Facilitating a Healthy and Inclusive Student and Colleague Community
A review of current practice across the institution is underway, lead by our EDI team and working closely with our Success For All strategy team.
The University’s Athena SWAN institutional silver award was awarded in May 2024. The University's Gender Equality Group will monitor progress against our new 2024-28 Gender Equality Action Plan.
The University of Exeter secured a RECM bronze award in 2022 and is moving forwards with delivery of the comprehensive action plan that was created as part of our application. The Self-Assessment team have been monitoring progress on actions around development of anti-racism training, improving our data on ethnicity and shaping projects for Inclusive recruitment and progression.
Review existing guidance to ensure compliant with Office for Students guidance.
In partnership with the Education Incubator, WICC is supporting The Student-led-anti racism, inclusivity and gender safety project fund, supporting delivery of projects that focus on either anti-racism and inclusivity or gender safety within the student journey.
One of the key recommendations from the SMHR outlined the requirement for the university to achieve the University Mental Health Charter (UMHC). The UMHC is a set of principles that universities commit to working towards to improve the mental health and wellbeing of their communities by encouraging universities to achieve a whole-university approach. WICC supports the achievement of the principles outlined in the UMHC framework, which aim to improve mental health and wellbeing outcomes for our staff and students.
Student-led gender safety projects, embedding Bystander training for students.
The creation of a new Pay Gaps Advisory group for 2023/24 is supporting WICC’s continued focus on reducing pay gaps through actions across progression, starting salaries and positive action. The new group will take a University-level perspective, and an intersectional view, on the progress we are making towards narrowing the equality pay gaps and the effectiveness of our actions.
Work is continuing on workload allocation and equity across our professional services divisions. Initial work has taken place to identity key challenges and solutions.
Supporting the People, Culture and Environment activity in line with research strategy, building towards REF 2029.