currently investigating how it that they have fair opportunity for pay and progression. Some training programme will can ensure that recruiters’ free text comments indicated that a few feel that there are not be mandatory and understanding of issues with workplace culture, such as or no completion targets “banter” responsibilities and the unconscious bias. The relationship between gender and have been set. However, broader legal context is kept progression in the research pathway has been noted within discussions are currently up-to-date. E&D the scoping stage of the EECI project group. taking place with Committee/HUMRS. CROS Action 6: A training programme is introduced to respect to making this address unconscious bias at a wider level. training mandatory. (E1) It is recommended that the University encourage all The University’s mandatory E&D training will be redeveloped OSD/HR/E&D June 2017 75% of staff undertaken Academic Schools in SET in-house by OSD E&D lead. training by April 2018. discipline areas to consider the appropriateness of The University is working towards the Race Equality Charter OSD/HR/E&D July 2018 Achievement of Charter working towards the Athena Mark for 2017 in addition to extension of Athena Mark. SWAN silver award. F: Implementation and Action 8: Review action plan by Sept 2016. OSD/DVC/REG September Submission of a full Work in progress via this review. Full review due 2018. 2018 review by September Review Concordat are now noted by the Research Excellence 2018. Group (chaired by the PVCR), once approved by DVC. Supplementary Summary of Specific Concordat actions from CROS 2015 and 2014 Action Plans
currently investigating how it can ensure that recruiters’ understanding of responsibilities and the broader legal context is kept up-to-date. E&D Committee/HUMRS. (E1) It is recommended that the University encourage all Academic Schools in SET discipline areas to consider the appropriateness of working towards the Athena SWAN silver award. that they have fair opportunity for pay and progression. Some free text comments indicated that a few feel that there are issues with workplace culture, such as “banter” or unconscious bias. The relationship between gender and progression in the research pathway has been noted within the scoping stage of the EECI project group. CROS Action 6: A training programme is introduced to address unconscious bias at a wider level. The University’s mandatory E&D training will be redeveloped in-house by OSD E&D lead. The University is working towards the Race Equality Charter Mark for 2017 in addition to extension of Athena OSD/HR/E&D OSD/HR/E&D June 2017 July 2018 training programme will not be mandatory and no completion targets have been set. However, discussions are currently taking place with respect to making this training mandatory. 75% of staff undertaken training by April 2018. Achievement of Charter Mark. F: Implementation and Review Action 8: Review action plan by Sept 2016. Work in progress via this review. Full review due 2018. Concordat are now noted by the Research Excellence Group (chaired by the PVCR), once approved by DVC. OSD/DVC/REG September 2018 Submission of a full review by September 2018. Supplementary Summary of Specific Concordat actions from CROS 2015 and 2014 Action Plans
Combined-Concordat-and-HREIR-Action-Plan-2016-to-2018.docx