Diversity and inclusion roadmap

The Diversity and Inclusion Team has developed a roadmap to help frame discussion around attracting and retaining a diverse range of staff and building a more inclusive working environment. It suggests ways in which you might incorporate this into local actions and initiatives. 

A roadmap to success

1. Review your data

• Review numbers of your staff by grade and protected characteristic.
• Share information on your characteristics with the University to inform our activity and help us to identify gaps and measure progress.
• Monitor progress and share actions that have resulted in positive impact.
• Move beyond the numbers – consider the experience of different staff groups.

2. Take accountability 

• Communicate the benefits of a diverse workforce and an inclusive working environment.
• Consider the system of leadership in your area and how you might share accountability with your direct reports/middle managers.
• Ensure diversity of representation on all working groups/committees and interview panels.
• Embed into success measures/key performance indicators/Staff Review objectives where possible.
• Critically review your own area from a diverse user perspective identifying where you might build inclusion.
• Include in your annual reporting, acknowledging challenges, sharing good practice and celebrating success.

3. Raise awareness

• Ensure all employees are aware of how unconscious bias can impact in the workplace.
• Targeted interventions to address specific areas – for example, workshops on inclusive behaviour, cultural awareness.
• Provide mentoring and sponsorship.
• Consider your own awareness of the diverse needs and concerns of your staff.
• Consider visible ways to celebrate diversity in your work environment.
• Consult and collaborate with the central EDI Team and Staff Networks as appropriate.

4. Examine recruitment

• Reject non-diverse shortlists.
• Draft job specifications in a more inclusive way.
• Access resources available through the Diversify initiative to improve representation of marginalised groups across all levels of our workforce.
• Incorporate questions on diversity and inclusion in the interview question set for senior/management roles.
• Consider targeted advertising to reach a wider talent pool – for example, through social media or using local radio.
• Use apprenticeships to improve diversity.
• Ensure that web sites and recruitment materials show a diverse environment.