ÄϹÏÓ°Ôº

Overview

At ÄϹÏÓ°Ôº, we know that strength lies in difference. We recognise that diverse groups of people, with different cultures, different views, and different perspectives, are more innovative, more creative, and more effective at problem solving. We bring about the changes needed to create a diverse and inclusive environment by adopting transformational and progressive practices, founded on the need to ask questions, to challenge, to seek solutions, to look for evidence of change, and to measure impact.

At the heart of our work is the Eleanor Glanville Institute - the University’s strategic lead for EDI. The Institute is a unique ‘hybrid’ department where academics and professional services staff work together, forging researcher-practitioner collaborations to underpin our inclusive practices by research, to develop new robust interventions informed by research, and to evaluate our impact and progress towards achieving our ambitions.

Our Staff

It has been more than 14 years since ÄϹÏÓ°Ôº began its gender equality journey, with the signing of the Athena Swan Charter in 2008. Since then, the University's work towards gender equality has been gaining momentum. As a University, we have seen an increase in women professors over the last 10 years (including in STEM) as well as increased promotions over the last three years for staff from ethnic minorities. Our Academic Returners' Research Fund has now been expanded to support men and women who have been on maternity/parental leave or are returning from health-related absences.

Supporting Data

We are pleased that we have made progress on measures of equality within our senior team. The percentage of women professors has increased from 22.8% in 2014 to 33.3% in 2022, rising above the national benchmark of 28.5% (Advance HE, 2022). For those in STEM, the percentage of women professors has increased from 13.6% in 2013 to 33.4% in 2023, rising above the national benchmark of 24.2% (Advance HE 2022) and the WiSE target of 30%.

A higher percentage of staff from ethnic minorities within the eligible group are promoted to Professor than white staff. In 2017, 10% of promotions to professor were of staff from ethnic minorities within the eligible group compared to 4% of white staff within the eligible group. In 2023, this figure rose to 11% compared to 4% of white staff within the eligible group.

Despite these successes we recognise that there is much more we need to do to keep working towards equality. 

Our One Community

The ÄϹÏÓ°Ôº is a vibrant community of scholars. Each of us bringing new knowledge, skills, and approaches to our university life. We welcome thousands of new members to our community each year and we benefit from sharing views and ideas from all around the globe. We actively seek to create One Community where, whoever you are, wherever you come from, you are part of our University and you can be safe enough to be challenged and supported to grow and develop.

We create opportunities for all members of our community to get involved and contribute to their university. We value new ideas and we adapt and develop as the community grows and changes. As One Community, we are comprised of individuals with a range of different experiences, identities, and cultures. We celebrate the diversity of all our staff and our students, and together we are stronger. 

UNESCO Chair

The UNESCO Chair was created to help address the global challenges of sustainable development through research and responsible foresight practices. Its mission is to work with communities to construct better futures in North-South collaboration, reframing the future, developing new knowledge, and addressing sustainable development goals.