As Equalities officer my aim to is reduce workplace discrimination on the grounds of age, disability, gender, race, religion, and sexual orientation. I work in supporting members who have issues/concerns in the workplace around equality and diversity issues.
The university is taking positive steps in working towards recruitment of a more diverse workforce as the inclusive Hallam Event series facilitated a session ‘Recruiting for Diversity’
How to recruit talented people who are reflective of the community we serve.
This session focused on the importance of inclusive practice during the recruitment and selection process. It explored the law and what it means at Sheffield Hallam, what great practice already exists and how to create an excellent and inclusive candidate experience. The main speaker for this session was Professor Sital Dhillon, Head of the Department of Law and Criminology and Director of the Helena Kennedy Centre for International Justice.
Sital spoke about how he has led a step change in the department’s approach to recruiting for diversity and the positive tangible impacts this has had on the diversity of his team.
Recruiting for Diversity | Sheffield Hallam University (shu.ac.uk)
What are your thoughts on this? Is the university doing enough to raise the diversity of its workforce? Please do get in touch in confidence If you have any comments/concerns/feedback.
REC Bronze application and re-submission.
The Race Equality Charter (REC) is a national framework provided by AdvanceHE aimed at improving the representation, progression, and success of racially minoritized staff and students within Higher Education and Research in the UK. Member institutions develop initiatives and solutions for action and can apply for a Bronze or Silver Race Equality Charter award, depending on their level of progress. Sheffield Hallam signed up to the charter in 2018.
After a great co-ordinated effort across the University, was able to apply for Bronze Charter Mark status in September 2021 but were disappointed to learn earlier this year that the application was, on this occasion, unsuccessful.
The feedback received from REC assessors at AdvanceHE was very helpful and clear. Whilst it praised the efforts of colleagues at the University it also gave sound insight on where the university, could improve the submission further and address issues where the approach to race equity was not as clear as it could be. Whilst AdvanceHE suggested the university re-apply within a shorter timeframe, the University’s Race Equality Steering Group and our Equalities, Diversity & Inclusion Committee both supported an approach which would not rush an attempt to re-apply. Rather, to achieve a high-quality submission, demonstrate further progress and recognise the work involved across the University in preparing the submission, it was agreed to aim for a July 2023 submission. It was also agreed to build in a pause for reflection during the timeline for re-submission to ensure the university, is comfortable in achieving the July 23 date.
Unison (SHU Branch) Equalities Officer & Shop Steward
* Email: firstname.lastname@example.org |( Tel: 0114 225 421