Statements and Policies

Our Department strives for research and teaching excellence. We believe the following values are important if our Department is to be a community where academics can do their best work, students can have the best experience, and work can be the most impactful to society.

We intend to uphold these principles firstly because it is ethical and right to do so. We also acknowledge that the quality of research and teaching improves when a community is more diverse and inclusive.

We hope that by following these principles, the Department will have a beneficial impact on society.

1. Equity
2. Diversity
3. Inclusion, Inclusivity, and Community
4. Respect
5. Engagement, Organisation, and Evolution
6. Integrity
7. Discovery, Exploration, and Scientific Creativity
8. Global and Beneficial to Society

1. Equity

We recognise that not all individuals have had access to the same opportunities. We believe all members of our Department should experience equitable treatment. Equity means fairness and justice, achieved by providing everyone with the support they need to reach their full potential.

We aim to ensure equitable treatment of members of the Department, in our approach to teaching and supporting students, employing and managing staff, and supporting the research and development of academics and faculty members.

2. Diversity

We acknowledge difference, and that there is merit in difference. Diversity of identities, cultural backgrounds, life paths, and choices lead to the enrichment of us all, culturally and academically.

3. Inclusion, Inclusivity, and Community

As a Department, we strive to make everyone feel part of our community. We are conscious of engaging people of diverse backgrounds, and ensuring everyone feels comfortable and welcome. To do this, we need to remove barriers to inclusion, such as discrimination.

We want the Department to be accessible to all, both in terms of its physical accessibility, its teaching and course material, fieldtrips and fieldwork, social activities, organisational structures, and its recruitment and admissions processes. We encourage projects such as ‘affinity groups’ supporting minoritized groups in finding community with the Department, and generating opportunities for mentorship. We advocate community decision-making, ensuring everyone at all levels of the Department has a say in the future of the Department.

4. Respect

We believe that everyone is deserving of respect. In particular, we want to ensure that people from minoritized groups or who have protected characteristics are respected. We also respect individuals’ knowledge at all stages of their careers and lives, from undergraduates to faculty and staff members.

5. Engagement, Organisation, and Evolution

We believe it is important to have a community that is engaged in shaping the present and future of our Department. We intend to be self-reflective, adaptable, and able to organise in order to change and evolve.

We will re-visit this statement of principles annually to ensure they remain the most appropriate set of values from which we can build a better community. We acknowledge that there is a disparity between our present state (where we are yet to be as diverse and inclusive a community as we could be), and our aspirations for becoming a better community in the future. However, we believe that we have huge potential to celebrate contributions from people from all walks of life, considering the global and wide-ranging nature of the Earth Sciences.

6. Integrity

We make a genuine commitment to upholding the principles detailed here.

7. Discovery, Exploration, and Scientific Creativity

We want our Department to be an environment that encourages discovery, exploration, and scientific creativity amongst our students, researchers, and faculty members. We believe upholding the principles detailed here allows us to better pursue these aims.

8. Global and Beneficial to Society

We think our community should be one with a global outlook, and should act with the intention of being beneficial to society. We hope our research and teaching will address societal issues and benefit humans’ relationship with the Earth. We want our undergraduate course to reflect our students, who are global citizens, have diverse viewpoints, and wish to undertake science motivated by their relationship to the planet. We recognise the necessity of decolonising our course content and research, recognising and engaging with knowledge systems beyond Western traditions. We will strive to teach and research in a way that acknowledges that Earth Sciences happens in diverse communities and places, requiring global collaboration and knowledge exchange.

The Department of Earth Sciences is dedicated to fostering an inclusive and supportive environment, in which all faculty, staff, and students feel welcome and valued, regardless of their background, beliefs, or culture. Everyone shares responsibility for helping to create and maintain this environment.

We expect all members of the Department to:

• Treat others with respect and dignity, being mindful of different perspectives.
• Show consideration for others’ views and feelings.
• Contribute positively to an inclusive atmosphere by encouraging and appreciating a range of voices.
• Refrain from and challenge any form of discrimination, bullying, or harassment, as such behaviour is unacceptable.
• Take part in relevant training and awareness initiatives offered within the department, division, and University.

All staff, students, and visitors are required to follow this Code of Conduct. Expectations for student conduct are aligned with University’s guidelines.

The Code of Conduct applies in all contexts where departmental members interact with each other and with people from outside the departmental community, including within the Earth Sciences building, during field work and field classes, at conferences, and when emailing in a work context.

By upholding these principles, we aim to create a respectful and collaborative environment that supports both academic success and personal development in the Department of Earth Sciences.

Departmental life

All academic and social activities associated with the Department of Earth Sciences, whether inside or outside the building, must promote a respectful and inclusive environment that encourages open discussion and exchange of ideas. Informal and social events linked to the Department must follow the same standards as formal academic activities.

Harassment, discrimination, or intimidation—whether intentional or not—will not be tolerated. While debate and critical discussion are central to academic life, they must always be conducted respectfully.

Intimidation, aggression, or disruptive behaviour are not acceptable in the workplace. Bullying, harassment, discrimination, or offensive language are strictly unacceptable.

Preventing Bullying and Harassment

The Department does not tolerate harassment, discrimination, or intimidation, and expects all individuals to treat one another with fairness and respect, in line with the University’s Harassment Policy.

If you experience or witness inappropriate behaviour, you are encouraged to report the incident and seek support. The Department has a number of Harassment Advisors that are available to listen to concerns and provide supportive, confidential and non-judgmental guidance on next steps. Harassment Advisors are also available outside of the Department. Speaking with a harassment advisor does not begin a formal process, but it can help you understand the options available for reporting an incident of bullying or harassment.

Responsible Bystander training is regularly offered within the department and by the MPLS Division, to help individuals develop the confidence and skills to respond to inappropriate behaviour.

Discrimination

The Department of Earth Sciences embraces diversity and is committed to ensuring equal opportunities for all members.

Discrimination based on protected characteristics—including age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race, religion or belief, sex, or sexual orientation—is not permitted. The Department follows the University’s Equality Policy, the Equality Act 2010, and the Public Sector Equality Duty.

Addressing and Resolving Concerns

If behaviour breaches this Code of Conduct, you are encouraged to seek support. The Department is committed to responding quickly and to providing appropriate assistance.

Available options include, but are not limited to:

• Speaking with a supervisor, line manager, or HR team
• Speaking to field class leaders or the Head of Teaching
• Contacting a Harassment Advisor within the Department or outside the Department
• Using the MPLS Resolution Service, which provides informal, structured conflict resolution
• Reporting through the University’s Report + Support platform (anonymously if preferred), on your own behalf or as a witness. The platform enables you to tell the University about an incident/concern of bullying and harassment.
• Accessing student support services for sexual harassment or violence. This support service will be able to help any student who has experienced sexual harassment or violence (including stalking and relationship abuse).
• Seeking support through your College

Formal complaints can be made under the University’s Harassment Policy. Harassment Advisors can guide you through this process.

With oversight from the Equality, Equity, Diversity and Inclusion Committee (EEDI), the Department is committed to learning from incidents and continually improving standards of behaviour.