We're committed to creating equality of opportunity and promoting diversity and inclusivity.
Diversity is essential to excellence in scientific endeavour. It increases breadth and perspective, leading to more innovation and creativity. Everyone in our institute shares in the responsibility to actively promote dignity, respect, inclusivity and equal treatment.
In particular, the Crick is committed to achieving and has policies in place to support:
- A culture in which everyone can thrive, whatever their characteristics
- Greater diversity among senior scientific staff
- A consistent experience for staff taking extended periods of leave, with generous levels of support for childcare
- Accreditation by national award schemes that set the standard for equality, diversity and inclusion
- A stimulating programme of events, both for staff and the public, that celebrate diversity and that further inclusion
- Outreach into our community to extend opportunity to a diverse group of people, including young people
We have a number of staff-led networks which aim to promote equality, diversity and inclusion at the Crick and ensure that Crick policies and practices reflect the needs of our staff.
PRISM is the Crick's Race Equity Network and aims to promote a multi-ethnic and inclusive environment. The network works with key stakeholders to advocate on behalf of Crick staff and ensure that the Crick’s plans, strategies and policies are inclusive, especially those that relate to recruitment, personal development and career progression.
The network promotes race equity and cultural diversity at the Crick through events and online resources and supports staff and students who encounter or witness direct or indirect discrimination. PRISM launched in 2016 and since then, the network has organised networking and social events, hosted work experience students and invited guest speakers.
Proud Crick is the Crick’s volunteer-run LGBT+ network. It aims to promote a positive working culture for LGBT+ staff, including contractors and students, by actively promoting equality and inclusivity and ensuring that they are integrated into the Crick’s policies, strategies and practices. The network also raises awareness of LGBT+ issues in the workplace and identifies ways to overcome and address any inequalities that may arise.
The Proud Crick network provides a forum for LGBT+ staff and allies to discuss anything LGBT+ related (and beyond) in a safe and accepting environment. Our aim is to increase visibility of LGBT+ staff and students across the institute, as well as promoting the importance of the Proud Crick network itself through representation. We engage with the Crick staff by providing regular events and online resources.
Enable is the Crick’s staff network open to any employee with disabilities, long-term health conditions or neurodiverse conditions. The network is also open to non-disabled or neurotypical employees with an interest in promoting disability equality and neurodiversity. Enable aims to support staff by hosting events, providing training and raising awareness.
Enables provides a forum for staff with disabilities, long-term health conditions or neurodiverse conditions to share experiences and help the Crick community to promote an inclusive and accommodating workplace.
We have an Equality, Diversity and Inclusion (EDI) Committee. The committee aims to identify and promote initiatives that support equality, diversity and inclusion at the Crick and in the wider community, and through this foster creativity and excellence in science.
Diversity is a vital part of the Crick and built into our policies:
- Enhanced maternity, adoption & surrogacy leave of 18 weeks’ full pay for qualifying employees.
- Shared parental leave, and 18 weeks’ full pay for qualifying employees who are partners or fellow parents of someone taking maternity leave.
- Employees have the right to request a flexible working arrangement, for any reason.
- Employees have the right to take a reasonable amount of time off to deal with unexpected or sudden emergencies involving a dependent. This can be time off in lieu, annual leave or unpaid.
- Everyone working in the Crick Lab has access to training in unconscious bias and all Crick staff and students have access to training in equality, diversity and inclusion and participation in both is strongly encouraged.
- Regular monitoring and annual analysis of pay review statistics and promotion criteria and processes to ensure that there are no patterns which cause concern
- Seminar speakers will reflect diversity in science.
- Promotion of diversity and inclusion through our public engagement work, as well as when working with our partner organisation with the aim of improving diversity in the wider scientific community.