Working at Oxford Anthropology

Welcome and support for staff

We recognise that Oxford can be a complicated and confusing environment particularly for new arrivals. We want to make newcomers feel comfortable as quickly as possible.

• New employees will receive a copy of our Staff Handbook as part of your induction. Together with the information on this site and meetings with your line manager we aim to make your induction as effective as possible.
• Where appropriate we offer new staff a mentor. Your mentor can help with your research planning. New Postdoctoral Researchers must identify a School mentor as part of their application process (see Postdoctoral Research for full details).

Our culture: respect, support and inclusion

The School expects all members of our community, as well as visitors and contractors to treat each other with respect, courtesy and consideration. We are committed to fostering an inclusive culture which promotes equality, values diversity and maintains a working, learning and social environment in which the rights and dignity of all members of the School are respected. Every two years we conduct a staff survey to monitor progress. No-one should have to tolerate being harassed or observe others being harassed.

If you feel the we are not meeting expectation, please act!

• Discourage any form of harassment you experience or witness by making it clear that such behaviour is unacceptable.
• Contact the Harassment Advisory Service, or your local harassment advisor, for support. Details of the School Harassment Advisers can be found on SharePoint or on the posters placed around the School.
• Ask your line manager or a neutral colleague to raise the matter on your behalf.
• Make a formal complaint under the appropriate procedure.

The School Harassment Advisers are Mark Gunther, Susana Carvalho and Michelle Chew. Please feel free to contact either should you wish to discuss anything related to this policy.

Bronze level Athena Swan Award  
Valid July 2023 – July 2028 

The renewal of our Bronze Award signals our ongoing commitment to tackling gender inequalities and barriers in the life of the School. Our new action plan will ensure we are able to better support all those who wish to further their careers whilst maintaining a balance with their home and family lives. 

School Priorities for 2023-2028

• Empower the new EDI committee to serve as the hub of gender equality action across the School.
• Improve career progression, particularly for colleagues on fixed term contracts.
• Continue to address gender bias in admissions, attainment and recruitment.
• Work to strengthen School culture to foster inclusivity and a sense of belonging.
• Sustain work against bullying and harassment.

For more information or to provide feedback please contact: lisa.bligh@anthro.ox.ac.uk

SAME has established an Anti-Racism and Equality Working Group as a forum to address inequalities within the School through discussion. Themes include how to define and promote a modern interpretation of Anthropology and how do we deal with the historic imagery around the department and how we want the School to present visually.

The School is also involved with University initiatives on anti-racism;  particularly relevant is the issue of race equality in the context of fieldwork and we seek to develop training for staff and students on these issues.

Work - Life balance

• We will do our best to accommodate requests for flexible or part-time working and adjustments for particular family needs – either short term or long term.
• There is funding available to support staff to return after caring leave.
• There is a commitment to, wherever possible, hold School events in core hours.
• The School does not expect staff to answer work emails and phone calls in the evenings or at weekends.
• The School encourages all staff to make use of their annual leave entitlement.

The School is mindful of the fact that staff and students may have wider caring responsibilities and that such responsibilities may affect work and study. Staff and students are encouraged to discuss their specific needs with their supervisors, line managers and/or Head of School. Where possible, the School is committed to trying to make arrangements that help staff work effectively and students to make good progress with their studies. For example, if needed, the School will do its best to make available a private space for nursing babies. A small box of books and toys is available in the common room at 43 to entertain young children for a short period of time, for example while a parent uses the printer.  

For further details on University provision please see the pages relating to staff family leave and childcare. Student parents please see information on University support.

Transparency