all grades are maintained and be mandatory online training Plymouth treated staff fairly overall and this published. for Chairs of recruitment was the same for the Sector. panels from September 2015. CROS 2013 highlights 98% of The new Research & Innovation Strategy Plymouth University 2017-2022 includes key priority 3.2 respondents were positive about Environment and culture: create a research the University’s commitment to ecosystem that values diversity, E&D compared to 86% for the collaboration and interdisciplinarity, sector. removes barriers, creates opportunities and expects delivery. Further analysis of CROS, PIRLS and the Staff Survey are Key outcomes: e-learning training for necessary to inform E&D equality & diversity and, unconscious bias is practice at Plymouth University. mandated for all staff. Findings to be reported to HR Excellence Steering Group and 2017 CROS and PIRLS analysis included Equality & Diversity Committee gender data for the first time. This gender Lead: HR and Research data is being used by HR and Equality, Support & Development June Diversity and Inclusion for the University 2014 Athena Swan activities. The Doctoral College has facilitated a series of meetings to report and discuss 2017 CROS and PIRLS including a meeting with Equality Inclusion & Diversity (29 September 2017). A direct result of this meetings has included so far: i. 2017 CROS and PIRLS gender data included for University Athena Swan activities and, ii. the inclusion of equality training for researchers from October 2018. This equality training will be based on the Vitae training package Researcher Counts” and additionally “Every be tailored to UoP institutional requirements. The training will additionally include Athena Swan and Concordat awareness. Co-facilitated by the Doctoral College and Equality Inclusion & Diversity sessions will be held in October 2018 and
all grades are maintained and published. CROS 2013 highlights 98% of Plymouth University respondents were positive about the University’s commitment to E&D compared to 86% for the sector. Further analysis of CROS, PIRLS and the Staff Survey are necessary to inform E&D practice at Plymouth University. Findings to be reported to HR Excellence Steering Group and Equality & Diversity Committee Lead: HR and Research Support & Development June 2014 be mandatory online training for Chairs of recruitment panels from September 2015. Plymouth treated staff fairly overall and this was the same for the Sector. The new Research & Innovation Strategy 2017-2022 includes key priority 3.2 Environment and culture: create a research ecosystem that values diversity, collaboration and interdisciplinarity, removes barriers, creates opportunities and expects delivery. Key outcomes: e-learning training for equality & diversity and, unconscious bias is mandated for all staff. 2017 CROS and PIRLS analysis included gender data for the first time. This gender data is being used by HR and Equality, Diversity and Inclusion for the University Athena Swan activities. The Doctoral College has facilitated a series of meetings to report and discuss 2017 CROS and PIRLS including a meeting with Equality Inclusion & Diversity (29 September 2017). A direct result of this meetings has included so far: i. 2017 CROS and PIRLS gender data included for University Athena Swan activities and, ii. the inclusion of equality training for researchers from October 2018. This equality training will be based on the Vitae training package “Every Researcher Counts” and additionally be tailored to UoP institutional requirements. The training will additionally include Athena Swan and Concordat awareness. Co-facilitated by the Doctoral College and Equality Inclusion & Diversity sessions will be held in October 2018 and