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Diversity & Inclusion

For Staff

Away day 2014

Welcome to the Division of Palliative Care and Rehabilitation. These pages are for King's College London staff who work at the Cicely Saunders Institute. 

The Institute promotes a fair and equitable environment where everyone can succeed.  Our open and collaborative culture and organisational style mirrors the open and transparent multiprofessional team-based working needed to provide good palliative care to patients and their families. 

We are a young and growing specialty.  By investing in our staff and students we are building capacity in palliative care to meet the healthcare needs of the 21st century.

Our clinicians, researchers and professional services staff work within a potentially stressful specialty and deal with stressful circumstances and situations on a regular basis.  We therefore recognise the importance of staff wellbeing and try to ensure that our organisational style supports this. 

We have a number of local initiatives to support staff wellbeing  We provide support to staff with parenting and caring roles and there are college-wide initiatives to access training, skills development and support career development.

If there is any additional information you would like to see on this page, please email us

Research staff networks

The Cicely Saunders Institute has two groups for early career researchers. The Post Doc and Research Assistant groups meet regularly and offer early career researchers within the Institute a community within which information can be shared concerning all aspects of early career research life.

The groups aim to:

  • Create a social and work network, facilitating communication between early career researchers across projects
  • Listen to the general issues of postdocs and research assistants at Divisional level and feedback issues to the Academic Clinical Executive
  • Provide information and peer-led support to ensure that all can make the most of their time at King’s

The Research staff networks at the CSI also link into the Faculty of Life Sciences Research Staff Network, represented on this network by Clare Pearson

Training, Skills and Career Development

King's offers training, skills and career development in a variety of ways. 

In the Staff Support section of the main website you can access information about training and career development

This includes professional development for all staff (research and professional services staff) and organisation development training. 

This includes coaching and mentoring initiatives and ways of looking at your own personal development at King's. 

King's also offers a Researcher Development Programme

And provides a Springboard Women's Development programme. 

Booking for all these training opportunities, unless otherwise stated  is via Skills Forge 

Equality and Diversity at King's

Equality and diversity are College policy.   The Institute is committed to ensuring that equality and diversity are embedded in all our activities so that we remain a richer, more diverse place to work, study and carry out our research, and reflect the communities we serve.  

Staff at the Institute can access training programmes on

The Diversity and Inclusion Team at King's also facilitates staff networks such as 

Women's network

Since 2003, equality and diversity staff in the Governance Team have facilitated a series of Action Learning Sets and workshops for women at the College.

These were offered as a positive action measure, responding to evidence that women in the HE sector experience barriers to their career progression and advancement.

The women who participated in these initiatives identified the need for a College-wide women’s network, which was established in February 2005.

The network meets three times a year to focus on topics of interest to women and its work is guided by a Steering Group.  You can read more about Women's Action Learning here

Unconscious Bias training

Unconscious bias limits our best efforts to create an inclusive organisation. Unconscious bias training at King's examines how individuals and teams can help reduce the effects of UB and improve inclusivity at King's.   The Institute is committed to ensuring that all staff undergo this training and this training is a mandatory requirement.  Find out more here   By July 2015 100% of the Institute's academic staff and over 95% of all staff had received UB training. 

Support for Parents

Information about support for parents, including, maternity/paternity/adoption leave, parental leave, flexible working, parenting leave fund, childcare and childcare vouchers is in the Parenting and Childcare section of the HR website.  

Maternity leavepaternity leaveadoption leave

Parental leave - policy and procedure  (unpaid leave for working parents)

Parent Buddy Scheme  (for staff who are due to take maternity/paternity/adoption leave soon, or have returned from leave in the past 2 years)

Dependants Leave

Flexible working

Parenting leave fund

Childcare and childcare vouchers

There is also a useful section on parenting in the Equality & Diversity pages of the King's website here including

  • guidance for managers
  • career break planning
  • career development fund for carers
  • FAQs on childcare
  • Information on breastfeeding/expressing facilities
Career Development Fund for Carers

Helping parents and carers to attend career-development events outside of their normal working hours.
Find out more about the Career Development Fund for Carers

Gender Ambitions

These bulletins provide an update on gender-related developments and news at King's. They cover:

  •     Recruitment and selection
  •     Managing and supporting early career researchers
  •     Supporting carers

Find out more and access the bulletins.

Mentoring

If you want to know more about mentoring, how it works, the roles of a mentor and mentee, and how to get involved please contact Sian Best.  There is further information on the Mentoring pages of the HR website

Mentoring can help with: 

  • helping people to settle into a new role  
  • encouraging people to proactively plan their career 
  • developing and coaching junior staff
  • helping people to manage parental leave or other career breaks
  • providing support for people who feel isolated –perhaps because they are from a minority group
  • retaining and supporting high performing staff
  • encouraging particular groups of staff, e.g. women, into senior roles
  • succession planning
  • supporting people who are being outplaced, retiring or leaving 
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