9) New Opportunities: We welcome the contribution of all Consider methods of recruiting staff and students Zoe Ongoing There is encouragement stakeholders and we are fully from new and emerging communities. We continually Shackleton / for all stakeholders to committed to exploring new review our recruitment advertising methods and we Alicia speak of new opportunities. have increased the diversity of applicants and the Holdsworth opportunities (both staff profile, particularly in relation to BME groups. commercial and The E&D annual report for 2015/16 will be produced based on in the autumn term 2016/17 and we anticipate that personal knowledge of this report, which includes extensive data analysis, diverse needs. will reflect further improvements in the representation of BME groups in the staff profile. We have proactively sought to Student representation in the Diversity Group has Erika Ongoing involve the student body in EDI increased from two members in 2014/15 to 20+ in Montgomery Developing activities and planning and we 2015/16. Current levels of interest at the start of / Jo Caton - openly encourage staff to share 2016/17 are 40+. 3 ideas, literature etc. that may have benefits to the wider College. Strand When ideas are presented, the We are going to invite members of the broader staff Erika Ongoing Diversity Group is committed to body to attend meetings of the Diversity Group so Montgomery from trying to work with these and to that all staff, even those who are not Diversity October show that the contributions of Champions, have the opportunity to contribute to the 2016 others are welcomed and College’s approach to embedding EDI on a regular appreciated. basis.
Strand 3 - Developing 9) New Opportunities: There is encouragement for all stakeholders to speak of new opportunities (both commercial and based on personal knowledge of diverse needs. We welcome the contribution of all stakeholders and we are fully committed to exploring new opportunities. We have proactively sought to involve the student body in EDI activities and planning and we openly encourage staff to share ideas, literature etc. that may have benefits to the wider College. When ideas are presented, the Diversity Group is committed to trying to work with these and to show that the contributions of others are welcomed and appreciated. Consider methods of recruiting staff and students from new and emerging communities. We continually review our recruitment advertising methods and we have increased the diversity of applicants and the staff profile, particularly in relation to BME groups. The E&D annual report for 2015/16 will be produced in the autumn term 2016/17 and we anticipate that this report, which includes extensive data analysis, will reflect further improvements in the representation of BME groups in the staff profile. Student representation in the Diversity Group has increased from two members in 2014/15 to 20+ in 2015/16. Current levels of interest at the start of 2016/17 are 40+. We are going to invite members of the broader staff body to attend meetings of the Diversity Group so that all staff, even those who are not Diversity Champions, have the opportunity to contribute to the College’s approach to embedding EDI on a regular basis. Zoe Shackleton / Alicia Holdsworth Erika Montgomery / Jo Caton Erika Montgomery Ongoing Ongoing Ongoing from October 2016