EDI work is recognised in different ways: o Academic theme leads receive an annual workload
allocation of ‘1 unit’ (110 hours or 1/15 th of a load). The academic lead of the RECN receives 1.5 units. o In 2022/23 we extended our annual CORE awards to include social inclusion and EDI work. o Recognition of EDI work is
embedded into all academic processes, including annual review, probation, and promotion. o PSS staff do not have a formal workload model. Contributions are recognised in PDRs and staff are encouraged to include this work in job applications. Discussions are held with line managers to ensure staff are supported. o EDI initiatives, data, and contributions are discussed at department meetings and communicated via the weekly ‘WBS Business’ email. 1.4 Development, evaluation, and effectiveness of policy Staff consultation is integral to the development of policy. Since 2017 extensive consultations have been held in relation to policy changes including, academic probation, the Scholarship of Teaching and Learning (SoTL) framework, subject group boundaries, revisions to our workload model (ABM), and hybrid working.
Consultation involves proposals circulating between all impacted groups and relevant committees. A dialogic process, consultations can be lengthy. The revision of probation targets took 18 months, and multiple rounds of revision before all parties were satisfied. Final decisions are made by SMG. The majority of policies link to committees. Chairs are responsible for assessing the equality
implications of policies. Recognising this can lead to variation in practice, from September 2022 we introduced Equality Impact Assessments (EIA). The core EDI team led training sessions for all committee secretaries and chairs. The process is now: o For new policies, EIAs are undertaken by the owner as the policy is developed. o For existing policies, EIAs are completed upon review, or every three years. o EIAs are attached to the policy for consideration by the relevant committee. o After approval, copies are forwarded to HR and reported into EDIC. EDIC has oversight of EIAs and committee members actively review the impact of new and existing policies. The ‘ caring responsibilities ’ theme leads explored staff experiences of maternity and paternity leave producing changes discussed later. The LGBTQUA+ theme
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