8) Paradigm Shifts: There When we started on our LiD journey Historically the LiD surveys have indicated that there Zoe Ongoing have been paradigm shifts in 2010 significant numbers of staff are some gaps in terms of knowledge about EDI and Shackleton / in the thinking of staff at were not on board with what we this can be developed via on going sessions and by Maria Dean / all levels, in relation to wanted to achieve and genuinely adding this into the appraisals and one to one Erika EDI. this is no longer the case. sessions. We have worked with the Director of CPD Montgomery to identify and provide appropriate training, which was exemplified by the mental health awareness conference (summer 2016) and which reflected how we aim to meet identified training needs. The mental health awreness conference also included a workshop on unconscious bias that was delivered by a theatre company, ENACT Solutions. Learning - 2 We are confident that all members Send out key messages through a range of means Zoe Ongoing of staff are aware that they have a (e.g. written, verbal communication) that all staff are Shackleton / Strand responsibility to commit to and clear that EDI is their responsibility. Surveys reinforce Marketing embrace the College’s EDI this message, supported by our range of informative / Team / Erika framework. promotional literature. Montgomery All job descriptions and person specifications reference EDI and that all employees are required to support the College’s inclusive mission and core values.
Strand 2 - Learning 8) Paradigm Shifts: There have been paradigm shifts in the thinking of staff at all levels, in relation to EDI. When we started on our LiD journey in 2010 significant numbers of staff were not on board with what we wanted to achieve and genuinely this is no longer the case. We are confident that all members of staff are aware that they have a responsibility to commit to and embrace the College’s EDI framework. All job descriptions and person specifications reference EDI and that all employees are required to support the College’s inclusive mission and core values. Historically the LiD surveys have indicated that there are some gaps in terms of knowledge about EDI and this can be developed via on going sessions and by adding this into the appraisals and one to one sessions. We have worked with the Director of CPD to identify and provide appropriate training, which was exemplified by the mental health awareness conference (summer 2016) and which reflected how we aim to meet identified training needs. The mental health awreness conference also included a workshop on unconscious bias that was delivered by a theatre company, ENACT Solutions. Send out key messages through a range of means (e.g. written, verbal communication) that all staff are clear that EDI is their responsibility. Surveys reinforce this message, supported by our range of informative / promotional literature. Zoe Shackleton / Maria Dean / Erika Montgomery Zoe Shackleton / Marketing Team / Erika Montgomery Ongoing Ongoing