Equality, Diversity and Inclusion

The Faculty of MMLL aims to enable all students, staff and visitors to participate in the academic life of the Faculty fully, regardless of disability. To achieve this the Faculty relies on the advice of the Accessibility & Disability Resource Centre (ADRC). 

Please get in touch with the Disability and Inclusion Officers (DIO) who can be approached by students, staff and disabled visitors with questions and issues around disability (disability@mmll.cam.ac.uk). The DIOs may not know all the answers, but they will find out the answer for you or point you in the right direction for advice, information and support

Buildings access

There is a University-wide Buildings Access Guide, which outlines the provision for wheelchair users and those with sensory disabilities in departments and colleges across the University.

The ADRC’s website signposts accessibility information relating to University and College buildings.

Please find access guides for Sidgwick Site on the AccessAble website.

Athena SWAN is the national kite mark for gender equality in universities and similar organisations. Athena SWAN now includes Humanities subjects, and the Faculty received a Bronze award in recognition of its commitment to advancing gender equality for all of its staff and students. 

We are committed to the ten key principles in the Athena SWAN Charter and to adopting these principles within our policies, practices, and culture:

1. We acknowledge that academia cannot reach its full potential unless it can benefit from the talents of all.
2. We commit to advancing gender equality in academia, in particular, addressing the loss of women across the career pipeline and the absence of women from senior academic, professional and support roles.
3. We commit to addressing unequal gender representation across academic disciplines and professional and support functions. In this we recognise disciplinary differences including:
   • the relative underrepresentation of women in senior roles in arts, humanities, social sciences, business and law (AHSSBL)
   • the particularly high loss rate of women in science, technology, engineering, mathematics and medicine (STEMM)
4. We commit to tackling the gender pay gap.
5. We commit to removing the obstacles faced by women, in particular, at major points of career development and progression including the transition from PhD into a sustainable academic career.
6. We commit to addressing the negative consequences of using short-term contracts for the retention and progression of staff in academia, particularly women.
7. We commit to tackling the discriminatory treatment often experienced by trans people.
8. We acknowledge that advancing gender equality demands commitment and action from all levels of the organisation and in particular active leadership from those in senior roles.
9. We commit to making and mainstreaming sustainable structural and cultural changes to advance gender equality, recognising that initiatives and actions that support individuals alone will not sufficiently advance equality.
10. All individuals have identities shaped by several different factors. We commit to considering the intersection of gender and other factors wherever possible. 

Athena SWAN at Cambridge