Supporting you at work
The University takes staff 'well-being' very seriously and has a number of a number of initiatives to help address the cause of issues that some staff may face. Many of these are highlighted elsewhere in this site.
However it is recognised that advice and guidance can come from a variety of sources and cover a range of issues. As a result a number of different services are available to help address issues that you may face at some time during your career at Kent. These may be issues of career direction, personal problems, workplace conflict or perhaps stress.
This service can be used for personal as well as work-related issues such as stress, relationship and family issues. Confidentiality is paramount. They offer individual appointments as well as group work.
Any staff member can access the service directly, by email or by phone Tel. 01227 823206 ext. 3206
Critical illness and long term health conditions
The University recognises that the diagnosis of a critical or long term illness can place a member of staff in a very difficult situation. The University operates in an open environment where staff members directly affected by a critical or long term illness can raise any concerns and seek advice without feeling threatened or stigmatised. Staff are encourage to discuss this with their line manager, Occupational Health or HR in confidence.
The University is firmly committed to the prevention of discrimination and the advancement of equality and has invested in resources that will help to take forward the E&D agenda for both staff and students. To supplement the formal E&D structure, each Executive Group member at the University has agreed to take on the role of E&D Champion, acting as advocates and actively promoting all protected aspects of equality and diversity. For further information, click here
Valuing diversity and inclusivity is integral to the University of Kent. One of the key principles underpinning Kent’s Institutional Strategic Plan for 2012-15 reinforces the University’s belief in the value of an inclusive and diverse University community.)
The University of Kent has been awarded the Disability Two Ticks Symbol by Jobcentre Plus. The symbol identifies those employers who have agreed to meet five commitments regarding the recruitment, employment, retention and career development of disabled people.
There are a number of other practical ways in which the university seeks to support staff with disabilities
- OH Assessments
- PEEPS ( Personal Emergency Evacuation Plans.)
- Disabled Parking
- Equality, Diversity and Inclusivity Disability Staff Network
- Disability in Employment
- Information Services Disability access guide to Templeman Library Services
- Staff Induction Including a checklist with prompts for supporting disability in the workplace.
Enhanced Parking Provisions
The University organises special parking provisions for employees with permanent disabilities and/or incapacitating short term health problems or conditions. Policies and provisions for this are currently under review. The current policy can be accessed through this link: ”
Equality, Diversity and Inclusivity
The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to all students, staff, visitors and members of the public and have a number of support networks.
Equality & Diversity is also supported at the highest level and have a number of Executive Group Champions to take the Equality & Diversity agenda forward.
Human Resources manager
All schools/departments have a Human Resources (HR) manager, responsible for a range of people related issues. The job of a HR manager is to provide advice and support to ensure that the University is making the most of the people it employs. As a result HR managers should not solely be viewed as a resource for line managers, and are happy to advise on a number of employment related people issues. Contact details for your HR Manager can be found on the HR web site.
All line managers have a vested interest in ensuring colleagues have a happy and productive time at work, it is perhaps not surprising that much of their time is spent on this very subject. Your line manager has a responsibility to help and support you at work so talk to them about the issues you are facing.
Occupational Health is a distinct branch of preventative health care, which specialises in the relationship between work and health.
Occupational Health is concerned with the effects of work on health and the effect of ill-health on a person’s ability to carry out their work, safely and effectively. Occupational Health Practitioners deal with:
- Job suitability, matching capability with requirements
- Health risk assessment and management
- Health protection and promotion
- Sickness absence management
- Individuals' health concerns
- Disability, rehabilitation and retirement assessments
- Health Surveillance required under legislation
- Development of policies and strategies to ensure the employer complies with legislation to protect the health of its staff.
Pensions & Retirement
Retirement is something eventually affects most of us and being prepared is essential. Part of that is investing not only in our physical health but in our financial health. The university has made preparations for the transition of staff to automatically enrol in the scheme applicable to your role.
Being prepared for retirement is often over looked by many and seen as unnecessary by most of us, but retirement has a significant impact upon us and we may be surprised at a number of changes that occur. It’s not just the loss of a regular income but the adjustments to the loss of routine, status, social circle and the mental stimulation that work gives us. In order to help in your preparation the university offers you the opportunity to attend a pre-retirement course.
Staff Mediation Service
Mediation is a process that supports people in a workplace dispute attempt to find their own resolution to the problem.
Mediation is voluntary and requires a level of commitment from all parties involved; crucially for mediation to work the parties must be willing and ready to address the problem.
It is informal in that agreements reached are not binding and there is not normally a record kept of the discussions, unless all parties decide that there should be.
The University values the role of trade unions. It has excellent working relations with the four trade union branches who, between them, represent all the various staff groups. The unions provide advice and support to members over a wide range of matters such as management issues, relations in the workplace (including bullying and harassment), job descriptions and grading, work load, health and safety, pensions etc. The support can vary anywhere between providing informal advice to carrying out formal negotiations on behalf of individuals (or groups) as is appropriate.
There is good co-operation between the unions and they work in partnership with management on all of the major issues affecting staff throughout the University.