Equality, diversity and wellbeing
The School of Agriculture, Policy and Development aims to create a supportive, fair and inclusive working environment for the benefit of all its staff, students, partners and visitors.
Working and studying environments that support people to feel free to be themselves, while respecting others, and embrace diversity are more successful and innovative. We seek to enable all staff and students to fulfil their potential and to foster a working environment that protects their physical and mental wellbeing.
We recognise that we cannot achieve our vision without benefiting from the talents of all. We also recognise that in all areas there are equality and inclusion issues for people with certain protected characteristics under the Equality Act (race, disability, age, gender reassignment, marriage and civil partnership, gender, sexual orientation, religion/belief, carers, pregnancy and maternity), as well as unprotected characteristics (for example, socio-economic class and issues related to body shape or size). Furthermore we realise that addressing unequal gender representation and related concerns about career development and progression in our academic disciplines are priorities.
The School continues to work actively to improve wellbeing, equality and diversity. We promote flexible working and good working practices, mentoring and coaching, mandatory unconscious bias training for those involved in recruitment, extensive support for promotions, and professional behaviour.
EQUALITY, DIVERSITY and WELLBEING COMMITTEE
The School's mission is to support a diverse community of staff and students, and to ensure that every member is able to reach their full potential. We are committed to providing an inclusive environment that enables all staff and students to succeed independently of protected and unprotected characteristics (Equality Act 2010).
We are also dedicated to improving the working environment to safeguard physical and mental wellbeing. To help deliver this, the School's Diversity and Inclusion Committee meets once a term to shape and action the School's agenda on these topics. We have representatives from all groups of staff and students. In order to provide strategic leadership on inclusivity and diversity issues, and to inform future priorities for action, the Committee is informed by data collection instruments used at the University (for example, the annual student and staff surveys) and by reporting from all School committees. This informs our priorities for action, and ensures that these priorities are embedded in School policy and practice, and align with the University equality, diversity and wellbeing policies and objectives.
As a school, we have recently submitted our 2019 application for an Athena SWAN Bronze charter mark. The Athena SWAN Charter promotes gender equality: representation, progression and success for all. It focuses specifically on the advancement of women's careers across higher education in all academic fields; this includes women working as academics and researchers as well as those working in professional and support roles. The charter also promotes and recognises work that supports trans staff and students.
- Head of School - Julian Park
- School Director of Teaching and Learning - Becky Jerrome
- School Director of Academic Tutoring - Nick Beard
- Academic Staff Representative - Eleanor Fisher (School Diversity Champion)
- Academic Staff Representative - Ian Givens
- Academic Staff Representative - Jake Bishop (Chair)
- Researcher Representative - Deepa Senapathi
- Researcher Representative - TBC
- Human Resource Representative - Ellie Sowten
- Director of Graduate Institute of International Development, Agriculture and Economics - Sarah Cardey
- Technical Staff Representative - Caroline Hadley
- Administrative Representative - Lynne Drew
- Undergraduate Representative - TBC
- Postgraduate Representative - Atenchong Talleh Nkobou
- Postgraduate Representative - Celsa Mondlane Macandza
Terms of Reference
i) To interpret, operationalise and feedback on the University Diversity and Inclusion Plan within the School
ii) To monitor key diversity and inclusion data related to the School
iii) To guide and inform the Head of School and Senior Management Board in relation to diversity and inclusion within the School
iv) To consider and pursue accreditation via appropriate professional bodies
v) To ensure actions are completed in relation to the diversity and inclusion agenda.