This section of our website is a developing online resource providing information and good practice case studies to help individuals and workplaces to better support archaeologists and become more inclusive. Over time we would like to reflect as many different aspects of equality, diversity, and inclusion relevant to professional archaeology as possible, with lived experience from our members and archaeological organisations. The categories below are based on the protected characteristics in the UK Equality Act 2010.
All professional archaeologists should be aware of their obligations under law, but inclusion should be about a lot more than legal compliance. People perform better when their individuality is recognised and they have a sense of belonging, so we should strive to ensure that they are free to work in a way that plays to their strengths. Adopting inclusive workstyles allows people to thrive and be themselves, which invariably results in enhanced performance. For example hybrid working can offer a better work/life balance, and can also offer support for people with physical disabilities or who find it difficult to cope with concentration in an office environment.
If you are aware of other links we might use or have good practice case studies you would be happy to share, please get in touch at email@example.com.
- Disability (including neurodiversity, mental health)
- Religion or belief
- Pregnancy and parenting
- Sexual orientation
- Gender reassignment
- Marriage and civil partnerships
- Social mobility