability Confident commitments and have identify at least one action that we will carry out to make a difference for disabled people. We progressed to level 2 by assessing our organisation around 2 themes: getting the right people for our business, and keeping and developing our people. Disability Confident Employers are recognised as going the extra mile to make sure disabled people get a fair chance.
LGBT+ Position Statement
The James Hutton Institute is committed to supporting its LGBT+ community and is determined to foster a work environment in which everyone is included, respected, and empowered to fulfil their potential, whatever their legal sex, gender identity or sexual orientation.
The Institute pursues these objectives in a number of ways:
- By supporting an LGBT+ Network which meets regularly to discuss any issues relating to LGBT+ equality within the Institute, consider and promote activities which would support the LGBT+ community (both within the Institute and more widely), and which feed back to the Institute’s Equality, Diversity and Inclusion Committee.
- By having clear harassment respect and dignity at work policies and procedures
- By enhancing our appeal to LGBTQ+ applicants in the recruitment process.
- By ensuring inclusivity of events, workshops, research seminars
- By providing regular unconscious bias training
- By committing to an ongoing process of embedding change through wide consultation, and discussion
Race Equality
We value our diverse staff, the contribution they make and the important contribution they play in enriching the Hutton Group. The Group is committed to stamping out racist or discriminatory behaviour against any minority.
Through its Race Equality and Diversity Action Group, the James Hutton Institute seeks to encourage open discussion on race equality and inclusivity of all minorities. The Group aims to play a key role in advocating, challenging and educating ourselves, campaigning and influencing developments to promote racial equality across the organisation and beyond.
Equity, Diversity and Inclusion Chair
Deborah Roberts
Deputy Chief Executive and Director of Science
T: +44 (0)344 928 5428 (*)
Professor Deborah Roberts is Deputy Chief Executive and Executive Director of Science. She holds an Honorary Chair in the Business School, University of Aberdeen.
Her research experience spans agricultural economics and regional science and she has undertaken work for a wide range of funding bodies including the European Commission, DEFRA, ESRC, the Scottish Government, Forestry Commission, Scottish Natural Heritage and the Joseph Rowntree Foundation.
