Recruitment

Downloadable option available: Harassment Support Contact recruitment briefing note (Word)

Thank you for your interest in joining the Harassment Support Contact volunteer group. Staff Harassment Support Contacts (HSCs) provide a highly valuable support service to colleagues, and by joining, you will be engaging with a network of specially trained and effective volunteers helping to create a more inclusive and respectful workplace.

Imperial expects all staff to act with the Imperial Values and Behaviours in mind, treating each other with respect and working together productively. However, sometimes we may experience behaviour that causes discomfort or upset, and this is where HSCs can help. By providing a safe and confidential space to be heard, and by signposting to appropriate support structures, HSCs can help to ensure that we all can continue to operate in a comfortable and supportive workplace.

"It is important to recognise and stand against any form of harassment and bullying, this has no place in our community.  Having completed the HSC training, I feel confident in supporting work colleagues that are going through a difficult time at work in getting the help they need." - Uzma Chaudry, existing Harassment Support Contact. 

What does becoming a Harassment Support Contact involve?

Becoming an HSC means that you are making a commitment to help colleagues who might be experiencing inappropriate behaviour, or who might be made to feel uncomfortable. HSCs provide a valuable listening service, and signpost to further support and action that can be taken.

Critically, HSCs operate with a judgement-free mindset, recognising that their role is to facilitate the necessary support for any individual that might be speaking to them, regardless of any hierarchy, and putting aside any personal bias.

Finally, becoming an HSC means that you will join a network of trained individuals who have made a similar commitment to developing a more inclusive workplace. This network, led by the EDI Centre, can provide further support and guidance around the role.

How does the EDI Centre support the Harassment Support Contacts?

As well as a private Teams channel, we hold regular meetings for all HSCs to attend, where we confidentially discuss any recent cases that HSCs have seen, or any themes that might be emerging, to help each other be aware of potential topics that could be brought to us. These meetings are also an opportunity to share best practice and learning across the HSC group, and we regularly invite colleagues from across Imperial to share updates on relevant policies and processes.

Separately, all HSCs also have the opportunity for individual supervision, where they can have more in-depth conversations about any specific challenges or concerns that they may be facing, and receive coaching on how to maintain best practice within the role.

Finally, the EDI Centre provides annual development training to all HSCs to ensure continued excellence in the role.

How much time do Harassment Support Contacts need to give?

While this may vary between HSCs depending on how individually active they are in awareness raising, we expect HSCs to commit to the following as a minimum:

• 2x half-days & 1x full day – Onboarding training (one off during Summer term 2025)
• 1x full day – CPD training (Annually during Summer term)
• 45 minutes – HSC group meeting (every 3 months)
• 30 minutes – Individual supervision (termly)
• 60 minutes – HSC calls to support colleagues (average 1-2 per term)

Separately, the EDI Centre is also available to support HSCs whenever necessary.

What are the next steps to become a Harassment Support Contact?

We are delighted that you are interested in joining the team. To submit your application, please use our short application form detailing why you would like to apply.

Apply to become a Staff Harassment Support Contact.

We ask that you apply for this role only if you do not currently hold another volunteer position within Imperial—such as a staff network co-chair or lead, committee member, or similar role. This is to ensure you can dedicate your full attention and commitment to this opportunity.

For more information, or if you have any questions, please contact Jack Williams or Sheena Cardoso.

Downloadable option available: Harassment Support Contact Role Description (Word)

Staff Harassment Support Contact

Campus/Location: All campuses
Responsible to: The Equality, Diversity and Inclusion Centre
Contract type: Volunteer

Purpose of the Post

Staff Harassment Support Contacts (HSCs) are an award-winning scheme that helps support individuals who are feeling bullied, harassed, or intimidated at work. We are proud of having created a confidential network of specially trained volunteers who will listen impartially and believe the individual with no judgement. 

Our aim is to provide a safe environment where someone can get immediate support and information on the various options as they think about what has happened and how they want to deal with it. This might include talking about how they want the behaviour to stop, getting some help with dealing with the aftermath, helping rebuild a relationship (if appropriate), or understanding the College’s policy and procedures if they decide to use the formal procedure for complaints. 

Key Responsibilities

Harassment Support Contacts (HSCs) play a key role in the promotion of equal opportunities at Imperial College London. They provide an impartial listening and information service to any person concerned about discrimination, harassment, victimisation, and bullying, including the provision of support to individuals who make a complaint or have had a complaint made against them. 

The HSC role provides an opportunity to utilise existing skills and will require the application of specialist knowledge, for which training will be given. HSCs will need to possess a high level of interpersonal skills and be able to communicate comfortably with different people at all levels within the College. 

The network will operate in line with the following principles: 

• HSCs will be as representative of the College community as is practical and possible.
• HSCs will offer a confidential listening service in line with College policies and are supported in this role by College.
• Confidentiality will be respected wherever possible (unless someone is at risk of harm – HSCs will be trained how to manage this).
• HSCs will be well informed on harassment issues and will take individual responsibility for updating their knowledge and working with the EDI Centre to access further development as needed.
• HSCs will be encouraged to be mutually supportive and to share learning and skills. 
• Individual HSCs will be taught how to recognise their personal limitations in offering specialist advice and will redirect or refer individuals to other appropriate departments and agencies. 
• Any support given will be offered objectively and in a non-judgemental way with respect for individual boundaries. 
• The HSC scheme will be widely publicised with the name of contacts highly visible to help staff access the service easily.

Person Specification

Requirements - Volunteers will be expected to demonstrate the following - Essential (E)/ Desirable (D)

Experience 

• Experience of counselling - Desireable
• Experience of supervising or managing staff - Desireable
• Coaching experience - Desireable
• Experience of volunteer helplines - Desireable

Knowledge
 

• Knowledge of employment law, particularly discrimination legislation - Desireable

Skills & Abilities
 

• An interest in and commitment to matters of equal opportunities - Essential
• Ability to listen to staff at all levels, who may approach them with a complaint - Essential
• Ability to maintain utmost confidentiality - Essential
• Ability to remain calm and impartial - Essential
• Ability to deal with difficult situations - Essential
• The advisor will need to be easily accessible through MS Teams/Yammer or emails. And potential to meet on campus if required, able to spare some time at relatively short notice, to see people - Essential
• Acting as a sounding board, listening to the complainant - Essential
• Putting people in touch with others who may be able to advise e.g., HR managers who can give further advice on procedures - Essential
• Attending network catch-up meetings and yearly CPD/supervision - Essential
• Record keeping - Desireable
• Report writing - Desireable
• Clear track record of modelling diversity and inclusion - Essential
• Good understanding of boundaries – personal and role boundaries - Essential
• Good active listening skills - Essential
• Able to build rapport - Essential
• Able to maintain confidentiality - Essential
• Able to create a safe space - Essential
• Evidence of modelling College values - Essential
• The following courses should have been completed in the last three years: 
• EDI online course - Essential
• Unconscious bias online course - Essential
• Harassment: confronting inappropriate behaviour  - Essential 

Further Information

Please note that job descriptions cannot be exhaustive, and the post-holder may be required to undertake other duties, which are broadly in line with the above key responsibilities.

Our values are at the root of everything we do and everyone in our community is expected to demonstrate Imperial:

• Respect
• Collaboration
• Excellence
• Integrity
• Innovation

Employees are also required to comply with all Imperial policies and regulations.

We are committed to equality of opportunity, to eliminating discrimination and to creating an inclusive working environment for all. We encourage candidates to apply irrespective of age, disability, marriage or civil partnership status, pregnancy or maternity, race, religion and belief, gender reassignment, sex, or sexual orientation. You can read more about our commitment on our webpages.

Downloadable option available: Neurodiversity Champion recruitment briefing note (Word)

Thank you for your interest in joining the Neurodiversity Champions volunteer group. Staff Neurodiversity Champions (ND Champions) provide a key support service to colleagues, and by joining, you will be engaging with a network of specially trained and effective volunteers helping to create a more inclusive and supportive workplace.

Neurodiversity affects a vast number of people across workplaces. It’s estimated that 1 in 5 people experience neurodiverse traits, which could mean that they need additional support in the workplace to ensure that they are able to perform at their best. Through signposting individuals to appropriate support structures, and by raising awareness across the college, ND Champions can help to ensure that nobody is held back by unnecessary barriers at Imperial.

"My role as an existing ND champion requires support provided by EDI. Training is crucial, and you can assist others in understanding conditions like dyslexia, ADHD, and ASD and their impact on their daily work. I feel more confident in talking about neurodivergent conditions after completing the training. I advise others to join to create awareness and learn new techniques to recognise conditions and support others in this journey at work." - Mery Fajardo, existing Neurodiversity Champion.

What does becoming a Neurodiversity Champion involve?

Becoming an ND Champion means that you are making a commitment to help colleagues who might be experiencing neurodiverse traits, or who might need support to address barriers that they are facing. ND Champions provide a valuable listening service, and signpost to further support and action that in available.

Importantly, ND Champions provide a warm and comfortable space for individuals to speak confidentially about neurodiversity. This not only helps individuals to access critical support, but also helps managers and colleagues understand how best to create “neuro-inclusive” workplaces.

Finally, becoming an ND Champion means that you will join a network of trained individuals who have made a similar commitment to developing a more inclusive workplace. This network, led by the EDI Centre, can provide further support and guidance around the role.

How does EDI Centre support the Neurodiversity Champions?

As part of the onboarding service, all ND Champions achieve a qualification and accreditation through our training provider. This ensures that all volunteers are equipped with the skills and knowledge to support colleagues from day 1.

As well as a private Teams channel, we hold regular meetings for all ND Champions to attend, where we confidentially discuss any recent cases that ND Champions have seen, or any themes that might be emerging, to help each other be aware of potential topics that could be brought to us. These meetings are also an opportunity to share best practice and learning across the ND Champion group, and we regularly invite colleagues from across Imperial to share updates on relevant policies and processes.

Separately, all ND Champions also have the opportunity for individual supervision, where they are able to have more in depth conversations about any specific challenges or concerns that they may be facing, and receive coaching on how to maintain best practice within the role.

Finally, the EDI Centre provides annual development training to all ND Champions to ensure continued excellence in the role.

How much time do Neurodiversity Champions need to give?

While this may vary between ND Champions depending on how individually active they are in awareness raising, we expect ND Champions to commit to the following as a minimum:

• Approx. 20 hours – Onboarding training (supported independent study during Summer term 2025)
• 1x half day – CPD training (annually during Summer term)
• 45 minutes – ND Champions group meeting (every 3 months)
• 30 minutes – Individual supervision (termly)
• 60 minutes – ND Champion calls to support colleagues (average 1-2 per term)

Separately, the EDI Centre is also available to support ND Champions whenever necessary.

What are the next steps to become a Neurodiversity Champion?

We are delighted that you are interested in joining the team. To submit your application, please use our short application form detailing why you would like to apply.

Apply to become a Neurodiversity Champion.

We ask that you apply for this role only if you do not currently hold another volunteer position within Imperial—such as a staff network co-chair or lead, committee member, or similar role. This is to ensure you can dedicate your full attention and commitment to this opportunity.

For more information, or if you have any questions, please contact Jack Williams or Sheena Cardoso.

Downloadable option available: Neurodiversity Champion Role Description (Word)

Neurodiversity Champion

Campus/Location: All campuses
Responsible to: The Equality, Diversity and Inclusion Centre
Contract type: Volunteer

Purpose of the Post

Staff Neurodiversity Champions (ND Champions) are a volunteer scheme that provides key information and awareness to all colleagues on the topic of neurodiversity. ND Champions are a network of specially trained and qualified volunteers who work to create a safe space for conversations about neurodiversity.

Our aim is to have an organisational culture which fully embraces the concept of neurodiversity and provides appropriate support for neurodivergent colleagues. For people to feel safe and comfortable talking about any challenges they may have with their tasks, to be able to find out about what support is available to them, and to feel empowered to make informed decisions about whether to seek support.

As a Neurodiversity Champion, you will be the knowledgeable, approachable, and impartial volunteer ‘sign-posters’ who, following a course of study, are ‘qualified to guide’ neurodivergent colleagues towards a recognised process of support. You will help raise awareness, in the wider organisation, of the benefits of becoming ‘neurodivergent-aware’. Your work will help colleagues to avoid potential discrimination and bullying and thereby increasing the likelihood that neurodivergent colleagues will be able to utilise their strengths, realise their potential, and thus enhancing their workplace wellbeing and reducing risks to their mental health.

Key Responsibilities

• Provide an essential, safe 'gateway' for those who may have concerns about seeking support for neurodiversity. 
• Work with heart – and be approachable, knowledgeable and impartial. 
• Be able to guide colleagues towards a recognised process of support. 
• Provide important initial neurodiversity 'first aid' for those who are feeling overwhelmed and unsure whether they should mention their challenges. 
• Appreciate the need for positive well-being - for colleagues and for themselves. 
• Be equipped and able to answer questions from individuals and line managers. 
• Agree to continue to gain knowledge around the topic of all neurodivergent conditions.
• Know to ask EDI Centre for guidance and advice beyond their level of competence.
• Neurodiversity Champions do not replace the remit of the Consuls or the trade unions. Consuls will continue to be available for advice on academic staff matters. The College trades unions (UCU, Unite and UNISON) will continue to provide information, advice, and an advocate service for their members.

Person Specification

Requirements - Volunteers will be expected to demonstrate the following - Essential (E)/ Desirable (D)

Experience 

• Experience providing support to those who may be experiencing one or multiple neurodiverse traits - Desireable

Knowledge

• A good understanding of Imperial’s services and procedures (for which training will be given) - Essential

Skills & Abilities

• Excellent interpersonal and listening skills - Essential

• Able to maintain confidentiality - Essential

• Able to be unbiased and to put personal assumptions and preconceptions to one side to offer completely impartial support - Essential

• Treats everyone with respect - Essential

• Takes initiative to speak about neurodiversity where appropriate - Essential

• Able to create a safe space - Essential

• Able to engage colleagues and teams in conversations about neurodiversity, once trained - Essential

• Works within our own level of competence & refer to specialist advice when necessary - Essential

• Uses neurodivergent-friendly practices in communications - Essential

• Acknowledges the need to keep up to date and maintain currency of knowledge - Essential

• Puts people in touch with others who may be able to advise e.g., the EDI Centre who can give further advice on procedures - Essential

• Attends network catch-up meetings and yearly CPD/supervision - Essential

• The following courses should have been completed in the last three years: 
• EDI online course - Essential
• Unconscious bias online course - Essential

Further Information

Please note that job descriptions cannot be exhaustive, and the post-holder may be required to undertake other duties, which are broadly in line with the above key responsibilities.

Our values are at the root of everything we do and everyone in our community is expected to demonstrate Imperial:

• Respect
• Collaboration
• Excellence
• Integrity
• Innovation

Employees are also required to comply with all Imperial policies and regulations.

We are committed to equality of opportunity, to eliminating discrimination and to creating an inclusive working environment for all. We encourage candidates to apply irrespective of age, disability, marriage or civil partnership status, pregnancy or maternity, race, religion and belief, gender reassignment, sex, or sexual orientation. You can read more about our commitment on our webpages.

Downloadable option available: Staff Supporter recruitment briefing note (Word)

Thank you for your interest in joining the Staff Supporter volunteer group. Staff Supporters provide a highly valuable support service to colleagues, and by joining, you will be engaging with a network of trained volunteers helping to create a more collaborative workplace.

Staff Supporters provide confidential and positive assistance to any colleagues who might need information, guidance, and support. This could be on a wide range of topics, from queries about career advice or flexible working, to concerns about the behaviour of a colleague. By taking on this role, Staff Supporters become the “friendly face” within their teams who can help colleagues navigate Imperial’s systems and processes whenever needed.

What does becoming a Staff Supporter involve?

Becoming a Staff Supporter means that you are making a commitment to help colleagues wherever they need it. Staff Supporters provide a valuable listening service, and signpost to further support and action that can be taken.

Sometimes, staff may not know who to contact when they are facing a problem, and might not feel like they are able to talk to their line manager. In these instances, Staff Supporters provide a confidential and judgement-free space for colleagues in need.

Finally, becoming a Staff Supporter means that you will join a network of trained individuals who have made a similar commitment to developing a more inclusive workplace. This network, led by the EDI Centre, can provide further support and guidance around the role.

How does the EDI Centre support the Staff Supporters?

As well as a private Teams channel, we hold regular meetings for all Staff Supporters to attend, where we confidentially discuss any recent cases that Staff Supporters have seen, or any themes that might be emerging, to help each other be aware of potential topics that could be brought to us. These meetings are also an opportunity to share best practice and learning across the Staff Supporter group, and we regularly invite colleagues from across Imperial to share updates on relevant policies and processes.

Separately, all Staff Supporters also have the opportunity for individual supervision, where they are able to have more in depth conversations about any specific challenges or concerns that they may be facing, and receive coaching on how to maintain best practice within the role.

Finally, the EDI Centre provides annual development training to all Staff Supporters to ensure continued excellence in the role.

How much time do Staff Supporters need to give?

While this may vary between Staff Supporters depending on how individually active they are in awareness raising, we expect HSCs to commit to the following as a minimum:

• 1x full day – Onboarding training (one off during Summer term 2025)
• 1x full day – CPD training (annually during Summer term)
• 45 minutes – Staff Supporter group meeting (every 3 months)
• 30 minutes – Individual supervision (termly)
• 60 minutes – Staff Supporter calls to support colleagues (average 1-2 per term)

Separately, the EDI Centre are also available to support Staff Supporters whenever necessary.

What are the next steps to become a Staff Supporter?

We are delighted that you are interested in joining the team. To submit your application, please use our short application form detailing why you would like to apply.

Apply to become a Staff Supporter.

We ask that you apply for this role only if you do not currently hold another volunteer position within Imperial—such as a staff network co-chair or lead, committee member, or similar role. This is to ensure you can dedicate your full attention and commitment to this opportunity.

For more information, or if you have any questions, please contact Jack Williams or Sheena Cardoso.

Downloadable option available: Staff Supporter Role Description (Word)

Staff Supporter

Campus/Location: All campuses
Responsible to: The Equality, Diversity and Inclusion Centre
Contract type: Volunteer

Purpose of the Post

The Staff Supporters scheme is an initiative that will help all staff access the support and guidance they need. 

A Staff Supporter is an existing member of staff who is part of a trained network of volunteers which provide confidential and positive assistance to all Imperial staff when they need information, guidance, and support. Staff Supporters have received bespoke training and are able to provide confidential assistance on a range of issues, from queries about career advice or flexible working, to concerns about the behaviour of a colleague. 

Sometimes staff do not know who to contact when they have a problem, they might not have access to a PC and perhaps can't talk to their line manager. In these instances, the Staff Supporter acts as a signposting and guidance service to provide information direct to staff.

Key Responsibilities

Staff Supporters can provide information direct to individuals on a range of issues. This service is particularly important if the individual is undergoing structured performance support or is subject to other formal or informal Imperial’s processes (grievance/disciplinary). Staff Supporters can also provide information on Imperial’s services to support a concern related to health or personal circumstances not directly related to work or about less contentious matters – for example accessing career advice and support.

The role of the Staff Supporter is to support the individual in accessing the relevant Imperial’s or external services – including those listed above - and to keep in regular contact with the member of staff, ideally until the matter has been satisfactorily resolved or concluded.   

Staff Supporters do not provide specialist advice to individuals, or act as an advocate for them, but they do ensure that staff are able to access the appropriate Imperial’s or external service relevant to their issue. The Staff Supporter is also an ongoing point of independent contact for as long as the individual requires support.

Staff Supporters will maintain confidentiality and will not share information about the member of staff’s concerns with anyone else without the express permission of the member of staff (unless someone is at risk of harm).

Staff Supporters do not replace the remit of the Consuls or the trades unions. Consuls will continue to be available for advice on academic staff matters. The Imperial’s trades unions (UCU, Unite and UNISON) will continue to provide information, advice, and an advocate service for their members.

A Staff Supporter will need to commit to a one-day training session on commencement of their role and termly half-day refresher briefings which will include sharing and learning from the experiences of other colleagues in Staff Supporter roles.

Person Specification

Requirements - Volunteers will be expected to demonstrate the following - Essential (E)/ Desirable (D)

Experience

• Experience to offer support and guidance to staff when this is needed - Desireable
• Experience dealing with confidential information - Desireable

Knowledge

A good understanding of Imperial’s services and procedures (for which training will be given) - Essential

Skills & Abilities

• Excellent interpersonal and listening skills - Essential
• Ability to deal calmly with emotional upset - Essential
• Ability to work with people from diverse backgrounds - Essential
• Ability to be unbiased and to put personal assumptions and preconceptions to one side to offer completely impartial support
  Ability to maintain confidentiality - Essential
• Putting people in touch with others who may be able to advise e.g., the EDI Centre who can give further advice on procedures - Essential
• Attending network catch-up meetings and yearly CPD/supervision - Essential
• Good understanding of boundaries – personal and role boundaries - Essential
• The following courses should have been completed in the last three years: 
• EDI online course - Essential
• Unconscious bias online course - Essential

Further Information
 

Please note that job descriptions cannot be exhaustive, and the post-holder may be required to undertake other duties, which are broadly in line with the above key responsibilities.

Our values are at the root of everything we do and everyone in our community is expected to demonstrate Imperial:

• Respect
• Collaboration
• Excellence
• Integrity
• Innovation

Employees are also required to comply with all Imperial policies and regulations.

We are committed to equality of opportunity, to eliminating discrimination and to creating an inclusive working environment for all. We encourage candidates to apply irrespective of age, disability, marriage or civil partnership status, pregnancy or maternity, race, religion and belief, gender reassignment, sex, or sexual orientation. You can read more about our commitment on our webpages.