Over the past strategy period, we have made significant strides in our commitment to equality, diversity, and inclusion (EDI). Key achievements include making unconscious bias training mandatory for all staff, introducing Shine sessions in induction and Managers Essentials, establishing seven staff networks, and becoming recognised as disability confident leaders, menopause-friendly committed, mindful employers, and signatories of the Race at Work Charter.
We have also increased engagement in our Shine Working Group, participated in external EDI events, and celebrated numerous events internally. However, now is not the time to become complacent. We must leverage our learnings to further enhance our EDI commitment, as there is still much more to be done.
Outlined below are our key focus areas for the next three years. The main theme is collaboration across the entire organisation, not just within HR, to embed EDI into our culture. By working together, we can achieve much more.
We believe in a world where everyone—staff, students, and young people—can thrive, feel safe, and be their true selves. Our Shine Strategy is about embedding Equity, Diversity and Inclusion (EDI) into everything we do.
Key Focus Areas
Equity, Diversity & Inclusion Defined
- Equity: Giving people what they need to succeed.
- Diversity: Embracing different backgrounds and experiences.
- Inclusion: Making sure everyone feels valued and heard.
Ways of Working
- Embed EDI in recruitment, policies, and training.
- Use Equality Impact Assessments (EIAs) for major decisions.
- Ensure accessibility across digital and physical spaces.
Communication
- Launch Shine Podcast and reduce newsletter to 3 focused editions per year.
- Celebrate awareness events based on staff demographics.
- Share lived experiences to build empathy and understanding.
Training & Development
- Mandatory unconscious bias training (70% target).
- Termly EDI training calendar and staff-requested sessions.
- Support and grow 7 staff networks and the Shine Working Group.
Data & Insights
- Improve diversity data collection across the employee lifecycle.
- Launch “Count Me In” campaign and anonymous EDI survey.
- Use data to identify gaps and drive meaningful change.
Children & Young People
- Partner with St Piers to embed EDI in curriculum and care.
- Train staff to support marginalised young people.
- Address discriminatory behaviour and support staff wellbeing.
Our Goals by 2027
- 70% staff trained in unconscious bias.
- 55% EDI survey completion.
- All HR policies reviewed with EDI lens.
- 2 inclusive recruitment campaigns per year.
- Shine embedded across all teams and strategies.
