{"id":1546,"date":"2018-03-07T15:51:13","date_gmt":"2018-03-07T15:51:13","guid":{"rendered":"https:\/\/blogs.shu.ac.uk\/hwbstaffnews\/?p=1546"},"modified":"2018-03-07T15:51:13","modified_gmt":"2018-03-07T15:51:13","slug":"promoting-equality-diversity-and-inclusion","status":"publish","type":"post","link":"https:\/\/blogs.shu.ac.uk\/hwbstaffnews\/2018\/03\/07\/promoting-equality-diversity-and-inclusion\/","title":{"rendered":"Faculty Leadership Team Update – Making a difference: Promoting equality, diversity and inclusion"},"content":{"rendered":"

Chandi Patel, Head of the Department\u00a0of Social Work, Social Care and Community Studies\u00a0and faculty representative on the University Equality and Diversity Committee.<\/em><\/strong><\/p>\n

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Since the publication of the University Strategy in February 2017 we have developed a range of activities that have started to take us along the journey of achieving its key priorities by 2020.<\/p>\n

Faculties have aligned themselves to the University Strategy and their associated implementation plans. Faculty priorities have been developed in line with the University priorities and governance structures are in place at faculty level to enable the delivery of the Strategy.<\/p>\n

In order to realise our strategic ambition, however, we need to have, at its core, an approach that is inclusive, values difference and treats individuals fairly and with dignity and respect. To achieve this we must embed equality, diversity and inclusion into everything we do, to the extent that it is normalised as everyday activity, as opposed to something extra or additional to our day to day work.<\/p>\n

We already recognise that we work with a diverse range of students and staff. We know that we help students to develop sensitivity and skillsets for engagement and action with users of services. We enable students to be critical thinkers, to be a part of our society\u2019s solutions and to build and sustain healthy communities. We acknowledge we have done our part well as our graduates gain employment and become productive and valued employees.<\/p>\n

Our evidence base confirms that we perform well in many areas including staff and student experience as well as external engagement; however, the evidence base also suggests that there are areas of our performance on equality, diversity and inclusion that need attention.<\/p>\n

Currently our evidence base and our performance in relation to the sector and other external benchmarks identify a number of issues that need addressing. These issues are currently being addressed by the University’s Equality and Diversity Committee through the development of an implementation plan for the equality objectives. University Leadership Team leads will be responsible for working with senior leaders across the University to achieve the deliverables identified.<\/p>\n

In addition, the Equality and Diversity Team will work with academic and professional service managers across the University to embed the achievement of these deliverables into the work plans for the four strategic pillars as well as into the operational work plans of the faculties and directorates.<\/p>\n

In order to get a flavour of the type of issues that are being addressed two examples have been outlined below with some signposting that will enable you to contribute to the University’s equality, diversity and inclusion agenda and to make a difference.<\/p>\n

Issue 1:<\/u> The make-up of our workforce does not reflect the diversity of our city and region.<\/strong><\/p>\n

An HR Plan has been developed with input from the Equality and Diversity Team to address priority issues for staff diversity, this is based on internal data, benchmarking and sector wide issues.<\/p>\n

Priorities to address have been identified as;<\/p>\n