香港六合彩中特网

On this page you'll find information on schemes and ideas to improve our practices and case studies on EDI at the Faculty of Population Health Sciences.

FPHS Race Equality/Equity Advisory Group (FREAG) Checklist

The FPHS Race Equality/Equity Advisory Group (FREAG) checklist has received approval from both the FEC and the Faculty EDI Committee on November 23 and March 24, respectively. It was collaboratively developed by the GOS ICH Race Equity Group, led by Lola Solebo, along with EDI representatives from across the faculty.

This comprehensive checklist outlines essential and core items that should be present in each department. We are asking institutes to implement the essential items listed. Additionally, the core items, which represent feasible, beneficial, and important activities, should also be taken into consideration. View the checklist.

Equality in staff recruitment and retention

Fair Recruitment Specialists

As part of 香港六合彩中特网鈥檚 work on the Race Equality Charter, 香港六合彩中特网 has created a pool of highly-trained Fair Recruitment Specialists who will bring very valuable input into recruitment activity across 香港六合彩中特网. The Specialists are volunteers drawn from 香港六合彩中特网 staff who identify as Black and Minority Ethnic (BME). This is in response to feedback from departments that it is often difficult to have sufficient ethnic diversity on panels, as BME staff are under-represented in certain roles and grades at 香港六合彩中特网.

Work-life balance

香港六合彩中特网 acknowledges that its staff are most productive when they have achieved a work-life balance that enables them to meet their responsibilities outside work. 香港六合彩中特网 Work-Life Balance Policy provides a framework within which departments can consider how best to enable staff to achieve an effective balance between work and life outside the workplace. Read our case studies:

• My experience of the FPHS carers fund: Dr Emilie Sauvage听
• My experience of flexible working: Dr Suzy Buckley

Faculty annual appraisal survey

Following the introduction of faculty appraisal season in 2018, which runs from January until March, staff engagement with the appraisal process has vastly improved. By the end of the process, 94% and 91% of staff had received an appraisal in 2019 and 2018 respectively, compared to 80% in previous years.

We know there is still a lot of variation in the quality and efficacy of these appraisals and we are now focussing on improving appraisal quality and consistency across the faculty.

As part of this,听the Faculty initiated an Annual Appraisal Survey to collect qualitative data to find out what staff expect听from the appraisal process and if these expectations are actually met.听

Faculty appraisal survey 2019, 2020 and 2021

Update: 2023

听

• Expectations of appraisal have remained fairly static across the 3 years but the actual experience of them has improved over time. This is due to improvements in discussions across all areas but most prominent in 鈥榗areer progression鈥� and 鈥榳ork-life balance and wellbeing鈥�.听
• There is no significant difference in appraisal experience between genders.听
• There is no significant difference in the appraisal experience between different job roles for both appraiser or appraisee.听

Equality in teaching and research听

B-MEntor

B-MEntor is a cross-institutional mentoring scheme for Black and Minority Ethnic (BME) academics and researchers, and Professional Services staff. Mentees can obtain career advice and direction, receive help with identifying and clarifying issues, problems and obstacles, source new ideas and practices, and gain the opportunity for networking across a broader spectrum than provided by the day-to-day environment.