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EDI Workstreams

EDI WORKing groups

together we can achieve moreWe are planning to set up some working groups in 2022 to help us identify key EDI priority areas and develop an EDI action plan for NDM specifically, to complement the activities and initiatives already underway within NDM and across the University. The Equality and Diversity Unit within the University have identified equality themes around disability, gender, race, religion and belief, sexual orientation and transgender and provide information about the University’s work in these areas.

We want to ensure that we engage with our staff to identify priority areas within NDM, and this is one of the mechanisms we would like to use. Where do you think our NDM level working groups should focus? Do you want to be involved by joining an NDM EDI working group? We will use the feedback from the form below, as well as data from our staff surveys and other forms of information, to develop our working groups and priority areas of action.

You can use the form to make suggestions and to register your interest to be part of a working group. The closing date for Expressions of Interest to join an NDM EDI Working Group is Monday 31st January 2022.

Click here to submit your interest in a working group

EDI WORK STREAMS

The below is not an exhaustive list of current activity, but is instead intended to give you some examples of our key work streams. This content was last updated in November 2021.

IMPROVED VISIBILITY

  • One of our targets is to ensure an increase in visible role models (through career profiles, interviews, events and podcasts) for all staff types and groups. In 2020 we expanded our career profiles to include Professional and Support Staff. Please see Career Interviews, Profiles and Podcast page. We have a small team seeking contributors to this project, and working with individuals to provide their career stories, ensuring we have profiles from a broad spectrum of individuals and currently underrepresented groups.

EMPLOYEE WELLBEING

  • During 2018, NDM hosted the Oxford Mindfulness Centre to run a Mindfulness Course. The taster session was run in December 2018 and was fully booked with 50 attendees. The full course, fully funded by WHG (NDM), has been running since January 2019 and each session has been fully booked.
  • NDM have offered mental health training to staff across the department; a course delivered by Mental Health First Aid England, with the aim of raising awareness, reducing stigma and improving peer support for our staff. 16 staff from across NDM attended the one-day pilot, Mental Health First Aiders Champions course, in October 2019. Awareness training took place across October and November 2020, with all 50 available spaces booked. The full Mental Health First Aid course took place in December 2020, and since May 2021 a network of 26 trained Mental Health Allies across NDM has been established to support staff across the department.
  • The NDM Learning and Development team have developed and launched, during 2020, a new Health and Wellbeing website page, pulling together resources, guidance and information from across the University.
  • We will continue to publish new flexible working case studies, which were expanded and re-launched during 2019, with the intention to help staff consider the pros and cons of requesting flexible working for their situation, and raise awareness of the benefits for both employee and employer.

BULLYING AND HARASSMENT

  • The Head of Department, Associate Head of Department and Head of HR for NDM regularly review case work to identify any patterns or reoccurring themes, and act to address issues as appropriate.
  • Following a review, additional NDM Harassment Advisors have been established (from 18 to 23 during 2019), and contact listings are regularly updated.
  • Awareness raising initiatives have included posters, leaflets, updates in the NDM Newsletter and circulars.
  • On 11th June 2021, a pilot course on Being a Responsible Bystander was offered to staff across NDM. There were 12 places for the pilot session, and 88% felt the course met its objectives, and would recommend the training to colleagues. A second workshop was run in October 2021.
  • Data from the 2018 survey suggested that peer-to-peer conflict may be an issue, and so in response, specific training for managers has been developed. On the 22nd June 2021 we ran a fully booked course on Understanding and Dealing with workplace bullying and harassment: guidance for managers. Following positive feedback, the course is running again, on 8th December 2021.
  • Mandatory courses for all new starters includes Challenging Behaviour, Equality and Diversity training, Unconscious Bias training, and Managing People for new line managers.
  • It is anticipated that there will be a dedicated section within the Managers induction and associated Managers Toolkit resource.

LEARNING AND DEVELOPMENT

  • Several courses will continue to be mandatory for line managers and leaders when they start in post, including Unconscious Bias, Equality and Diversity training, Challenging Behaviour and Managing People.
  • A dedicated Line Managers induction is being expanded, to be supported by a Managers Toolkit resource, following recommendations from the Athena SWAN Working Group investigating a Managers Toolkit resource. The toolkit will provide information and guidance on a range of topics for both new and existing managers, signposting to additional resources.
  • A dedicated PDR project Working Group have put forward recommendations to the Athena SWAN SAT about how improvements can be made, and the PDR project is being developed further and implemented from 2021 by our specialist Learning and Development Team, with improvements planned in areas such as the process, form design, delivery method, guidance, senior championing and training.
  • NDM’s hosted training and development programme, with specialised courses, is reviewed and launched on an annual basis, in collaboration with POD, and other providers where appropriate. With effect from 2019, a career development opportunities schedule with events and talks is circulated on a quarterly basis across NDM and also made available on the NDM website, following the recommendations of the Career Resource Development working group.

INCLUSIVE LEADERSHIP

  • The Athena SWAN Self-Assessment Team (SAT), the NDM Learning and Development Team and Senior Management are considering what additional training may be required as mandatory and are also looking at the expansion of the leadership programmes and training opportunities currently on offer.