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Cycle to Work is a Government initiative introduced in 1999 to encourage cycling as a means of transport to work. With Cycle to Work you can save up to 39% on the cost of a new bike and accessories if you use them primarily for commuting.

Harper Adams is pleased to support the Cycle to Work scheme and to assist employees with obtaining a new bike and arranging for the cost to be spread over 12 months repayments made from their salary.

Detailed information can be obtained from the HR Department.

The Disability Confident scheme recognises that we successfully employ and retain disabled people and those with health conditions. The scheme was developed by employers and disabled people’s representatives to help employers make the most of the talents disabled people can bring to the workplace.

We meet the requirements of Disability Confident by:

• Actively looking to attract and recruit disabled people
• Providing a fully inclusive and accessible recruitment process
• Offering an interview to disabled people who meet the minimum criteria for the job
• Providing flexibility when assessing people so disabled job applicants have the best opportunity to demonstrate that they can do the job
• Proactively offering and making reasonable adjustments as required
• Encouraging our suppliers and partner firms to be Disability Confident
• Ensuring employees have appropriate disability equality awareness
• Supporting employees to manage their disabilities or health conditions
• Ensuring there are no barriers to the development and progression of disabled staff
• Ensuring managers are aware of how they can support staff who are sick or absent from work
• Valuing and listening to feedback from disabled staff
• Reviewing our Disability Confident employer assessment regularly

We are committed to increasing employment opportunities for disabled people and encouraging all disabled people to apply for jobs with us.

The Equality and Diversity Working Group works with all staff and actively encourages an ethos and culture of diversity throughout the University, which includes any person with a disability.

An Employee Assistance Programme (EAP) offers confidential information, support and counselling to staff for both personal and work-related issues. The range of support includes guidance on everyday life management, access to counselling services and extra support for line managers.

We work with Health Assured to provide employees and their immediate families with 24/7 access to a confidential telephone helpline, health app and online portal. The helpline telephone number and login details for the can be obtained from the HR department.

It can be difficult to start a conversation about something that is troubling you. Making the call or speaking to someone in person cannot make things worse - and it is usually the first step towards making things better.

Ãå±±½ûµØ promotes healthy eating, recognising that a balanced diet is an important part of maintaining good health and wellbeing.

Our Catering Department is committed to providing choice through a range of on-campus eateries and catering for special diets and allergies.

The NHS provides information and guidance through its Eat Well website. This includes food groups, eating plans and approaches to dieting and weight loss. To find out more, visit .

Ãå±±½ûµØ recognises that some conditions and health problems solely or disproportionately affect men. These include, but are not limited to; and .

Suicide is the single biggest killer of men under the age of 45 in the UK. Around 75% of UK suicides are male.

The Campaign Against Living Miserably (CALM) supports men who are feeling down, who have hit a wall for any reason, and who need to talk or find support and information. To find out more, visit or call 0800 585858.

Students and staff can refer to the GP, dentist and surgery appointments page for local information or use the page to search for local doctors.

The links below, whilst not exhaustive, identify sources of further information and support.

Please also see our section on Women’s Health.

Mindful Employer is the charter for employers who are positive about mental health.

As an employer we recognise that, in the UK, people experiencing mental ill health continue to report stigma and discrimination. We are committed to creating a supportive and open culture, where colleagues are able to talk about mental health. We are also committed to ensuring that our employees feel safe in disclosing any mental health conditions and are confident that they will be properly supported, with reasonable adjustments being considered when required.

We are pleased to offer mental health awareness training to managers and support a team of committed Mental Health First Aiders. The names and contact details of Mental Health First Aiders are listed on the Portal and on noticeboards around the University.

As an employer we have made an ongoing commitment to:

• Provide non-judgmental and proactive support to individual staff who experience mental ill health.
• Not make assumptions that a person with a mental health condition will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
• Show a positive and enabling attitude to all employees and job applicants with a mental health condition. This will include positive statements in local recruitment literature.
• Ensure all line managers have access to information and training about managing mental health in the workplace.
• Ensure that all staff involved in recruitment and selection are briefed on mental health conditions and The Equality Act 2010, and given appropriate interview skills. Make it clear in any recruitment or occupational health check that people who have experienced mental ill health will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.

To find out more, visit:

The University recognises the extra vulnerability of pregnant and nursing mothers and commits to assess and reduce exposure to workplace risks.

The Management of Health and Safety at Work Regulations 1999 apply to any employees who are pregnant, breast feeding or who have given birth within the last six months. The Workplace (Health, Safety and Welfare) Regulations 1992 require that rest facilities are provided for new or expectant mothers.

Additional risks to pregnant women and nursing mothers will be minimised, where reasonably practicable, including:

• Extended shift-work
• Strenuous manual handling
• Sitting/standing for extended periods
• Work in extremes of temperature
• Work in areas or on surfaces with a higher risk of slips, trips or falls
• Activities which prevent the employee leaving the work area for rest or to use toilet facilities
• Special risks associated with chemical and biological agents and work with animals
• Any case where the medical practitioner of a pregnant woman or nursing mother states that her normal work could affect her health and safety.

As required by law, if additional risks to pregnant women and nursing mothers cannot reasonably be reduced, we will find alternative work (with no loss of terms or conditions), or authorise paid leave if alternative work is not available.

Ãå±±½ûµØ values all its staff and students equally, regardless of their religion and beliefs. The University aims to create an environment in which all staff and students, with or without a religion or belief, feel equally welcome and valued, and in which discriminatory behaviour is not tolerated.

The University will consider any request for time off for religion or belief reasons, adapting work duties or wearing clothing or jewellery associated with a religion or belief. Requests will be supported unless there is a compelling reason not to do so, following an assessment of the impact of the request on operations and on other members of the University community.

The impact assessment will consider;

• The cost, disruption and wider impact on the University if the request is accommodated
• The health and safety implications of the request
• The disadvantage to the student or employee who has made the request, if the request is refused
• The impact on other members of the University community who have a different religion or belief, or who do not have a religion or belief

Employees and students may assert their right to discuss their beliefs within the University so long as this does not amount to harassment of other people. Harassment in this context is unwanted conduct that is reasonably viewed as violating dignity, intimidating, hostile, degrading, humiliating or offensive to other people.

The University will consider any request from an employee or student to opt out of the performance of an element of their work or study for reasons connected with their religion of belief. The University will consider the circumstances and confirm if it accepts or rejects the request, or can offer a compromise.

If an employee has questions or concerns about religion and belief at work, they should speak to their line manager, contact the Human Resources Department or arrange to speak with a chaplain.

If a student has questions or concerns about religion and belief at the University, they should contact Student Services.

Harper Adams does not assume that employees will retire at a particular age and therefore encourage employees to discuss intentions with their line manager. Through open and transparent conversations, the University is best able to support an employee with career planning. It is acknowledged that individual intentions to retire can change due to a variety of personal circumstances and any informal discussions will only be progressed formally once notice to resign has been given.

Retirement can be a significant life event that presents a range of challenges. The University encourages employees to plan for the practical, emotional and financial aspects of retirement.

Age UK is the UK’s leading charity dedicated to helping people in later life. They provide guidance and information to help with retirement planning. To find out more, visit .

For information and guidance on financial planning, we recommend that employees contact our designated pension providers:

Ãå±±½ûµØ values all its staff and students equally, regardless of their sexual orientation. The University aims to create an environment in which all staff and students, whatever their sexuality, feel equally welcome and valued, and in which discriminatory behaviour is not tolerated.

The University has a Single Equality Scheme and Equality and Diversity Policy. It is our policy to promote a culture and environment in which our students and staff are treated fairly and are not discriminated against without lawful cause, on grounds of their sexual orientation.

All staff and students have a duty to act in accordance with this Policy and to treat each other with dignity at all times, and not to discriminate against or harass other members of staff or the student body, regardless of their status.

We respect the right of an individual to choose whether they wish to be open about their sexuality in the University. To ‘out’ someone without their permission is a form of harassment and will be treated as such.

An employee who is concerned about or wishes to disclose their sexual orientation can seek support from their line manager, HR Officer or Occupational Health Advisor. Counselling can also be accessed by directly contacting our Employee Assistance Programme (See Employee Assistance above).

A student who is concerned about or wishes to disclose their sexual orientation can seek support from Students Services or one of our BACP-registered counsellors.

Ãå±±½ûµØ promotes a healthy workplace. We have measures in place to keep buildings and vehicles smoke and vapour free and to provide a working environment that respects the right of non-smokers to breathe air that is free from tobacco smoke.

We work to raise awareness of the dangers associated with exposure to tobacco smoke whilst considering the needs of those who smoke and supporting those who wish to stop.

Smoke Free NHS provides both advice and information on smoking cessation as well as a database of free support and treatment services. To find out more, visit: .

NHS Choices provides further information on how to quit smoking, including links to General Practitioners and other services. To find out more, visit .

QUIT is a UK charity that helps smokers to stop and young people to never start. To find out more, visit or call 0800 00 22 00.

is a public health charity that works to eliminate the harm caused by tobacco.

STEPCHANGE is our whole University approach to mental health well-being.

We believe in the importance of mental health and wellbeing. STEPCHANGE is about taking meaningful action that benefits all members of our community. STEPCHANGE is built on a clear statement of purpose and 5 goals.

Purpose

To adopt a whole university approach to mental health and wellbeing, recognising that mental health is fundamental to all university life, for all students and all staff

Goal 1

Students are supported through transitions to maintain good mental health and wellbeing at University and in the workplace

Goal 2

Employees are supported throughout the employment lifecycle to maintain good mental health and wellbeing at work

Goal 3

Students and staff use their experience and skills to provide effective peer support

Goal 4

Line managers and course management teams promote good mental health and wellbeing

Goal 5

The stigma of mental health is challenged and the University community makes positive changes to the way it thinks and acts about mental health

Ãå±±½ûµØ recognises the physical, mental and social benefits that come from participating in sports and leisure activities.

We are pleased to provide students with access to sports, clubs and social activities, with the sports facilities also being available to staff.

As a corporate member of , our staff can gain discounted access to local gyms and swimming pools along with golf, racket sports, skiing, snowboarding and ice skating facilities.

Staff and students can also find a selection of walks and running routes in our Out and About pages.

Harper Adams is the leading specialist university tackling the future development of our planet's food production, processing, animal sciences, engineering, land management and sustainable business. Our talented community of staff is key to the success of the University.

We are committed to supporting all new employees including those who are;

• Relocating within the UK or from overseas
• Returning to work following an absence or break
• Undertaking an apprenticeship
• Promoted, seconded, transferred or changing their career

Support for a new employee begins with a primary induction, planned and implemented by the line manager. The purpose of this initial period of orientation and training is to socialise and inform so that the new employee settles in, develops confidence and achieves effectiveness in their role.

The University can arrange a mentor who will share insight and give practical support to help a new employee to quickly absorb the organisation’s cultural and social norms. For colleagues relocating to the UK, our managers and staff will give support in adjusting to the local, regional and national context.

The University’s corporate induction provides a new employee with coverage of our organisational history, strategy and brand, along with details of the support available to the workforce.

We are committed to meeting our legal obligations and providing a safe place to live, work and study. Our mandatory training programme covers safeguarding, health and safety, data protection and equality and diversity.

Ãå±±½ûµØ is committed to supporting any member of the University community, including students and staff, whose gender identity does not match that which they were assigned at birth.

An employee going through the process of transitioning can seek support from their line manager, HR Officer or Occupational Health Advisor. Counselling can also be accessed by directly contacting our Employee Assistance Programme (see Employee Assistance above).

A student going through the process of transitioning can seek support from Students Services or one of our BACP-registered counsellors.

It is a matter of personal choice as to who should be contacted, but it is recommended that the contact person works with the individual to agree an action plan to cover the period of their transition. It is imperative that confidentiality is maintained at all times.

All members of the University community are expected to refer to a trans person by their preferred name and pronouns.

If a student or employee is in possession of a Gender Recognition Certificate, meaning that their acquired gender is legally recognised in the UK, it is unlawful to disclose their trans status without their consent. The University commits to extending this protection to all trans people.

If the University holds any records which include a trans individual’s former legal name and gender pronouns, the trans individual concerned may request that all instances of them are expunged from the University’s records.

Ãå±±½ûµØ recognises that some conditions and health problems solely or disproportionately affect women. These include, but are not limited to; , , , , , , , and .

Students and staff can refer to the GP, dentist and surgery appointments page for local information or use the page to search for local doctors.

The links below, whilst not exhaustive, identifies sources of further information and support.

Please also see our section on Men’s Health.