EQUALITY,
DIVERSITY
AND INCLUSION
ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
CONTENTS
2
3
4
5
7
Introduction
Vice Chancellor’s Foreword
A Year at a Glance
Strategic Context
Progress against our 2022-2023 Priority Actions
EDI Themes:
8 Theme 1: Embed EDI into Our Core Business
People and Processes Teaching, Learning and the Student Experience Faculties and Departments Student Inclusion CHASE - Centre for Health and Social Equity
10 Theme 2: Take Action to Eliminate Barriers
Understanding Inequalities through Data EDI Initiatives Learning and Training University Wide Leadership Development Programmes Faculty and Department Training
Charter-related Actions
Research
14 Theme 3: Fostering Inclusion and a Sense of Belonging Northumbria Values and Behaviours Disability Inclusion Gender Inclusion LGBTQ+ Inclusion Race Inclusion Intersectional and Wider Inclusion Initiatives Faculty Equality Events Enhancing Student Inclusion Networks
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18
Charters and Frameworks EDI priorities for 2023-2024
CONTENTS EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
PAGE 1
INTRODUCTION
This EDI Annual Report Summary provides essential insights from Northumbria University’s Equality, Diversity, and Inclusion (EDI) Annual Report. Highlighting key initiatives and achievements from the preceding year, it also outlines our EDI priorities for 2023-2024. The complete report is accessible via the link below.
The complete EDI Annual Report.
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INTRODUCTION EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
VICE CHANCELLOR’S FOREWORD
PROFESSOR ANDY LONG, VICE-CHANCELLOR AND CHIEF EXECUTIVE.
As Vice-Chancellor and Chief Executive at Northumbria University, I am delighted to share with you this EDI Annual Report Summary 2022-2023.
When I joined Northumbria just over a year ago, the commitment to inclusion was apparent, and I am pleased to say that this sense has continued to grow over this past year. I can clearly see a step change on this journey in that we are moving to become a university which is recognised for its achievements in EDI.
- Vice-Chancellor I fully support the development and promotion of a culture where we maximise the potential of all and create an environment where people feel safe and that they belong. Whilst the University recognises and responds to legislative duties, we are committed to the compelling moral case for equality and strive to create a community that positively welcomes diversity by embedding equality, diversity and inclusion in everything we do.
- a university, we have achieved so much over the past year, not least of all, in being named Times Higher Education University of the year 2022. Whilst we are enormously proud of this, we know that by keeping a focus on underlying issues, creating and testing new interventions and taking bold actions, we will become a truly diverse and inclusive organisation.
This Summary Report presents a brief snapshot of the full EDI Annual Report where you can read in further detail about the vast amount of work and activity which has been undertaken by colleagues over the past year.
VICE CHANCELLOR’S FOREWORD EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
PAGE 3
A YEAR AT A GLANCE
442
179
Registrations for the EDI learning events (269 unique attendees).
Nominations for the Shine Awards.
42%
£49,812
Awarded to VC Diversity Fund Projects.
more females participated in promotions activity than last year.
1st
Gender Pay Gap reduced for the 3rd year in a row.
Ethnicity and disability Pay Gap reports published.
Values and Behaviours
Almost 1,000 colleagues attended Launch events.
Values
Behaviours
Disability
Confident
Leader.
Achieved in July 2023.
Athena Swan Bronze Award. Achieved by all departments.
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A YEAR AT A GLANCE EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
STRATEGIC CONTEXT
Northumbria University’s vision for 2030 is to be a ‘research-intensive university that unlocks potential for all, changing lives regionally, nationally and internationally’. EDI will be key to the new University Strategy 2024-2030 as a core commitment in our continued journey of excellence.
Our Strategy engagement sessions have enabled 812 colleagues to participate in the development of the Strategy with two workshops focussed on EDI with 197 colleagues participating in these. The EDI themed workshops were the second most engaged with, the first being Education. Feedback from the workshops was that EDI needs to be firmly at the heart of everything we do, and the launch of our new strategy in 2024 will further ensure that EDI is embedded across the organisation.
“The range of EDI initiatives and activities, and the appetite amongst participants for a bold approach in this area.” (EDI Strategy workshop attendee quote).
In terms of our current University Strategy 2018–2024 this set out the University’s vision for EDI in a time of increasing competition and globalisation in the strategic outcome:
Our annual delivery plan for EDI in relation to staff across the organisation directly supports the University’s Business Outcome:
“The workforce is increasingly more diverse with fair access to opportunities.”
“Exceptional people empowered to achieve shared ambitions.”
STRATEGIC CONTEXT EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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The University has continued to progress work relating to four focus areas of inclusion which are, Gender Equality, Race Equality, LGBTQ+ Equality and Disability Equality. To support a structured and coherent institutional approach to EDI which considers an intersectional lens and advancing equality beyond the four focus areas the University has continued to make progress in relation to its three core themes. These are:
1
THEME 1: EMBED EDI INTO OUR CORE BUSINESS
Realising our vision of embedding EDI across the University requires everyone to understand what equality and true inclusion might look like, for all colleagues to recognise the advantages of working to achieve it and for all colleagues to be shown that their contribution is truly valued by the University.
We will promote greater understanding of equality, diversity and inclusion by increasing the visibility of EDI, knowledge and skills through EDI touch points, EDI delivery plans and professional development offerings.
THEME 2: TAKE ACTION TO ELIMINATE BARRIERS
The University is committed to identifying and understanding structural and cultural barriers that hinder advancement. This theme supports our commitment that the University will take appropriate action to remove or mitigate against barriers where possible, ensuring that no one is disadvantaged.
THEME 3: FOSTERING INCLUSION AND A SENSE OF BELONGING
Our equality, diversity and inclusion vision is to create a positive environment that enables all of our people to flourish and achieve their potential. Everyone will need to play a part in making the University a place where all interactions are characterised by respect, trust, openness and equity. This positive culture of welcome and inclusion must be visible to our external partners and stakeholders and felt by those who work and study here.
2
3
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STRATEGIC CONTEXT EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
PROGRESS AGAINST OUR 2022-2023 PRIORITY ACTIONS
In our 2022 report we set several priority actions for EDI. Progress against those objectives is as follows:
IMPLEMENT A CAMPAIGN TO ENCOURAGE EQUALITY DATA DISCLOSURE IN THE NEW PEOPLE AND FINANCE SYSTEM.
DEFINE AND IMPLEMENT ACTIONS TO ADDRESS KNOWN PAY GAPS.
Northumbria University has outlined three primary objectives:
1 Increasing the number of women in senior positions.
2 Improving ethnic diversity across all grades and especially senior Professional Support roles.
3 Encouraging more employees to share with us if they are Disabled to support more accurate and meaningful analysis
A range of recruitment, progression and retention activities have been undertaken this year in relation to the objectives.
The NU People and Finance system (NUPF) introduced this year has improved our data and reporting capabilities. Colleagues can now update their own personal data through the self-service portal, and a communications plan has been implemented to increase awareness of the system and its functionality, including the production of a video about sharing personal information in NUPF finalised for roll out at the end of July 2023.
DEVELOP OUR PAY GAP REPORTING TO INCLUDE ETHNICITY AND DISABILITY AND PROVIDE MORE COMPREHENSIVE ANALYSIS.
WORK WITH THE DISABILITY STEERING GROUP AND NETWORK TO SUBMIT DISABILITY CONFIDENT LEADER APPLICATION IN 2023.
In March 2023, we published our first Ethnicity and Disability Pay Gap report which provides us with a more detailed analysis of our workforce. The Ethnicity Pay Gap Report was produced analysing pay by ethnicity using two groups White and BAME (Black, Asian, and Minority Ethnic) and five groups (Asian, Black, Mixed, Other and White).
Over the past year we have taken actions to improve support for disabled colleagues at Northumbria and at the end of June 2023, following external validation with excellent feedback, were awarded Disability Confident Leader status.
WORK WITH THE LGBTQ+ STEERING GROUP AND NETWORK TO ADDRESS ANY GAPS AND ENSURE WE ARE TAKING A COMPREHENSIVE APPROACH TO LGBTQ+ INCLUSION.
The Advancing LGBTQ+ Equality Project was launched in the summer term, using the Stonewall Workplace Equality Index criteria as framework to review and develop actions to improve LGBTQ+ inclusion at Northumbria, in areas which include Employee Lifecycle, Leadership Development, LGBTQ* Network and Supply Chains.
The Northumbria University Combined Pay Gap Report.
PROGRESS AGAINST OUR 2022-2023 PRIORITY ACTIONS EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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EDI THEMES
THEME 1: EMBED EDI INTO OUR CORE BUSINESS
Across Northumbria colleagues have undertaken a wide range of varied, innovative and inspirational EDI activity. You can read more about it in the full Annual Report, and colleagues within the organisation can access an internal repository here which contains detailed reports from all academic faculties and key business areas.
PEOPLE AND PROCESSES
This year we have introduced changes in key people processes to support our strategic focus around ‘Northumbria as an Employer’. The new Academic Development Review replaces the Academic Promotions round to remove barriers and make the process more inclusive and accessible. Female participation has increased by 42% in comparison to the previous round.
Northumbria’s Research Sabbaticals process has shifted from an applications-based system reviewed by a committee, to one where all eligible colleagues have regular sabbaticals scheduled into a Department Sabbatical Rota in a one in seven semester cycle.
A Recruitment Review was undertaken to ensure processes are accessible and attract applicants from diverse backgrounds to consider Northumbria as an employer. EDI statements in job adverts have been updated and NU People and Finance (NUPF) has enabled improvements to pre and on-boarding support, to promote a sense of belonging as new colleagues prepare to arrive. 127 people registered for Managers’ Recruitment and Selection training which includes learning on EDI, unconscious bias and fair recruitment processes. Recruitment Skills training was also introduced to support career progression for existing colleagues.
Inclusive recruitment is a process of attracting, assessing, and selecting individuals with a wide range of abilities and backgrounds. It involves practices that consider the diverse needs of applicants, and provide equal opportunities for individuals to be considered.
The goal of inclusive recruitment is to create a diverse and inclusive workplace that reflects the broader community.
The full Annual Report and internal repository.
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EDI THEMES: THEME 1 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
Reasonable Adjustments support for disabled colleagues has been improved with the introduction of a Workplace Adjustment Passport, and a single budget and point of contact for purchasing equipment and training in relation to Reasonable Adjustments. Feedback received so far indicates a greatly improved experience for colleagues.
The Equality Impact Assessment (EIA) process has been simplified and moved online. Training sessions and guidance have been developed for colleagues who may need to complete EIAs.
STUDENT INCLUSION
Over 250 student care leavers, estranged students, student carers and Sanctuary Scholars were supported pastorally and financially through NU Belong in 2022/23. ‘Education without Barriers’ provided philanthropical funding of doctoral study scholarships for candidates from under-represented groups and students from WP backgrounds were able to access funding through the International Mobility team with a specific focus on ‘levelling up’ including the Turing Scheme.
The International Short Programme (ISP) continued to provide students unable to commit to long periods overseas with the opportunity to participate in short overseas programmes of 4-8 weeks to gain international experience in their studies.
A total of 123 students with sensory differences attended Quiet Half Hours which were introduced at the Part-time Jobs and Graduate Jobs & Placements Careers fairs. Sessions were supported by additional Graduate Futures staff to provide 1-1 support where needed.
The Degree Apprenticeships Support Model review resulted in significant changes to the service in response to the rising numbers of students with learning difficulties and disabilities. Changes included an Accessibility Adviser who is a single point of contact for all students on Police programmes (PCDA, DHEP & GDP), a reduction in evidence requirements for diagnosis of a Specific Learning Difficulty (SpLD) and the introduction of a new Student Accessibility Plan (SAP) template.
The Social Sport Programme offered inclusive and affordable sport for all Northumbria Students, including sports such as Badminton, Cricket and Futsal. 548 students engaged, with over 2000 bookings made over throughout the year.
TEACHING, LEARNING AND THE STUDENT EXPERIENCE
Northumbria’s students are at the heart of everything we do. This year, a wide range of activities have been delivered to ensure EDI principles are embedded in all student facing activities, including the delivery of EDI and teaching focused workshops, improved and centralised resources for accessibility and inclusive education, a Staff Accessibility Tool kit, and an improved Careers Online platform resulting in a substantial increase in engagement with a third more registered accounts.
FACULTIES AND DEPARTMENTS
A significant amount of work has taken place across Departments to integrate EDI principles in learning and teaching, including decolonisation and diversification of teaching materials; the exploration of marginalisation, discrimination and social exclusion to break down knowledge barriers for race and disability; EDI internships for areas such as digital exclusion, curriculum representation and supervision practices experienced by under-represented groups, Global Majority groups and international students; and the introduction of an ‘EDI Module Checklist’.
The improved workload allocation process in the Law School provides colleagues with clarity on their workload for the year, the ‘Research Pipeline Scheme’ provides early career research (ECR) colleagues who are chronologically mid-to-late career with a structured and mentored monthly programme.
Over 250 students were supported through NU Belong in 2022/23.
EDI THEMES: THEME 1 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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THEME 2: TAKE ACTION TO ELIMINATE BARRIERS
DFN Project Research
Northumbria is partnering with DFN Project Search, Newcastle City Council, City Learning and Sodexo to establish a supported internship programme for young people with autism or a learning disability. As Host Business for the programme, Northumbria provides work placements for a cohort of twelve students as part of a year-long educational programme delivered by City Learning onsite at Northumbria. Project Search is an international programme which is well established in the UK, and we are proud to host the first programme in our region.
UNDERSTANDING INEQUALITIES THROUGH DATA
Staff Data
NU People and Finance system (NUPF) was introduced this year replacing existing HR and recruitment systems providing improved user accessibility, and the ability to extract high quality reporting information which will allow us to identify inequalities and take targeted action to address them.
Student Data
Colleagues in the Access and Inclusion Team and Strategic Planning and Performance developed the EDI Data Hub which provides static reports on student numbers and outcomes split by key EDI characteristics. Users can access specific, aggregated diversity data collected upon enrolment.
Reverse Mentoring - Racial Equalities
A Reverse Mentoring pilot scheme on racial equalities was developed, with five of Northumbria’s senior leaders being mentored by the BAME Network Steering Group, due to begin in September 2023. Senior leaders will engage in deep thinking about effective leadership of racial equality initiatives and BAME colleagues will gain invaluable experience of influencing senior leadership thinking on issues of racial equality for BAME employees.
A project on Advancing LGBTQ+ Equality at Northumbria was established, using Stonewall’s Workplace Equality Index criteria to provide a framework to systematically approach LGBTQ+ inclusion. A working group has reviewed Northumbria’s current position, and an action plan will be developed against each of the eight focus areas.
EDI INITIATIVES
The Vice-Chancellor’s Diversity and Inclusion Fund (VCDF) fund supports initiatives which contribute to a culture of diversity and inclusion across the University. It has provided support for eleven new projects this year, bringing the total to forty-four since its launch in 2019.
Funding awarded to projects this year:
£49,812
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EDI THEMES: THEME 2 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
Student Inclusion Consultants
The Student Inclusion Consultants (SICs) scheme is widely regarded as a great example of student engagement practice and has featured at a number of external conferences and events including RAISE Conference 2022 and Advance HE. SICs have flexible, paid partnership opportunities which enhance inclusive practice with the impact of their insight and lived experience of barriers faced in accessing or succeeding at university.
A Student Transition Working Group to understand how student-facing teams can collaborate to improve the transition experience (as a new or returning student) has led to better working practices and a more cohesive transition experience for students joining Northumbria via supported entry schemes.
Targeted marketing of the IGNITE hybrid employability skills programme for undergraduate students led to engagement of Black, Asian and Minority Ethnic (BAME) students being 23.3% above the wider university BAME population, and 77% of students on the programme being from a WP background.
LEARNING AND TRAINING
EDI Learning
96% of eligible staff completed EDI Mandatory Training this year, with several Departments having a 100% completion rate. Inclusive Language training was successfully piloted, Reasonable Adjustments training developed and launched, and Line Manager Induction sessions delivered with the Organisation Development Team were redesigned.
Percentage of widening participation students from the programme (including BAME students, disabled students, first generation students and students from low participation neighbourhoods):
77%
UNIVERSITY WIDE LEADERSHIP DEVELOPMENT PROGRAMMES
A one-day Autism and the Workplace Conference took place in June 2023 for autistic students and recent graduates. Designed in consultation with autistic staff and students, this hybrid event offered advice on accessing work experience and graduate jobs.
A pilot of the ‘Levelling up Law’ mentoring scheme matched 2nd year Law students with legal professionals. Firms involved included Eversheds Sutherland, Freshfields Bruckhaus Deringer LLP and Weil, Gotshal & Manges LLP, and all 12 participants met at least one of the WP criteria.
Five women participated in Regional Cross-Institutional Action Learning, delivered in collaboration with the University of Leeds, Leeds Beckett, Leeds Trinity, Sheffield Hallam Bradford, Huddersfield, and York St John. Six women took part in Advance HE’s Aurora, we have continued to support women to participate in Advance HE’s Senior Women’s Leadership Programme and three colleagues from Black, Asian and Minority Ethnic backgrounds participated in Advance HE’s Diversifying Leadership programme.
The Student Inclusion Consultants (SICs) scheme.
EDI THEMES: THEME 2 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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In Health and Life Sciences the Equality Matters @ Coach Lane Seminar series invited local and national speakers. Colleagues engaged in EDI conversations in external networks, including the National Institute for Healthcare and Care Research (NIHR), the Council of Deans and the Royal National Lifeboat Institution (RNLI).
In Engineering and Environment colleagues are involved in the Decolonial Architectural Network at Sheffield, and are developing curriculum toolkits with Newcastle, Ulster and Herriott-Watt to address intersectional approaches to real estate and the built environment.
FACULTY AND DEPARTMENT LEARNING
Technology Enhanced Learning (TEL) delivered an Inclusive Writing Continuous Professional Development (CPD) Workshop for staff guides and hosted a specialist session to discuss Dyslexia as a specific learning disability. Northumbria Sport and IT Services developed a bespoke EDI in Sport Learning module through Blackboard for coaches, service staff, volunteers, interns, and club committee members, to support colleagues to recognise protected characteristics, intersectionality, and best practice.
Art, Design and Social Sciences (ADSS) introduced EDI development time on the first Wednesday of each month for a series of workshops and research seminars. The Art and Design Departmental Self-Assessment Team (D-SAT) is developing a gender equality workshop for staff and an electronic handbook for all staff pertinent to workplace culture.
CHARTER RELATED ACTIONS
Athena Swan Workshops
A series of workshops centred around key Athena Swan themes were facilitated throughout the year to identify potential areas of overlap where collective actions can effectively address gender equality issues.
Race Equality Charter
Colleagues continued to be invited to join our consultative group and student views were shared via Student Union Sabbatical Offices, Student Inclusion Consultants and via projects such as the IRIS initiative. Feedback was invited from staff and students, through the BAME Network, our race equality survey, race equality listening groups, and the NU Points of View online form. Engagement with external organisations supported activity such as the African Lives in Northern England project, Show Racism the Red Card and Teakisi. Support continued for the Gypsy, Traveller, Roma, Showman & Boaters (GTRSB) Pledge.
A Tangible Outputs statement, produced by the BAME Network outlines several BAME employee issues, including under-representation of BAME employees in Higher Education senior positions, the ethnicity pay gap, the requirement for further leadership development opportunities and employee support being sensitive to issues of racial equality.
In Business and Law a collaborative project “A Place for Us” was designed to enhance the lived experience of disabled law students. This research-led project resulted in a Toolkit to help address the barriers Law students with specific learning difficulties face. The Capabilities Project 2022/23 improved the understanding of factors that influence the awarding gap for students from low participation neighbourhoods. North East Raising Aspiration Partnership (NERAP) events were held for care-experienced children to raise aspirations around their education.
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EDI THEMES: THEME 2 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
Disability Confident Leader
Several actions were identified which will be progressed as part of ongoing DESG work to improve disability equality, primarily focussed on the employee lifecycle, but which align with the social model of disability and its principles of changing the environment around us so that it is accessible to everyone.
RESEARCH
A range of EDI related research activity took place including Pro North-East, the Office for Students (OfS) funded project to improve graduate outcomes for Black, Asian and other Minority Ethnic students, Research with the UK LGBT+ Veteran Community Conference which took place on the 23rd anniversary of the lifting of the ban on LGBT+ military employees in the UK Armed Forces, delivered jointly between Northumbria University’s Northern Hub for Veterans and Military Families Research, and LGBT+ military charity Fighting With Pride (FWP).The conference saw the launch of a new report undertaken by the Northern Pride for Veterans and Military Families’ Research.
The Newcastle EDI Learning Hub was formed in Business and Law and in June held an event bringing together Newcastle Business School academics, Northumbria professional support staff and local businesses. A cross-faculty Interdisciplinary Research Theme focusing on Gendered Violence and Abuse was established. In Law, a symposium was held on ‘Sexual Autonomy, Protection and Identity in Care Settings’.
In Architecture and Built Environment (ABE) EDI related research activity included the ‘Her Cities’ project, and development of a curriculum toolkit with partners at Newcastle, Ulster and Herriott-Watt which addresses intersectional approaches to real estate and the built environment. In CIS, a 4-year longitudinal project with Newcastle University commenced titled ‘The Experience of Female Students Interviews’, resulting in the development of a behavioural standards game, ‘Creepy/Not Creepy’ available at https://forms.gle/u5Dwwfacki4SyQJq8).
In Sport, Exercise and Rehabilitation (SER), EDI has featured in programmes associated with the Special Olympics, Wheelchair biomechanics and Wheelchair basketball as well as programmes of research with African women footballers.
Northern Pride for Veterans and Military Families’ Research report.
EDI THEMES: THEME 2 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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THEME 3: FOSTERING INCLUSION AND A SENSE OF BELONGING
GENDER INCLUSION
Events this year included a talk by Rachel Williams (Stand up to Domestic Abuse). Menopause awareness featured on the Wellbeing agenda, with 116 colleagues engaging in 3 sessions with a sector leading external provider, and a Royal Society funded Menopause Conference was held in June. In Sport, the Woman’s five-a-side league was launched in collaboration with Newcastle University, British Universities and College Sport and Northumberland FA. A Women in STEM panel was held for penultimate and final year female-identifying students. 100% of participants felt more informed about entering a career in STEM.
A wide range of activities and initiatives took place to foster inclusion and a sense of belonging for staff and students. Many activities were centred around key dates in the EDI calendar with speakers and events running throughout the year.
NORTHUMBRIA VALUES AND BEHAVIOURS
The Northumbria Values and Behaviours framework was developed by colleagues. Over 100 volunteers contributed to its development, and a series of launch events were delivered to almost 1000 colleagues. The Values and Behaviours are now embedded into the employee lifecycle, and in July 2023 Northumbria held its inaugural Shine Awards which celebrated our Values and Behaviours. An outstanding 179 nominations were received for individuals and teams across the five awards of Academic Excellence, Ambition, Inclusivity, Innovation and Collaboration.
LGBTQ+ INCLUSION
The LGBTQ* Staff Network hosted the first Regional HE LGBTQ* Staff Network Conference, bringing together members from the five regional university Networks under the theme of ‘United in Diversity’. 100% of respondents to the feedback survey found the conference beneficial and all Networks have committed to establishing this as an annual event. Other learning throughout the year included an ‘in-conversation’ session with trans filmmaker and writer Jason Barker, and a Stonewall session on ‘An Introduction of LGBTQ+ Identities’. Rainbow Banners were installed across City Campus for Pride Month in June, and once again the Annual Pride Breakfast was hosted at the Student Union, attended by Northumbria staff, students and guests from Newcastle University’s Rainbow Network.
DISABILITY INCLUSION
During Disability History Month, a session with external speakers ‘The Triple Cripples’ gave a unique insight into the experiences of multiple-marginalised people, and an Andy’s Man Club talk took place on men’s mental health. The Students’ Union held their first Disability Conference and Autism Appreciation sessions were delivered by a colleague with lived experience.
In May, 74 people signed up to the Highlighting Autism Research event. A Neurodiverse Transition Working Group was established and delivered a two-day Event for neurodivergent students in advance of Welcome Week.
Learn more about Northumbria Values and Behaviours.
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EDI THEMES: THEME 3 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
Over 100 colleagues engaged with the SLAS Staff Network where staff can share experience, knowledge and best practice around student EDI. More than 100 colleagues attended the first Showcase Event for APP work that is funded within SLAS. Northumbria has continued to work with Newcastle Carers and Newcastle University on the network of student carers within Newcastle which was established in 2021.
RACE INCLUSION
New and updated eLearning, facilitated discussions, and awareness raising events with guest speakers and external experts have taken place throughout the year. Sessions included contributions from Prof. Jason Arday, Prof Kalwant Bhopal, Kym Oliver & Jumoke Abdullahi, ‘Friends, Families and Travellers’, and ‘Connected Voice’.
The ‘Race and Space’ reading group, an interdisciplinary project supported by colleagues in Business and Law and Engineering and Environment, developed into a ‘Critical Walk Series’ with the final session of the year in Byker. The Amplifying Black Voices in the Library project aimed to identify Black students’ use of the library and suggest ways to make services accessible to better meet their needs. Beyond being Black podcasts were developed by student ambassadors to celebrate Black voices and featured at several external conferences and events.
INTERSECTIONAL AND WIDER INCLUSION INITIATIVES
The ‘Amplifying Inclusion’ series was designed to amplify the voices, research and learning of colleagues and students across our Northumbria community ensuring we are at the forefront of cutting-edge research relating to EDI and provided a platform for early career and leading academics to share their work.
Topics including ‘Misogynistic terrorism’, ‘Refugee Re-settlement’, ‘Lived Difference’, ‘Women’s Criminal Justice Hubs’, ‘Addressing ‘Race’’ and ‘Understanding
LGBT victimisation’ were presented over four events which were attended by 76 staff and students.
Faculty Equality Events
A range of EDI events were held which included plays, unveiling of a plaque, walks, screenings, conversations, talks, induction events, the Relaxed Reading Club, Menopause Café, the Mix, Mingle and Markets Diwali-inspired event and a Mardi Gras celebration on Trans Day of Visibility on 31 March.Enhancing Student Inclusion.
NETWORKS
Networks play a vital role in creating a sense of belonging, inclusion and support for colleagues. The Networks at Northumbria all have distinct identities and priorities for their members. The B.A.M.E Staff network, Disabled Staff Network and LGBTQ* Network Chairs through their Steering Group roles, have continued to provide an important voice to the respective University Steering Groups, to drive the direction of the equality work for each area.
EDI THEMES: THEME 3 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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CHARTERS AND FRAMEWORKS
Northumbria is committed to a range of EDI charters and frameworks, including those which are HE specific (Athena Swan and Race Equality Charter) as well as Disability Confident and Stonewall.
Signing up to EDI charters enables recognition for ongoing work, as well as demonstrating a visible commitment to addressing EDI issues, but more importantly they provide frameworks within which to systematically address inequalities in the organisation.
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CHARTERS AND FRAMEWORKS EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
ATHENA SWAN
DISABILITY CONFIDENT
Northumbria has been a Disability Confident Employer (Level 2) for several years. In the past 12 months a range of activities were undertaken to advance disability equality at Northumbria, to improve the experiences of disabled colleagues and make the workplace more accessible. This work led to the award of Disability Confident Leader (level 3) in June 2023 and we are now working to develop more actions to advance disability equality in the workplace.
Northumbria holds a Bronze institutional Athena Swan award and work is well underway to support our ambition to progress to a Silver Institutional Award, with a planned submission date of March 2025.
Every academic department holds a Bronze Athena Swan Award and has a 5-year action plan to address their specific issues of gender inequality, uncovered in their respective self-assessment processes. In addition, Research and Innovation Services are the first of Northumbria’s professional services departments to engage with Athena Swan through Advance HE’s Professional, Technical and Operational (PTO) Directorates Athena Swan Trial, and plan to submit in January 2024.
ADVANCING LGBTQ+ EQUALITY
Northumbria has been a Stonewall Diversity Champion for several years. This year we reviewed our LGBTQ+ inclusion practices against the Stonewall Workplace Equality Index and established a group to identify and progress actions against each of the eight areas of the index, including policy and employee lifecycle, procurement practices, staff networks and leadership development.
RACE EQUALITY CHARTER
Northumbria committed to Advance HE’s Race Equality Charter (REC) in 2020. Following a period of self-assessment, the Race Equality Steering Group, with contributions and support from the Race Equality Consultative Group, B.A.M.E (Black, Asian and Minority Ethnic) Staff Network, and other colleagues and students across the University, have been helping to consider race equality and to uphold the Advance HE Race Equality Charter Principles.
The mid-point review by Advance HE took place in December 2022, and the Race Equality Action Plan is expected to be launched in summer 2024.
CHARTERS AND FRAMEWORKS EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023
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OUR EDI PRIORITIES FOR 2023-2024
We have committed to several key actions to deliver in the new academic year which include:
- Proactive and targeted work to reduce our known pay gaps.
- Implementation of our Race Equality Action Plan to advance Race Equality in line with the University Race Equality Charter submission, July 2024.
- Embed learnings from our progress through the Disability Confident Leader process to ensure change is made, including creating more opportunities for Disabled people to gain meaningful employment with us.
- Demonstrate significant progress in line with our ambitions for Gender Equality aligned to our institutional Athena Swan Silver Submission, Spring 2025.
- Develop a proactive approach to inclusive recruitment furthering our recruitment strategy and advancing our work on Positive action.
- Expand the work of the Vice Chancellors Diversity and Inclusion Fund (VCDF) to enable embedding meaningful learning into our practice.
- Embed EDI into the supply chain, ensuring equality considerations are implemented into our procurement processes.
- Embedding of EDI into robust decision-making processes through the implementation of the redeveloped EIA process.
- Amplify inclusion further through our research ensuring findings and learnings of best practice through research is implemented into our own organisational practices.
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OUR EDI PRIORITIES FOR 2023-2024 EDI ANNUAL REPORT SUMMARY AUGUST 2022-JULY 2023