Staff Diversity

Staff Diversity

We are proud to have the best creative and professional individuals teaching and providing support services at University of the Arts London.

We value the diversity of all our staff and the enrichment this brings to our community. So we are committed to an inclusive and supportive environment for all who come to work with us.

The University’s strategy and equal opportunities policy set out our commitment to promote equality and diversity for all staff regardless of age, caring responsibilities, disability, gender, gender identity, nationality, race, religious belief (or no belief) and sexual orientation. To find out more about some of the specific initiatives we have in place to support staff equality, diversity and inclusion, please see below.

How we support staff

Valuing Disabled Colleagues

The Valuing Disabled Colleagues programme has set up a Central Workplace Adjustment Fund, briefings on access to work, anonymous monitoring, a workplace adjustment request procedure, guidance for managers, focus groups to review the impact of particular staff policies and a monthly bulletin for staff. UAL has a dedicated Disability, Access and Inclusion Specialist.

The programme has 3 aims:

  • To encourage more staff to tell the University about their impairments/health status and whether adjustments to the workplace are required, to ensure full access and inclusion.
  • To provide managers with guidance, resources and funding to help managers to co-ordinate and implement workplace adjustments.
  • To introduce procedures, systems and communications to enable the University to better monitor, anticipate and plan for the range of access requirements of disabled staff.

The University has a Disabled/Neurodiverse Staff Network (DSN). The DSN is a confidential supportive group which contributes initiatives on disability awareness and events, promotes disability equality, shares good practice and discusses important issues on a range of disability matters across the University.

Staff from under-represented Black, Asian and Minority Ethnic backgrounds


‘en>route’ is a programme that aims to attract and develop professionals from under-represented Black, Asian and Minority Ethnic (BAME) backgrounds wishing to enhance their careers in arts higher education.

The programme demonstrates the University’s goal to develop a dynamic community where ethnic diversity and cultural literacy naturally informs our values, our curricula, our professional performance and creative expression.

The programme has 3 main strands:

  • To enhance the recruitment and career progression of BAME staff
  • To enhance staff development for BAME staff and UAL as a whole
  • To develop an inclusive culture at UAL

The en>route programme has improved our recruitment training, established a mentoring scheme for BAME staff and senior managers, held career development workshops, cultural competency seminars and schemes to diversify the talent pool from which we will draw the next generation of academics and support staff.

en>route report 2014 (PDF 149KB)

The University also has a BAME staff forum, the Group for Equality of Minority Staff (GEMS). GEMS encourages interactive discussion in a secure space where members and interested parties can explore relevant topics and ideas.

Staff with caring responsibilities

The University is dedicated to creating a welcoming and inclusive culture in which students and staff with caring responsibilities feel supported and valued. We are committed to addressing barriers that may preclude those with caring responsibilities, wherever reasonable and practicable.

For an overview of all the support available for staff with caring responsibilities at UAL, please download our guidance:

Staff with Caring Responsibilities (PDF 572KB)

Staff Carers (PDF 324KB)

Staff Parents (PDF 164KB)

Flexible working arrangements

Under the Employment Act 2002 and under the Work and Families Act 2006 members of staff have the right to make a request to the University for flexible working, if they are to care for a child/children under the age of 6 or care for certain adults.

Support for parents (maternity, paternity, adoption and parental leave)

The University has a range of policies for pregnant women and staff with parental caring responsibilities. These include all female members of staff, who are entitled to 26 weeks Ordinary Maternity Leave and a further 26 weeks of Additional Maternity Leave. They may also be entitled to Enhanced or Statutory Maternity Pay during this period.

Ordinary and additional Paternity Leave may be available to new fathers or the partner or spouse of the child’s mother, or adopter who wish to take time off work to care for the child and/or support the mother.

Members of staff may be entitled to take Adoption Leave around the placement of a child for adoption, or when the adoption agency has found a match for a child or children, for the purpose of adoption.

Parental Leave gives parents the right to take an unpaid period of time off work to look after a child, make arrangements for the child’s welfare or enable parents to spend more time with their young children.

Quiet spaces (for pregnant or breastfeeding mothers)

The University is undertaking a programme of work to improve quiet space provision for the following purposes:

  • Prayer or personal reflection
  • Rest due to pregnancy or disability
  • Breastfeeding and expressing milk
  • Disability or health related requirements

Quiet Spaces User Guide (PDF 73KB)

Childcare Voucher scheme

Our Childcare Voucher scheme, run by ComputerShare, is in place to help staff save money with childcare costs.

By signing up to the Childcare Voucher scheme from Computershare Voucher Services, you could be saving over £1,000 a year on your registered childcare fees. Regardless of your tax bracket, Childcare Vouchers can help save you money on your childcare.

Children on UAL sites

The University has guidance for adults, including parents who wish to bring their children on site to attend exhibitions, private views and other public events.

Children On Site (PDF 383KB)

Staff considering retirement or reducing hours

The University welcomes people of all ages to come and work with us.

We are supportive of the increasing numbers of our staff who are working beyond ‘customary’ retirement ages and consider their requests to work flexibly, or reduced hours, or to retrain or put themselves forward for new positions. We also offer Pre-Retirement Workshops for staff who wish to gain further insights into managing the transition into retirement, considering their options and planning for the future.

Staff with faith observance requirements

Religious Literacy Programme

The UAL Religious Literacy project aims to generate debate about the role that religion, belief and faith play within the social, academic and creative life of the University.

The University welcomes staff from all faiths, and none, and aims to support staff in a number of ways including:

  • Chaplaincy – The University has a multi-faith Chaplaincy that supports students and staff from diverse faith backgrounds.
  • Multi-faith calendar – Our multi-faith calendar includes listings of major faith events marked by students and staff at UAL. We use the calendar to help inform the development of timetables and to plan events. If you work at UAL, and want to access the multi-faith calendar, please email, using your UAL email account.
  • Quiet spaces for prayer and personal reflection – Each UAL site has a space for students, staff and visitors to undertake prayer or personal reflection.
  • Religious observance and timetabling – The following guidance sets out arrangements for staff who may wish to take time off or arrange flexible working on grounds of religious observance: Religious Observance, Working Hours and Leave Staff Guidance (Word 38KB)

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Academic Career Pathways

Our staff development programme can help you focus your skills and grow your academic career.

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Staff Benefits

Our staff have access to a range of benefits, which recognise and reward their contributions

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