CIfA acknowledges there needs to be a culture change around equality and diversity practice in archaeology.
CIfA's policy statement on equal opportunities in archaeology
Equal opportunities are an issue integral to every aspect of archaeological work. It is essential that all people are treated equally and not disadvantaged by prejudices or bias. Principle 5 of the Code of conduct states that any member shall respect the aspirations of employees, colleagues and helpers with regard to all matters relating to issues of equality of opportunity and employment, including but not limited to career development, health and safety, and terms and conditions of employment.
The Institute's full policy statement provides more guidance for members and the Institute about how best to comply with the Code and to lead by example.
- Policy statements including policy on equal opportunities in archaeology
- CIfA Code of Conduct - all accredited professional of CIfA have agreed to abide by the Code of conduct. Policy statements support the Code by setting out good practice
- CIfA statement about the dignity and respect for staff
Resources for equality and diversity
Support and advice for individuals
- BAJR Guide – Respect: acting against harassment in archaeology - external link
- BAJR Guide - Resource list for those experiencing online bullying - external link
- National bullying helpline - external link
- Protect: Protect is a whistleblowing charity and aims to protect society by encouraging workplace whistleblowing. It gives access to independent and confidential advice managed by qualified lawyers - external link
- CIfA Equality and Diversity Group - membership is free to CIfA members and £10 per year for non-members
Information for employers
- Chartered Institute of Personnel and Development diversity and inclusion resources - external link
- Disability Confident and CIPD: guide for line managers on employing people with a disability or health condition - external link
- Equality and Human Rights Commission advice and guidance - external link
- Prospect - equality and diversity information
- 10 steps to diversify your workplace
Case studies and research
- Archaeological ethics database
- Professional ethics case studies
- Wellbeing - useful links and case studies for organisations and individuals
- Neurodiversity and archaeological practice - dyslexia case studies
- Archaeology and ME
- Reporting of bullying and sexual harassment in archaeology - Respect presentation 2020
- Rheumatoid arthritis and archaeology
- Unwanted behaviour in the workplace - this case study has been provided by Protect
Pan-sectoral strategy on equality and diversity in archaeology
CIfA's Board of Directors has agreed to embark on a comprehensive strategy that will have the greatest impact for the profession and strongly recognises the important roles of organisations representing employers, employees and those in education. CIfA is working with the Industry Group (an existing collaboration between FAME, Prospect and CIfA) to jointly develop a pan-sectoral strategy on equality and diversity in archaeology. This would be owned by all three organisations and would commit each to jointly working on specific actions.
To start this process, FAME, Prospect and CIfA have issued a joint statement setting out their commitment to tackling bullying, harassment and discrimination in archaeology
CIfA also formed an internal working party of its own Advisory Council to consider where CIfA should lead on equality and diversity matters and where it should play a supporting role. The recommendations in the report are now being used to advise on the order of priorities for CIfA to address.
