Fairness for me
The MRC has always had a strong commitment to meritocracy (for example people are promoted on merit and the quality of their work, not just on their qualifications or status) to equal opportunity and to diversity. The success of the MRC depends on its ability to embrace diversity and draw on the skills, understanding and experience of everyone who works for it or collaborates with it.
The rewards of diversity are significant: recruiting from the widest possible talent pool ensures that we have a variety of views, that people will see things differently and that we have the greatest chance to maximise research productivity. Diversity gives us a better understanding of customers and stakeholders and enables us to better spot and exploit opportunities.
Every person working in the MRC has a personal responsibility for implementing and promoting our equality and diversity principles in their day-to-day dealings with colleagues and with partners and collaborators outside the Council.
MRC Equality & Diversity Vision
In July 2013 we published our MRC Equality & Diversity Vision. The Vision sets out our commitment to fulfil our obligations as a public body under the Equality Act 2010 (EqA 2010) and ensure MRC policies, practices and services reflect the diverse needs and experiences of all the people, partners and stakeholders we engage with.
Our aim is to go beyond our statutory duties to promote equality for so-called “protected characteristic” groups and provide an inclusive culture where individual differences and diversity are welcomed: in our workforce, applicants for jobs and funding and MRC Council and its Advisory bodies. Everyone on a daily basis has a part to play in ensuring we work in a fair and respectful environment.
Launched in June 2005, the Athena SWAN Charter recognises commitment to advancing women's careers in science, technology, engineering, maths and medicine (STEMM) employment in higher education. Any higher education institution which is committed to the advancement and promotion of the careers of women in STEMM in higher education and research can apply for membership.
Up until recently, Athena SWAN awards were only available to university departments and institutions, although a pilot is current underway to assess how research institutes outside the university sector can achieve Athena SWAN awards, and the MRC has helped lead the way.
The first MRC institution to achieve Bronze status is the MRC National Institute for Medical Research. You can find more information on Athena SWAN at http://www.athenaswan.org.uk/
Disability Confident Scheme
The MRC has been awarded the Disability Confident Symbol by Department for Work & Pensions. The symbol identifies those employers who have agreed to meet five commitments regarding the recruitment, employment, retention and career development of disabled people.
Across the MRC we have 7 Equality Champions. The overall aim of the Equality Champions is to assist the MRC to implement the requirements of the (Equality Act 2010) Equality Duty to have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act;
- Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
- Foster good relations between people who share a protected characteristic and people who do not share it.
The Equality Champions meet together on a regular basis to share ideas and experiences.