Diversity is one thing we all have in common.

Hello and welcome to this week’s post.

We’ve featured our “Challenge for Change Project” over the last couple of weeks. This week we take a look at the University’s current equality objectives and other key priorities for 2017/18.

When I started here in November 2015, the University already had a set of agreed equality objectives. When I reviewed them, I felt they were still relevant. So, with only a few small tweaks we have continued with them.

Our four high level objectives which provide the framework and direction for our progress:

1. Increasing the level of information that our students and staff share with us about themselves;
2. Profiling equality and diversity to develop staff and students awareness and understanding;
3. Developing our campuses so that all our students, staff and visitors feel welcome and included; and
4. Working with partners to promote the University as a good place to study and work.

Okay, so what have we made a priority for 2017/18:

It’s fair to say that we are building on our achievements from last year. We are keeping a focus on recruitment and selection to ensure that our processes are free from bias, and continue to improve the diversity of both our staff and student communities. In relation to staff, we’re working towards a more balanced workforce at all levels. We are confident that our recruitment and selection e-learning module, and one day Interviewer Skills Course will facilitate this.

Some colleagues ask me why a lack of diversity amongst staff is a problem that needs to be fixed. I actually think a better question to ask is what benefits do diverse teams bring?

A little while ago a colleague sent me through a blog called, “Finding Confidence as a University HR Leader – 10 Principles of Good Leadership” written by Dr Markos Koumaditis. On a recent leadership course delivered by UHR and Roffy Park, he and his colleagues agreed 10 broad principles for leadership. Number 6 struck a particular chord with me:

6 Build effective and diverse teams

Do not recruit at your own image. Do not recruit people to fit in. Recruit the best talent available and create a sum that is more than the parts. When people really value and leverage the diversity in the team, and especially feel commitment and care for their colleagues, great things can happen!

If you are interested in reading the whole blog, you can find it here.

Different thinking in teams enables the development of services that are relevant and responsive to all our students and staff. Different views and opinions help us not only learn about others, but also more about ourselves. Learning from others enables us to grow beyond our current experiences. I’ve mentioned before, working alongside my intern has taught me so much about myself. Only by valuing difference can we create a culture where our whole community feels safe and respected.

We are also building upon the support currently available for students and staff to improve their mental health and wellbeing. On this subject, I was recently reminded by students of the importance of good communication. This work will therefore not only enhance existing provision, but the sign posting to where and how to find it.

Developing our work with partners we will be engaging in more activities to profile key diversity dates including International Women’s Day; Women’s History Month; Black History Month; World Mental Health Day (WMH) and International Day Against Homophobia, Transphobia and Biphobia.

Finally, and linked to all of the above will be a greater focus on celebrating our achievements and the progress we continue to make. Keep your eyes open.

If you are doing work, or have ideas about activities that you would like to do to support the priorities, please get in touch.

Thanks for reading and I look forward to catching up next week.