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Example - actively share success stories from staff

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example

in our team we created an initiative to help more women get into tech

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Example - making space for EDI discussions in team meetings

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Example - engage actively with those from protected characteristics to see what key issues are in department

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Reviewing what we have learned from an EDI perspective and apply our learns for our new academic year.

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Employers have to complete a diversity pledge to show their commitment to this area.

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Making things more inclusive for students and collecting information of reasonable adjustments

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Initiative to provide regular bespoke support to students who face additional barriers, eg care experienced, care leavers, refugees, those who have mental health conditions and disabilities.

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Lots of activity - focussing on students who are first in family for MPP, events for women in business, aiming for diversity in panel events.

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This will enhance the number of different demographics undertaking different programmes within the university.

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Within the team, we work on a social mobility programmes ensuring all students and clients are aware and from a EDI /diverse background. Our mission within the team is to support students and to provide a genuine and fulfilled diverse, working experience.

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Ensuring module materials are accessible, MA Academic Practice modules focus on inclusive practice

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Inviting alumni speakers who are representative of the student body, who talk openly about the challenges around progressing in careers, utilising the QAA toolkit principles.

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Quiet hour aimed at eg neurodivergent students.

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Incorporating inclusivity within recruitment and selection processes, such as sending questions in advance and including questions about diversity. We also use a diverse recruitment and selection panel.

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EDI team produce a shared calendar. Can we celebrate these more?

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A focus on staff feedback. Having further insight to the EDI team and calendar.

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Appointments with camera off; adapting to different learning styles in workshops; had online resources reviewed by student intern in relation to accessibility

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Better understanding the nuances and increased disadvantages that certain blends of personal characteristics may be faced with; how to identify these groups (data) and how to best meet needs (1-1?).

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International lunches with people bringing foods in from different cultural backgrounds.

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Event in Tooting - included black female professional as speaker

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There's a lot of really good training available for managers and recruitment etc. but it feels like there's a bit of gap in development opportunities for aspiring managers (maybe grade 4/5 levels?). This could help in reducing some of the employment gaps that were highlighted in the report.

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Staff having objectives around EDI and achieving something within that space. This gives it priority.

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It would be good to have more staff events with less of an alcohol focus or less focused on evenings.

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Especially around evenings, alcohol, different diets etc

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How can the department better support staff from different backgrounds to progress here or elsewhere?

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Encouraging feedback from candidates and colleagues from underrepresented backgrounds and using it to review and refine practices continuously

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Celebrating diversity in team through sharing food from their cultural backgrounds and information about themselves.

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Transparent and Fair Recruitment Practices

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Transparent and Fair Recruitment Practices

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Standardise inclusive recruitment processes across the directorate, including diverse panels, inclusive job descriptions, and anonymised applications and audit recruitment outcomes to address gaps

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PD opportunities and important updates emails

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PD opportunities and important updates emails

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Help to ensure everyone in the department is aware of opportunities.

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Incorporate accessing CareersAhead throughout MPP and sharing more success stories of students from underrepresented backgrounds.

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Are they unhelpful in terms of people having less impetus to mix between teams?

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Interested in the promotions mentor idea

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Interested in the promotions mentor idea

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What would be the expectation of a promotions mentor? Is there any training available to help meet this?

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More focus on exploring progressions  from line managers 

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More focus on exploring progressions  from line managers 

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Increasing engagement with student societies

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Increasing engagement with student societies

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Reaching out to societies that have a strong representation / support for EDI groups - as some of these are not using Careers as much as some others, to better understand why this is.

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Inclusive Recruitment Practices so implementing blind recruitment processes where possible such as anonymised CVs, using inclusive language in job descriptions, and ensuring diverse shortlisting panels to reduce unconscious bias.

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Has the proportion of diversity of senior leadership changed over the years? Is it increasing or decreasing? How can this be improved?

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There isa a coaching course available at City for line managers, which would be helpful for managers in the directorate to attend and will help them to support direct reports with progression.

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How is this calculated? Is it based on individual salaries? Or just role titles? Is there an ethnicity pay gap?

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Sharing basic profile information about staff career journeys to date to show progression (quite a number of current staff have been internally promoted), perhaps on Careers Sharepoint, useful for new starters

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Deliver regular, meaningful training on inclusive leadership, anti-racism, and cultural competency tailored to all staff levels

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Games

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Are there leadership schemes for staff of colour? Can these be promoted more in the department?

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A book club or knitting involves time commitment or skills, would a breakfast club once a month on the team meeting day be more accessible to a wider audience?

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Could ask staff regularly what they need and what teams can focus on.

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Bring a dish breakfast/lunch for staff for less formal team bonding and discussion, perhaps with a range of dishes which reflect our various cultural heritages

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As directorate we were more aligned to the recommendations of the EDI team, we can make more progress by implementing their recommendations in over a short, medium and long term basis.

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What EDI training is available to managers? Should this be mandatory?

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Rather than everyone from one sub-team doing a volunteering activity together, having a menu of activities and people from different sub-teams joining the one they are most interested in so that there is more mixing between teams.

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Standardise providing interview feedback for candidates (successful or unsuccessful) - i.e. reach out to candidates to offer feedback, it may be rejected but we should be proactive in offering it rather than responding on demand.

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Opportunities are vetted to ensure they are equitable.

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Could we ask about EDI in relation to learning gain?

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Can we use eg Snapchat/TikTok to gather student voice?