Online Training Course: Designing an Effective Equality, Diversity and Inclusion Strategy in Higher Education

Focus on the breadth of EDI issues within the higher education sector, and how to prioritise and not be overwhelmed.

An overview of the legislative requirements for public sector bodies as employers and service providers, including the need to show ‘due regard’ to EDI.

Through plenary conversations and smaller group activities, we will look specifically at:

• The benefits and challenges of equality impact assessments
• Using and publishing data
• Reporting (and supporting) incidents of discrimination or harassment
• EDI inductions for staff and students

This session will focus on how to get buy-in from different groups of stakeholders, how to ensure we listen to different groups, and how to empower different groups to advance equity, diversity and inclusion.

We will look specifically at:

• Quantitative and qualitative data
• Staff and student disillusionment
• Avoiding a deficit approach
• Building trust
• Remuneration for involvement in EDI

This session will look at how positive action initiatives can be used to advance EDI and how they can be used strategically, along with characteristic-specific actions and charter marks.

Before the next session, delegates are asked to identify and reflect on one situation where they have enacted change and had a positive impact. It could be something small, something big, something operational or something strategic. It might inside work or outside work.

Reflect on what you did, and what impact you had. How to did you achieve that impact – what did you do to make it happen?

*Programme subject to change

Our second session will begin with a look at instigating change and reflecting on what works. Delegates will look for commonalities in their different examples, and we will also reflect on discussions from day 1.

Using a case study, we will break into smaller groups to discuss the different EDI issues related to the student life cycle, and how to begin tackling them. We will look at:

• The different stakeholders involved in teaching, learning and student experience
• Data and evidence-based discussions
• What inclusivity looks like
• Collaborative working
• Challenges to engagement

Using a case study, we will break into smaller groups to discuss the different EDI issues related to staff recruitment, progression and success. We will look at:

• Data and evidence-based discussions
• Implicit bias and the myth of meritocracy
• Reluctance to engage
• Collaborative working

We will discuss:

• Different governance models for EDI within higher education institutions and the different aims and objectives
• Reporting mechanisms and accountability at different levels
• Benchmarking and measuring success

In small groups, delegates will discuss how EDI governance works within their institution and the positives and negatives of the different models.

In the plenary session we will work through the challenges identified through the padlet, and the small group discussions.

The last session of the training will focus on self-care and maintaining energy and confidence while navigating EDI. We will discuss the different networks and support that are available to EDI practitioners within higher education and how we can collaborate with and support each other.

*Programme subject to change