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- We advertise on Black British in STEM https://bbstem.co.uk/
- Twitter (targeting groups like 'minorities in polar research')
- Emailing universities, including those with high % minority groups

- We run webinars on 'where can a phd take you' and 'application support', and a social media campaign on current phd students

More info here:
https://eo-cdt.org/edi/recruitment-best-practices/

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We have an 'application support' section on our application website, pointing people towards help

https://eo-cdt.org/step-by-step-application-process/

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-  Independent recruitment committee reads and ranks applications, not just supervisors

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- Anonymise applications
- Mark quantitively

- Guarantee interviews for BAME students (up to 16)

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- Give plenty of notice
- Offer choice of in person or online interviews
- Questions checked with EDI coordinator, same questions asked to all students
- Interview panel is mixed gender and career stage
- Quantitive grading

- We use a calibration grid to ensure fairness between two parallel interview rooms
- Quantitive interview score

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- Request diverse supervisory teams: mix of gender, ethnicity and career stage, in the same way that breadth of subject expertise is considered

- Collaborate with industry partners on PhD projects, as the visibility of career opportunities beyond academia

- Use inclusive language in the PhD project description

- Clear statement of eligibility, encourages applications from underrepresented groups

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Executive Committee shortlists, all trained in unconscious bias, supervisors are not involved in the recruitment process unless it is for a specific project sponsored by industry, in which case a member of the Exec Committee is on the panel

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- Look for range of academic backgrounds for balance of cohort
- Consider applicants with different experience/expertise rather than just academic achievement
- Score applications and discuss as group

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- Send acknowledgement email to students when application received with indication of when interview is likely to take place (at least a week-two weeks notice of interview date)
- Same questions asked to all students
- Panel mixed gender
- Score interviews and discuss as group at end
- Offer online interview if not possible to attend in person
- Offer opportunity for students to speak direct to staff member beforehand re any circumstances that affected their studies (does not affect interview)
- Interview day comprises of talk on the CDT, chance to meet current students and staff and ask questions, tour of facilities on campus, followed by interviews
- Clear on our website that travel expenses are paid for interviews
- Info on our website what to expect from the interview/what may be asked

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FAQ for students/applicants on the website https://fluid-dynamics.leeds.ac.uk/programme/

Questions can also be directed to the CDT team

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Website explicitly states that we will consider PT students and encourages underrepresented students to apply:

Website and adverts explicitly states: We welcome scholarship applications from all suitably-qualified candidates, but UK black and minority ethnic (BME) researchers are currently under-represented in our Postgraduate Research community, and we would therefore particularly encourage applications from UK BME candidates. All scholarships will be awarded on the basis of merit.

We are able to consider flexibility in how the programme is studied for those students unable to join the programme as a full time student. Please get in touch with us if you would like to explore this.

Adverts: reviewed to ensure inclusive language and diverse images.

External Adverts:
-FindaPhD
- Occasionally jobs.ac.uk
- academic networks/newsletters
- Equate Career Hub and BB Stem advert coordinated for several CDTs

Planning to reach out to Universities not in Russell Group/under-represented in current CDT cohorts ahead of next year's round of intake to ask academics to share CDT adverts with their students

Hosted in person and virtual open days

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Project proposals from supervisors are asked:
Have you considered the diversity of your supervision team?

☐ I have considered the overall diversity of the supervision team

☐ I have considered the inclusion of early career researchers

☐ I have considered the inclusion of external academics

Only one project can be submitted as a lead academic supervisor, unless it is an industry sponsored or industry advertised project in which case multiple projects can be submitted.

There must be supervisors from two different participating Schools on the supervision team

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Share information on Leeds and links to University accommodation etc.

Facebook closed group run by current CDT students shared with those who accept offers so they have contact with current students to ask any questions.

Buddy system for incoming students, pair new recruits with them to enable informal direct support point within the CDT cohort

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Interview questions given to all students well in advance of interviews, so they have equal chance to reflect and prepare.

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Successful students given extensive advice over summer to ensure smooth arrival, given information about student groups to support.

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A concern in this CDT is that nearly all applicants are known to the short-listing team. Thus very difficult to avoid bias

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We have a page on the website giving our information about our EDI position, and asking for feedback

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- mixed gender panels for all interviews
- showing diverse PhD students or alumni at the interviews (inviting for informal conversations) - this has been given as feedback by applicants as very inspiring
- stressing EDI in our presentation and showing our diversity numbers (e.g. gender parity, every cohort has BAME students)

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It was very helpful to hear the SENSE CDT practices on support for the application process. Our support has been mostly via the CDT manager, and following on contacts from open days (which indeed led to successful applicants from under-represented groups).

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The CDT Management Team targeted proactively supervisors from diverse backgrounds (including disciplines, experience, gender), reviewed diversity of possible proposals, kept looking for more, helped shaping ideas into PhD proposal and forming the supervisory teams. Our second year the supervisory teams are more diverse (an easy to monitor KPI).

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Most of our candidates have seen the advert on findaphd. The candidates are usually attracted by the topic (AI in healthcare). We get applications from female and ethnic minorities (though we have not been able to check ethnicity at submission process). We will review whether we can improve the advert to make it more attractive. The web site is also important.

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Very good points about providing support - we tend to do this via the CDT manager communication but some of the ideas mentioned about would also be very helpful.

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The CDT Exec team shortlists, carefully considering any elements of unconscious bias. We agree criteria in advance, each application is scored independently (3 people, mixed gender team), every case where there are differences in the scores is discussed, and collective decision about shortlisting is taken then. The discussions are monitored by the CDT manager, the decision rationale is recorded.

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Done by the CDT Exec team, based on pre-defined criteria - grades, background (e.g. activities involved), motivation for the CDT topic.

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Regular communication from the CDT manager, students are added to a student-led CDT discord group, and also a watsup group.