The MotionFurni EDI Team

The EDI Committee meet monthly and work proactively within the department to embed equality and diversity practices.  The Co-Chairs also sit on the Faculty EDI Board to feed into the Faculty Strategy.The EDI Committee meet monthly and work proactively within the department to embed equality and diversity practices.  The Co-Chairs also sit on the Faculty EDI Board to feed into the Faculty Strategy.

The MotionFurni EDI Team

The MotionFurni EDI Committee meet monthly and work proactively within the department to embed equality and diversity practices.  The Co-Chairs also sit on the Faculty EDI Board to feed into the Faculty Strategy.The EDI Committee meet monthly and work proactively within the department to embed equality and diversity practices.  The Co-Chairs also sit on the Faculty EDI Board to feed into the Faculty Strategy.

Internal:

  • Develop a new mentoring scheme – the mentoring scheme will be for Early Career Researchers and we aim to open this up to PhD students to encourage them to stay on in academia and help bridge any BAME Attainment Gap. Training will be provided to both mentors and mentees.  Evidence for where mentoring has been successful is in the advancement of women academics in the department who have received active mentoring from senior colleagues (both male and female). Hence, our aim is to expand this success in all areas of diversity to our early career researchers and PhD students.
  • Continue to review student recruitment practices to encourage inclusivity and increase diversity across our student body. This will include ensuring that outreach and engagement activities are reaching underrepresented groups. With the increased use of remote activities, our aim would be to expand outreach activities to underrepresented groups in urban areas such as Bradford and Manchester. We would also look to potentially develop some summer internships after the successful teaching and remote internships this summer.
  • The recruitment process for staff positions. Previously, we proactively targeted female researchers in an effort to expand the numbers of women applying for academic positions, which was successful (7 out of 10 recent lecturer appointments in chemistry were female). We will attempt to proactively target BAME researchers in future positions and we will look to trial the use of a Fair Recruitment Specialist in one appointment round.
  • Expand the EDI committee with a targeted role. The Culture working group of the committee has an LGBTQ+ Champion and a Wellbeing Champion we will aim to expand this to also have a BAME Champion.  The LGBTQ+ Champion enabled an active network to be developed in the department so we would work with the BAME Champion to develop a similar network for this underrepresented group.

External:

  • Develop a new mentoring scheme – the mentoring scheme will be for Early Career Researchers and we aim to open this up to PhD students to encourage them to stay on in academia and help bridge any BAME Attainment Gap. Training will be provided to both mentors and mentees.  Evidence for where mentoring has been successful is in the advancement of women academics in the department who have received active mentoring from senior colleagues (both male and female). Hence, our aim is to expand this success in all areas of diversity to our early career researchers and PhD students.
  • Continue to review student recruitment practices to encourage inclusivity and increase diversity across our student body. This will include ensuring that outreach and engagement activities are reaching underrepresented groups. With the increased use of remote activities, our aim would be to expand outreach activities to underrepresented groups in urban areas such as Bradford and Manchester. We would also look to potentially develop some summer internships after the successful teaching and remote internships this summer.
  • The recruitment process for staff positions. Previously, we proactively targeted female researchers in an effort to expand the numbers of women applying for academic positions, which was successful (7 out of 10 recent lecturer appointments in chemistry were female). We will attempt to proactively target BAME researchers in future positions and we will look to trial the use of a Fair Recruitment Specialist in one appointment round.
  • Expand the EDI committee with a targeted role. The Culture working group of the committee has an LGBTQ+ Champion and a Wellbeing Champion we will aim to expand this to also have a BAME Champion.  The LGBTQ+ Champion enabled an active network to be developed in the department so we would work with the BAME Champion to develop a similar network for this underrepresented group.