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1. Safeguarding at LJMU

   At LJMU the safety and wellbeing of our students is a priority. To ensure that all students can learn and achieve safely, free from abuse, harassment and harm, we have developed a safeguarding policy and associated procedures.

2. Equality Charter Marks

   Equality charter marks or “charters” enable organisations to apply for awards that recognise their commitment to and progression of, equality, diversity and inclusion related areas.

3. High performance computing at LJMU

   Prospero is LJMU’s high performance computing (HPC) facility for research. It is hosted and operated by the university’s IT Services (ITS) division, as a service to the university’s research community.

4. Estate Development team

   Learn more about the work our Estate Development department does within LJMU.

5. Concordat to Support the Career Development of Researchers

   The Concordat to Support the Career Development of Researchers, launched in June 2008, is an agreement between funders and employers of researchers in the UK and represents a significant development in national policy to support good management of researchers and their careers.

6. Athena SWAN

   Liverpool John Moores University joined the Athena SWAN charter in 2014 and was first presented with an Institutional Bronze award in 2014, in recognition of ongoing work relating to gender equality. Since then, LJMU had a second successful submission of their Institutional Bronze award in 2017.

7. Campus Services team

   Campus Services plays a significant role in the quality of the student, staff and visitor experience at the university by providing a range of facilities.

8. Catherine Holmes

   Member of the Board of Governors.

9. Elder Dempster teaching resources

   Expand your knowledge of Elder Dempster with our teaching and learning resources.

10. Sharing information about your disability

    Many students and graduates with a disability, health condition or neurodiversity worry about whether to tell a prospective or current employer. In legal terms, this is referred to as ‘disclosure’. It is both a balancing act and a personal decision whether and when you want to share information about your disability during the recruitment process or in the workplace.