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1. Click on the + (at the bottom right)
2. Add a subject and content
3. Click on the colour name (at the bottom left) to choose the question assigned color
3. Click on Publish (at the top right)

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Click on the colour name to choose (at the bottom left)
Question 1: Orange
Question 2: Purple
Question 3: Green
Question 4: Blue

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Remember to CLICK on PUBLISH to save your post!

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Remember to CLICK on PUBLISH to save your post!

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1. click on the ... (top right) of your post
2. choose Edit
3. revise your content
4. click Update

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1. What should the focus and priority be for EDIW in our department?

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2. What could we do to promote equality and diversity in our department?

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3. How could we promote social mingling in our department (group walks, guided walks, etc)?

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4. Do you have any suggestions for social or cultural events we could organise?

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An explicit focus on carers, and a carers representative?

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An explicit focus on carers, and a carers representative?

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Fair, transparent and mathematically logical workload model

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Fair, transparent and mathematically logical workload model

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Fair, transparent and mathematically logical workload model

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Organise a team lunch

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Protect work-life balance based on realistic assessment of the actual time taken to complete typical academic activities to match the high quality outcomes required.

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Encourage more people to include pronouns in Teams/Zoom/etc

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Mingling opportunities are fine for those who want them, but need to be cognisant of those not participating not being seen as not engaging. Horses for courses.

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Mingling opportunities are fine for those who want them, but need to be cognisant of those not participating not being seen as not engaging. Horses for courses.

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Slavery tour Laurence Westgaph

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Wellbeing doesn't fit with the rest, focus on W can obfuscate on EDI

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Encourage equal representation of people thinking nd actively engaging with EDIW

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Socioeconomic position, in terms of inclusion/representation, is often neglected 

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Socioeconomic position, in terms of inclusion/representation, is often neglected 

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Walk and talk slots

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Do we need to consider our starting point - is there a problem to address? What do we know about our current position in terms of EDIW? Where is the data?

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Christmas party, Christmas quiz

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Consider posting treats to your staff as a recognition of our work (if we were physically in the department there would be opportunities for coffee/cake days etc). This has been done in other businesses

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Suggest regular calls out to invite/solicit suggestions, which can be handed to a person on the Task Force

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Photo voice session on what we think diversity is

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photo voice with walking tours

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The break out room was actually very good for meeting new people as several of us were quite new to the University

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I strongly feel that we should not pre-judge the focus, but allow the Group to produce suggestions of current relevance

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I strongly feel that we should not pre-judge the focus, but allow the Group to produce suggestions of current relevance

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Carry on using the Forum to give everyone the chance to participate and present their work

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Consider need for hybrid events - Covid still a factor for many people.

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Public Health walk

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Work towards promotion and allocation of real holiday time - both in awareness and promotion from SLT

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But need to make sure the same people aren't always asked to contribute as this reinforces inequalities.

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Take a public health (not individualistic) approach

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Take a public health (not individualistic) approach

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Honest and active addressing of inequalities and inequities in academia. Identifying meaningful and measurable steps that can be taken to begin to address and reduce these

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Will need to identify the issues and impact on staff to know what to prioritise. However, if other issues not dealt with others affected may feel marginalised.

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We would need to establish a reference point within/as part of the EDIW Task Force team to support the discussion of EDIW issues in our department, and that would support anonymity in case single individuals need to share experiences and ask for support.

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Outside event - maybe lunch in Abercromby square

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Outside event - maybe lunch in Abercromby square

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Since equality and diversity is a huge remit, focus on identifying which issues are the most pressing, or maybe collecting data on which are the specific issues that are most felt.

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Understand how this fits into the larger framework of the university and recognise this is a shared and systemic issue

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Understand how this fits into the larger framework of the university and recognise this is a shared and systemic issue

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Reconsider grouping people in offices on the basis of their alignment with teaching or research groups? Could encourage more informal mingling of people who wouldn't normally spend time together?

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Advocate for better maternity leave/shared parental leave policy - discussions were taking place (in different department) in 2019 but may have stalled due to Covid

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Cinema trips

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Developing a clear understanding of the processes and mechanisms that will lead to actual change in policy and practice at each level of management/organisation across the Uni.

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Developing a clear understanding of the processes and mechanisms that will lead to actual change in policy and practice at each level of management/organisation across the Uni.

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Clear ideas on where we are and where we (think) we want to go. Are we comparing ourselves with other Departments, other universities or are we setting ambitious directions?

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Given the research done in the department shouldn't we set a higher bar than other departments?

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It is hard to know when we don't really know where we are now as a Department.

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Culture is important. We need regular messages form HoD saying EDIW is a priority, and inviting suggestions/ contributions to Task Force

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Culture is important. We need regular messages form HoD saying EDIW is a priority, and inviting suggestions/ contributions to Task Force

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'Clarify how the future will be different from the past and how you can make that future a reality through initiatives linked directly to the vision.' (John Kotter)

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Collect base line metrics of where we currently are.

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Collect base line metrics of where we currently are.

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To help protect work-life balance, perhaps the contract should be clear on expected working hours.

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Make sure this isn't tick box that covers for failings

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Make sure we are pushing upwards on EDI issues (senior team)

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Inclusion of PGR/ECRs in decision making

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advertise value and good example

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Is the bulk of this work being done by those with protected characteristics?  How can we make EDI something that everyone engages with? Especially as (as with SHAPE) these roles go unrecognised / unrewarded...