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men in social work - has been a key area.
Participants with epilepsy - some difficulty in placing due to being unable to drive.
having more people from diverse backgrounds
How many completed applicants have been from diverse backgrounds
in-house exam for those who dont have the C grade in GCSE english and maths?
re-evaluate our assessment centres?
if someone is coming through recommendation from host orgs - can we have a second round of interviews to ensure they are successful? pointing in the right direction, making the application process more accessible. fast-track them to assessment? - could help with retention.
have done mail outs and phone calls in the past to encourage ppl to complete their applications - but labour intensive.

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What do we mean by diversity? E.g. social work is actually female dominated, and our KPI is to bring in more men, which is quite unusual.

What does our ideal cohort look like in terms of all the EDI criteria? Should we be thinking beyond the DHSC KPIs on men and ethnicity and set our own KPIs?

We are accused of being ageist - should we be more representative of wider age ranges and make us feel less 'grad-scheme'?

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Ensuring participants needs and abilities are supported fro recruitment to delivery.
Safety - safe space.
Reflection - time to process use of self.
Challenges in the workplace - processing challenges.
How personal issues can affect their working abilities, personal vs professional knowledge.
CCMs - being explicit about social graces. (John Burnham)
Recognising areas of engagement and having places to speak.
Conversations with Opp leads about EDI.

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Jan/Feb - use data from PS1, to review PS1 and make changes for next cohrot
September/Oct - use data from PS2, make changes for PS2 for upcoming cohort

Use programme team meetings and other meetings to focus on diversity equality and inclusion - experience of ppts, how CSWs supporting, upskill ourselves
Rec team - focus on DEI for assessment centres

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Want to work on:

Review and enhance EDI in general curriculum that MDX
Enhance/focus training for CSWs in EDI understanding in regards to PCF
Develop neurodiversity training for PP and Alumni.
Greater awareness of diversity within core staff, e.g. neurodiversity, amongst the participants/workforce and providing greater reasonable adjustments and support - progressive personal planning throughout the programme.

Recruitment:
Understanding local teams/communties better. Matching workforce to their communities.

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New improved OH
MDX relationships and sharing info
CSW training
Embedding leadership i.e gender identity session
Law and discrimination

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- We want to hold our selves accountable for the diversity of practice educators (CSWs) on the programme. E.g. recruiting CSWs from diverse backgrounds
- CSW recruitment - collect diversity data
-Analyse the data we have
- CCMs - ensure DEI is thread into training at organisations
- Affinty groups - more input and structure from think ahead
- Unions?  Provide info the participants about them / where to get info from
- How we ensure EDI is in mind when designing and delivering CSW and participant training
- Ensuring materials are delivered inclusively - e.g. slides in time and in a format that is inclusive
- Ensure SUCRG are in the working group
- SUCRG diversity data
- SUCRG recruitment
- Conversations about curriculum with MDX
- Decolonising curriculum review - depositary of resources
- Transparency of admissions

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Language review - has to be a cross-team project, has to be led by EDI working group not by ER.

Being more transparent with data and diversity breakdowns
Be more up front about where we are succeeding and where we are not. Publish it on the website, even sharing historical data possibly.

Research project on how service users feel about the diversity of the people they work with? Potential implications that we end up suggesting it doesn't matter…

Accessibility of our website and content for disabilities. Could you navigate our website with a screen reader, for instance?