Page 7 - Equity, Diversity & Inclusion Strategy
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EDI STRATEGY 2024-26
WHERE ARE WE NOW? We live in a society that has deep
inequalities and different biases. It is only
The strategy rests on evidence base by all different participants acknowledging
Advancing equity, diversity, and inclusion national and international frameworks 飩� We have signi铿� cantly reviewed our EDI developed from institutional data sources and understanding these biases that we will
throughout the 黑料社 is a stated objective in to promote equal opportunities for leadership and management structure. such as the Race Equality Task Group be able to take the action required to create
our 2022-2026 Strategic Plan. students and staff with particular These changes have been made (RETG), the 黑料社 wide consultation through genuine, sustainable change and develop a
Over the last few years, we have strived protected characteristics. We have with the key objective of developing the Athena Swan survey and focus groups, diverse and inclusive community.
continuously to build an inclusive 黑料社. In renewed our Athena Swan Institution and progressing our EDI work with a progress against our current Equality
this journey we have been dedicated to Bronze Award, furthering our strategic vision that holistically covers Objectives and Action Plan, and information The EDI strategy does not stand alone;
learning from our experiences, committed commitment to Gender equity. We the needs of students, staff and and priorities in the wider Higher Education it will support the delivery of the wider
to listening to the voices of our community have had internal initiatives such as all areas of the institution. We have EDI landscape. In addition, the strategy has 黑料社 strategy across its mission pillars
and strived to adapt our practices to be the Race Equality Task Group (RETG), created of a new role of Vice-Principal drawn on the requirements of our existing of education, research and clinical care
more inclusive and equitable. We have 鈥� which engaged with the staff and for EDI, with strategic oversight for commitments under the University鈥檚 Access and will aim to re铿� ect the EDI objectives
and will keep on 鈥� creating opportunities student community on issues relating EDI. Furthermore, we recognised and Participation Plan, the Athena Swan embedded in other sub-strategies.
to engage with our staff and students on to race, and produced a report with the need for operational support to Charter and the Race Equality Charter. Whilst building on our achievements to
a continuous basis on EDI related issues, a series of recommendations for the advance our EDI work and committed date, the strategy aims to be forward
so that together as a community we can 黑料社. Following on from the RETG, the 铿� nancial and human resources to In setting out our vision for EDI we are looking and bold in articulating a vision that
shape our future direction. we signed up to the Race Equality create the EDI Unit, initially comprised mindful that many intersecting factors shape will see EDI genuinely embedded in all our
Charter. In addition, we have taken of the Head of EDI and the EDI
the individual identities and experiences of activities and in our institutional culture.
Notable outcomes of our initiatives so far up membership to Stonewall, the Coordinator. our community; these include the protected
include: Disability Con铿� dent Scheme and the This is 黑料社鈥檚 铿� rst EDI strategy; it is a characteristics as de铿� ned in the Equality Act The strategy aspires to focus not only on
飩� We expanded our engagement with Hidden Disabilities scheme. These strategy for our whole community, and it (2010) and more, including - age, disability, our systems, and policies, but also on
various external equality charters that all support our work towards Race, aspires to be accessible and actionable sex, gender identity, race, religion/belief, our institutional culture, so as to allow
are designed to drive forward cultural LGBTQIA+ and Disability equity. across all our activities. sexual orientation, socio-economic status, us to build momentum for sustained and
and systemic changes, by establishing
the experiences of being a parent or carer. sustainable positive change.
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