{"id":33,"date":"2021-05-21T12:45:24","date_gmt":"2021-05-21T11:45:24","guid":{"rendered":"https:\/\/blogs.bath.ac.uk\/inclusion\/?p=33"},"modified":"2021-05-21T13:23:34","modified_gmt":"2021-05-21T12:23:34","slug":"edi-strategic-priorities-workshops-embedding-inclusion-our-shared-responsibility","status":"publish","type":"post","link":"https:\/\/blogs.bath.ac.uk\/inclusion\/2021\/05\/21\/edi-strategic-priorities-workshops-embedding-inclusion-our-shared-responsibility\/","title":{"rendered":"EDI Strategic Priorities Workshops: Embedding Inclusion, Our Shared Responsibility"},"content":{"rendered":"

Our roadmap to inclusion is taking shape thanks to you<\/h2>\n

Introduction<\/strong><\/h4>\n

Addressing inequalities, and promoting greater understanding and inclusion continues to be one of the key challenges that we face as part of a global society. Over the last three years, the University has grown to recognise the need for a more formal approach to equality, diversity, and inclusion<\/strong>. This has provided the opportunity for a thorough consultation with our students, staff, and external partners, and analysis of our institutional data and strategic vision, to develop a collegiate and pan-university strategic plan for equality, diversity, and inclusion for 2021 \u2013 2025.<\/p>\n

This has included two workshops developed by myself, as Head of ED&I and an external consultant, Kamaljit Poonia, which brought together over 70 internal stakeholders<\/strong> providing the perfect opportunity to discuss the key themes, objectives, and actions required<\/strong>. We can\u2019t thank those individuals enough for giving up their time<\/strong> to help shape the future of such an important issue. Sessions were designed and co-facilitated by myself and Kamaljit. The themes that have emerged have revolved around creating an inclusive community, diversifying our ecosystem, and providing thought-leadership for ED&I<\/em><\/strong>, and will require a real prioritising of ED&I, and commitment to change.<\/p>\n

The pan-university approach<\/strong> to delivering and embedding this change requires a change framework programme<\/strong> as a vehicle to drive this forward, as well as the upskilling, capacity and capability building<\/strong> of the university community. This can be achieved through the central ED&I team bringing together change agents within departments<\/strong> in the form of subject specialists, operational leads, and academic experts committed to enabling everyone at the university to flourish and belong.\u00a0 Combined with the further development of the ED&I resource hub<\/strong> with strategically enabling tools, resources, guides, and training materials, this approach will enable a measurable change that will impact our internal experience, external reputation and aid our future resilience and relevance in a global setting<\/strong>.<\/p>\n

A university's role is primarily to increase understanding<\/strong>, through education, research and empowering our students to be successful global citizens. Cognitive diversity and unique perspectives are essential to develop ideas, enable innovation, and permit creative discussions. This strategy is at the heart of inclusive learning, an inclusive environment, inclusive research,<\/strong> and the effect we have on the wider society as a global university.<\/p>\n

WORKSHOPS OVERVIEW<\/strong><\/h4>\n

The two workshops took place on the 5th<\/sup> and 12th<\/sup> of May 2021. Each workshop invited a range of stakeholders from both student and staff roles, academic and professional services, and from within our ED&I community. Within this group were individuals who reviewed our institutional data, and experts within our existing and future commitments under the University\u2019s Access and Participation Plan, Athena Swan Charter, Race Equality Charter, Disability Committed Employer Status, and Stonewall Equality Index.<\/p>\n

In addition, those who had reviewed the previous equality objectives 2018 - 2021 impact and our duties under the Equality Act 2010 to promote across the protected characteristics of age, disability, gender reassignment, pregnancy and maternity, race, religion and belief, sex and sexual orientation were present.<\/p>\n

Individuals who work in close contact with Advance HE, OfS, and research councils were also present to ensure their future vision and requirements could be taken into consideration. As well as members of Council and Senate.<\/p>\n

To supplement these internal voices, we also invited external competitors, allies and partners to take part in the session. Forming a panel that provided excellent insight, advice on the importance of an ED&I strategy, and partnership opportunities. These included:<\/p>\n