UoW, whose ‘p olicy and principles for hybrid working ’ explicitly thank WBS, ‘on whose documentation this is based’. Hybrid working remains the norm and the culture survey provides evidence staff value this. 85.7% of staff believe WBS enables hybrid working.
The ARF is a UoW policy that entitles R&T staff returning from maternity or paternity leave to apply for an equivalant period of study leave. In the period, all such requests have been granted from 14 academics on R&T contracts. In discussion with the UoW in 2020/21, we adapted this policy: o It was extended to include teaching-focused staff, who can now apply for a day a week, to update materials and adjust to new life arrangements. Two years after WBS adapted the policy, the UoW followed suit. o We made the policy more flexible, with the UoWs support. The policy states the fellowship should begin when people return from leave. Research conducted by EDIC revealed this may be undesirable. If an individual returning in September ordinarily taught in term one, they might prefer to delay the fellowship, and maintain their normal teaching. We now offer that choice.
With UoW colleagues we have worked to create two new policies. The Carers Passport enables staff with caring responsibilities to access additional paid leave, whilst the Conference Care Fund offers financial support to cover the costs associated with attending a conference or training session.
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