5. Future action plan
PRIORITY 1: Inclusive Education
Objective
Actions and outputs
Timeframe
Person(s) responsible
Success measure
1.1 Increase the representation of minority groups in our student population through targeted recruitment strategies. Rationale: A review of student data from application to intake shows that: • At PGT pre-experience level only 1.6% of applicants identified as Black.
Review PGT recruitment strategies to encourage more male candidates at pre-experience and more female candidates at post-experience. Review recruitment strategy and implement initiatives to increase the acceptance rates from
2023 – 2028 Review progress in 2025.
Director of Recruitment
An increase in the number of female PGT post-experience students. An increase in the number of male PGT pre-experience students.
2023 – 2028 Review progress in 2025.
Director of Recruitment
An increase in the acceptance rates from black students.
• Black students are least likely to accept their offer (21% acceptance rate in 21/22) at pre-experience level. • 7.2% of our student population in 22/23 identified as Black. • Female candidates represent almost two thirds of applications at pre- experience level. • Male candidates represent almost two thirds of applications at post- experience level.
Black students at all programme levels.
Evaluate effectiveness of revised recruitment strategies and report into RRG and PSC. Ensure consistency in good practice across different programme levels.
2024 – 2028
Director of Recruitment
Annual report tabled detailing application to intake data by gender and ethnicity at programme level with recommendations reviewed by RRG and PSC. Areas for commonality identified and implemented. Improve PTES and PRES responses
2024 – 2028
SEE Team, PGT Programme Team, Assoc. Deans (Student Experience)
to questions around student experience by at least 5%.
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