Equality, diversity and inclusion strategic objectives
Developing inclusive systems and infrastructure
- Embed digital accessibility and inclusion in our virtual platforms, including as part of the new HR transformation project.
- Embed inclusive design principles in our campus maintenance /development projects and activities.
- Improve the student experience by ensuring reasonable adjustments for students are visible to those staff who support students, whilst also reducing processing time centrally.
- Promote mechanisms to ensure it is everyone's responsibility to consider and address equality implications in decision-making.
Tackling gaps across the student lifecycle
- Develop and enhance targeted, cross-institution support programmes to address inequalities in continuation, awarding and progression across all of our underrepresented student groups.
- Increase the reach of our existing Decolonising and Diversifying the Curriculum activity and embed inclusive practices into our teaching, learning and assessments.
- Provide robust data and evidence to our faculties and academic departments to enable and empower them to design bespoke interventions to address their own identified gaps.
- Encourage and support staff-student partnerships to ensure that student voice and lived experiences are front and centre when planning and reviewing our interventions and services across the student lifecycle.
Embedding EDI in research planning and culture
- Develop EDI metrics and targets to inform the implementation of the University's Research Strategy and Research Culture Action Plan.
- Provide tools, training and guidance for our researchers to help them embed positive research culture in their teams and research practices.
- Provide support for researchers from underrepresented backgrounds to access and succeed in York’s academic research community.
- Create forums for interdisciplinary collaboration on EDI-related research initiatives.
Diversifying our staff and student community at all levels
- Develop and enhance targeted, bespoke outreach programmes to encourage applications from a more diverse set of prospective students.
- Develop iterative and data-driven action plans to address our pay gender, ethnicity and disability pay gaps.
- Embed EDI principles and positive action in our Talent Management Strategy implementation to attract and support progression for a more diverse pool of candidates.
- Build on our work to improve academic promotions processes to diversify the professoriate and a pipeline of diverse academic staff.
Fostering understanding, belonging, and respect in our University community and beyond
- Provide education, training and support for all members of our staff and student community to challenge misconceptions and support better understanding and respect between different groups.
- Provide opportunities and mechanisms for our staff and students to make personal connections with each other, both in and out of the classroom or office.
- Increase the representation of more diverse voices and communities across our communications, feedback and decision-making mechanisms.
- Ensure that EDI principles and practices are embedded into our leadership and development programmes to create a respectful, inclusive and supportive environment.
- Celebrate and showcase the contributions of our staff and student communities to advancing our EDI agenda.
Equality, Diversity and Inclusion Committee
Our Equality, Diversity and Inclusion Committee (EDIC) are responsible for developing our EDI strategy and ensuring that objectives are implemented effectively. They produce an annual report on EDI activities, achievements and priorities.