Research Study Careers Search LSTM Equity & Inclusion at LSTM HomeAboutEquity & Inclusion at LSTM At LSTM we endeavour not only to reduce, but to dismantle barriers to inclusion and progression wherever they exist. We know that this is a long journey—there are no ‘quick fixes’, and the work will never be ‘done’. We want to move the conversation on from ‘equality’ to ‘equity’, with the understanding and appreciation that treating all people equally, without consideration of context or background, often perpetuates historic inequality for marginalised groups. And we know that organisations don’t reap the benefits of a diverse workforce without ensuring that the workplace is a place where all can thrive. We are therefore committed to creating an inclusive environment, that by its very nature attracts and retains a diverse, global workforce. So whilst we are committed to upholding the statutory requirements of the Equality Act 2010, we want to go further in the ‘due regard’ we give to removing and minimising disadvantages for our staff both in the UK and globally. Equity & Inclusion Objectives As part of our statutory obligations, we are required to publish one or more equality objectives that align with the priorities identified in our annual reporting. Our objectives for 2021 are: We will improve our data capturing methods to ensure that we can make effective evidence-based decisions We will develop our new Inclusion Strategy for 2021-2025 using broad stakeholder engagement, to provide a plan for our priority areas over the next four years We will prepare our Athena SWAN submission for assessment in 2022 to ensure that we are successfully identifying and minimising barriers to progression for our staff and students. We will develop an internal Race Equality Advisory Panel and work with an external consultant to prepare a sector-leading, achievable but ambitious race equity action plan to be embedded into our Inclusion Strategy. We will support the development of internal staff and student-led equity-related networks. Aligned with our Gender & Ethnicity Pay Gap Report 2021-22 (opens in a new tab) , we will work towards our target of a 50% reduction in the gender pay gap by 2026, and work with our Race Equality Advisory Panel to improve our understanding of our inverse Ethnicity Pay Gap. Race Equity @ LSTM Freedom To Speak Up Athena Swan Governance Our inclusion work has clear governance structures, ensuring that we operate with a clear vision, and that decisions that impact staff and students are consulted on at every opportunity. We are accountable to Management Committee and our Board of Trustees, which has a dedicated Equity & Diversity Representative. Our Equity & Diversity Committee is co-chaired by our School Director and Global Human Resources Director, and has representatives from staff and student networks and departments, ensuring that all colleagues have the opportunity to raise concerns and suggestions to members of our Senior Management Group. Find out more Staff Networks We are fortunate to have committed and active colleagues leading our networks at LSTM. These networks are grassroots-led, have formal representation on our Equity & Diversity Committee, and are key stakeholders for consultation on new policies and practices. The networks work with the School, but are separate entities and help to hold us to account, and drive change. LSTM has adopted the IHRA’s working definition of antisemitism The IHRA definition is as follows: “Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.” This definition is a useful tool for understanding how antisemitism manifests itself in society. Contemporary examples of antisemitism in public life, the media, schools, the workplace, and in the religious sphere could, taking into account the overall context, include, but are not limited to: Calling for, aiding, or justifying the killing or harming of Jews in the name of a radical ideology or an extremist view of religion. Making mendacious, dehumanizing, demonizing, or stereotypical allegations about Jews as such or the power of Jews as collective — such as, especially but not exclusively, the myth about a world Jewish conspiracy or of Jews controlling the media, economy, government or other societal institutions. Accusing Jews as a people of being responsible for real or imagined wrongdoing committed by a single Jewish person or group, or even for acts committed by non-Jews. Denying the fact, scope, mechanisms (e.g. gas chambers) or intentionality of the genocide of the Jewish people at the hands of National Socialist Germany and its supporters and accomplices during World War II (the Holocaust). Accusing the Jews as a people, or Israel as a state, of inventing or exaggerating the Holocaust. Accusing Jewish citizens of being more loyal to Israel, or to the alleged priorities of Jews worldwide, than to the interests of their own nations. Denying the Jewish people their right to self-determination, e.g., by claiming that the existence of a State of Israel is a racist endeavour. Applying double standards by requiring of it a behaviour not expected or demanded of any other democratic nation. Using the symbols and images associated with classic antisemitism (e.g., claims of Jews killing Jesus or blood libel) to characterize Israel or Israelis. Drawing comparisons of contemporary Israeli policy to that of the Nazis. Holding Jews collectively responsible for actions of the state of Israel. Antisemitic acts are criminal when they are so defined by law (for example, denial of the Holocaust or distribution of antisemitic materials in some countries). Criminal acts are antisemitic when the targets of attacks, whether they are people or property – such as buildings, schools, places of worship and cemeteries – are selected because they are, or are perceived to be, Jewish or linked to Jews. Antisemitic discrimination is the denial to Jews of opportunities or services available to others and is illegal in many countries. This definition of Antisemitism is adopted by LSTM subject to the following further clarification points, the first two of which were recommended by the Home Affairs Select Committee in 2016 (link is external) (opens in a new tab) : It is not antisemitic to criticise the government of Israel, without additional evidence to suggest antisemitic intent It is not antisemitic to hold the Israeli government to the same standards as other liberal democracies, or to take a particular interest in the Israeli government’s policies or actions, without additional evidence to suggest antisemitic intent It is not antisemitic to propose alternative concepts of statehood (for instance proposals of shared statehood or challenging the concept and value of “statehood”) without additional evidence to suggest antisemitic intent The definition of Antisemitism will be embedded into LSTM’s Equity & Diversity Policy. LGBTQ+ Network BAME Staff Network Contact: Sophie Black Inclusion, Diversity & Engagement Manager inclusion@lstmed.ac.uk (link sends e-mail) (opens in a new tab) Blog NEWS ARTICLE 28 JUN 2021 LSTM appoints Dr Jason Arday as race equity consultant From: LSTM NEWS ARTICLE 14 MAY 2021 LSTM joins Stonewall Global Diversity Champions Programme From: LSTM NEWS ARTICLE 1 FEB 2021 LSTM lights up in rainbow colours for LGBTQ+ History Month From: LSTM EVENT 30 NOV 2020 BAME Staff Network Official Launch From: LSTM image/svg+xml image/svg+xml Find us Find out about visiting us Contact us Liverpool School of Tropical Medicine Pembroke Place Liverpool L3 5QA UK General: +44(0)151 705 3100 Well Travelled Clinic: 0151 705 3223 Fax: +44(0)151 705 3370 e-mail: info@lstmed.ac.uk Connect Facebook (opens in a new tab) YouTube (opens in a new tab) Twitter (opens in a new tab) LinkedIn (opens in a new tab) Cookies Disclaimer Privacy statement Sitemap Terms of use Modern Slavery Act Transparency Statement Criminal Finances Act 2017 Web Accessibility Statement Working Safely during COVID-19 DORA Freedom of information © 2021 LSTM Website by Manta Ray Media (opens in a new tab) We use necessary cookies to make our site work. There are other reasons for using cookies, for example, analytics that measure how you use the site that help up improve the site. These other kinds of cookies will only be used if you accept.For more information about the cookies we use, see our Cookies page. (opens in a new tab) View more info Necessary cookies Necessary cookies enable core functionality such as security, network management, and accessibility. You may disable these by changing your browser settings, but this may affect how the website functions. Analytics cookies We would like to set Google Analytics cookies to help us improve our website by collecting and reporting information on how you use it. The cookies collect information in a way that does not directly identify anyone. For more information about these cookies, see our Cookies page. Other cookies We would like to set other cookies ... For more information about these cookies, see our Cookies page. Save preferences Accept all cookies