Representatives from Barclays, the Civil Service, NatWest, and EY have participated at LGBTQUA+ events. [2017AP.Achievement beyond 3.2.2].
Additional networks include: Women in Business Club run by FTMBA students and Empower Women for PTMBA students. We work with around 12 student societies each year, including the Women’s Career society and the Warwick Graphic Design and Marketing society, led by four female WBS students.
Work on student voice and well-being [2017AP.Achieved 3.2.2], has expanded. Examples from the undergraduate programme include: o The Student Voice Group, created in 2017. Around 40 students work with the UG Engagement Team. Changes have arisen from this work, from curricula to facilities. o The ‘buddying scheme’ builds community for its 134 members (60.5% female). o The ‘ calling campaign’ provided additional support during C ovid. Returning students contacted 1st years and FY students via Teams across term 1 2020/21 and terms 1 and 2 in 2021/22 receiving positive feedback. o T he ‘keeping well’ campaign targeted male mental health, and involved free fruit, as well as Alpaca Pals, PAT Dogs, yoga classes, and links to support within the UoW. Evidence of impact comes from the NSS. On the student voice theme, WBS was first in the Russell Group, and ahead of competitors including Loughborough (79.3%), Bath (71%), and Strathclyde (72.9%) with a score of 84.6% against a Russell Group average of 71.4% [2017AP.Achievement beyond 3.2.2]. Further student voice initiatives abound. Our new SEDIC was launched in 2020/21 [2017AP.Achievement beyond 3.2.2]. 10-15 students meet termly to consult on matters such as pre-arrival information, mental health, and caring responsibilities. Membership has been between 60%-71% female. Students have presented suggestions at our EDIC and programme committees. Their work has resulted in changes to induction, our virtual learning environment, and handbooks. SSLC ’s are a key vehicle for student voice, and some have become highly active in relation to EDI concerns. When we consulted FTMBA students about gender neutral toilets, we found the SSLC had independently carried-out its own survey, showing overwhelming support. Across the period, a large number of EDI events have taken place to shape attitudes, raise awareness, and build networks (see appendix 2, table 10.2) [2017AP.Achievement beyond 3.1.1]. (i) We launched our annual EDI festival for staff and students in 2021. The first iteration comprised a series of 11 workshops and talks. Sessions covered disability awareness; ethnic diversity; raising awareness on disability and accessibility. Speakers from the House of Lords, Channel 4, Goldman Sachs, and Meta participated. (ii) In June 2022 the 8 th Behavioural Science Summer School brought together academics, researchers, and practitioners specialising in evidence-based approaches to diversity at work. The majority of attendees across this three-day event were PhD students.
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