Company number: 12497951
6 Sutton Park Road, Sutton, SM1 2GD

Equality, Diversity, Inclusion (EDI) Strategy

Policy Statement

The School is committed to fostering an inclusive environment where equality, diversity, and inclusion (EDI) are central to our values. We ensure that all policies and practices, from admissions to staff management, support a respectful and equitable learning and working atmosphere. Our EDI Strategy outlines our dedication to a culture where every individual is valued and empowered, free from discrimination and harassment, and supported in reaching their full potential. This commitment applies to all members of our community and guides our engagement with students, staff, and the wider public.

Principles

Inclusivity: Creating an environment where everyone feels welcome, supported, and included.
Equity: Ensuring fairness and justice in the way we teach, learn, and interact.
Diversity: Valuing and embracing the richness that diverse backgrounds, cultures, and perspectives bring.
Accessibility: Providing equal access and opportunities for all members of the School community.
Empowerment: Enabling everyone to participate fully and have a voice.
Respect: Treating each individual with dignity and respect at all times.
Awareness: Promoting awareness and understanding of EDI issues.
Engagement: Involving the community in developing and implementing EDI initiatives.
Leadership: Demonstrating leadership in EDI through proactive and committed actions.
Continuous Improvement: Reviewing and enhancing EDI initiatives to ensure ongoing progress.
Accountability: Clearly defining responsibilities and holding the community accountable for EDI outcomes.
Learning: Encouraging continuous learning and development in EDI matters.

Regulatory Context

This Policy has been developed in line with the applicable laws, regulations, regulatory advice, and sector best practices, including the following:

Authority	Name	Url
UK Government	Equality Act 2010 Equalities law to prohibit harassment and victimisation, and eliminate discrimination, including in the area of further and higher education, particularly with regards to specified personal characteristics.
Equality and Human Rights Commission (EHRC)	Code of Practice for Higher Education Guidance for higher education providers on their obligations under equality law.
Quality Assurance Agency (QAA)	Advice - Admissions, Recruitment and Widening Access
Quality Assurance Agency (QAA)	Advice - Course Design and Development
Quality Assurance Agency (QAA)	Advice - Learning and Teaching
Office for Students (OfS)	Sector-recognised standards The standards set with regards to B5 and B8 of the OfS' conditions of registration for higher education institutions.

Authority

Name

Url

UK Government

Equality Act 2010
Equalities law to prohibit harassment and victimisation, and eliminate discrimination, including in the area of further and higher education, particularly with regards to specified personal characteristics.

Equality and Human Rights Commission (EHRC)

Code of Practice for Higher Education
Guidance for higher education providers on their obligations under equality law.

Quality Assurance Agency (QAA)

Advice - Admissions, Recruitment and Widening Access

Quality Assurance Agency (QAA)

Advice - Course Design and Development

Quality Assurance Agency (QAA)

Advice - Learning and Teaching

Office for Students (OfS)

Sector-recognised standards
The standards set with regards to B5 and B8 of the OfS' conditions of registration for higher education institutions.

Evaluating the Impact and Effectiveness of EDI Initiatives

Title
Rule Commitment to Equality, Diversity, and Inclusion (EDI) We will strive to be a leading institution in EDI, ensuring that students and staff from diverse backgrounds feel included, reach their full potential, and thrive. We aim to equip everyone to make a positive impact in social, educational, and professional contexts. To achieve this: We will use quantitative and qualitative data to identify weaknesses and strengths in relation to protected characteristics and their intersections. This will guide our efforts to address areas for improvement and build on best practices. We will seek best practice EDI initiatives from the Higher Education sector and beyond, applying this knowledge to enhance our internal EDI practices. We will strengthen our engagement with students and staff to ensure that everyone is fully included and empowered to promote and enhance equality at the School and in their broader lives. This approach ensures that we address existing gaps, adopt proven best practices, and foster a fully inclusive environment where all members of our community can excel and contribute positively.

Title

Rule
Commitment to Equality, Diversity, and Inclusion (EDI)

We will strive to be a leading institution in EDI, ensuring that students and staff from diverse backgrounds feel included, reach their full potential, and thrive. We aim to equip everyone to make a positive impact in social, educational, and professional contexts. To achieve this:

We will use quantitative and qualitative data to identify weaknesses and strengths in relation to protected characteristics and their intersections. This will guide our efforts to address areas for improvement and build on best practices.
We will seek best practice EDI initiatives from the Higher Education sector and beyond, applying this knowledge to enhance our internal EDI practices.
We will strengthen our engagement with students and staff to ensure that everyone is fully included and empowered to promote and enhance equality at the School and in their broader lives.

This approach ensures that we address existing gaps, adopt proven best practices, and foster a fully inclusive environment where all members of our community can excel and contribute positively.

Strategic Focus 3: Empowering Staff and Unlocking Potential

Title
Rule Enhancing EDI Support and Practices We will: Introduce new support provisions, reporting mechanisms, and enhanced communications to develop a staff culture that fully reflects our zero-tolerance approach to harassment and bullying, building on existing policies. Implement innovative practices in staff recruitment and selection to ensure EDI is fully embedded, enhancing our current policy and training. Expand our volunteer race and LGBTQ+ equality allies programmes to create a broad network of trained allies who can effectively identify and address equality issues. Improve communication and engagement with staff on EDI matters, enhance employee feedback mechanisms, and use this feedback to shape future EDI priorities. Monitor the equality impact of our annual academic promotion process and take targeted actions to address equality issues in promotion, as outlined in our equality charters’ action plans. Ensure inclusive leadership is central to our leadership culture by aligning EDI work with tech leadership frameworks and leadership development schemes. Introduce ethnicity pay gap reporting alongside our annual gender pay gap report and take steps to address any ethnicity pay gaps while continuing to reduce our gender pay gap. Actively participate in and achieve relevant equality charters and kite marks, including Athena SWAN, Disability Confident, the Race Equality Charter, and the Stonewall Workplace Equality Index. These actions will reinforce our commitment to EDI by enhancing support mechanisms, integrating EDI into recruitment and leadership, and actively addressing pay gaps and promotion equality. This approach ensures a supportive, inclusive environment where all staff can thrive and contribute effectively.

Title

Rule
Enhancing EDI Support and Practices

We will:

Introduce new support provisions, reporting mechanisms, and enhanced communications to develop a staff culture that fully reflects our zero-tolerance approach to harassment and bullying, building on existing policies.
Implement innovative practices in staff recruitment and selection to ensure EDI is fully embedded, enhancing our current policy and training.
Expand our volunteer race and LGBTQ+ equality allies programmes to create a broad network of trained allies who can effectively identify and address equality issues.
Improve communication and engagement with staff on EDI matters, enhance employee feedback mechanisms, and use this feedback to shape future EDI priorities.
Monitor the equality impact of our annual academic promotion process and take targeted actions to address equality issues in promotion, as outlined in our equality charters’ action plans.
Ensure inclusive leadership is central to our leadership culture by aligning EDI work with tech leadership frameworks and leadership development schemes.
Introduce ethnicity pay gap reporting alongside our annual gender pay gap report and take steps to address any ethnicity pay gaps while continuing to reduce our gender pay gap.
Actively participate in and achieve relevant equality charters and kite marks, including Athena SWAN, Disability Confident, the Race Equality Charter, and the Stonewall Workplace Equality Index.

These actions will reinforce our commitment to EDI by enhancing support mechanisms, integrating EDI into recruitment and leadership, and actively addressing pay gaps and promotion equality. This approach ensures a supportive, inclusive environment where all staff can thrive and contribute effectively.

Strategic Focus 4: Cultivating an Optimal Working and Learning Environment

Title
Rule Enhancing EDI through Flexible Working and Campus Development We will: Implement our working policies to optimise the benefits of a mixed model of office and home working for staff and the School. Streamline our governance structures on EDI to strengthen local ownership of EDI activities and improve coordination and partnership. Maintain and develop our estate to ensure a welcoming, dynamic, and inclusive campus, with a focus on accessibility and faith/reflection spaces. These actions aim to improve EDI by supporting flexible working arrangements, enhancing local EDI governance, and creating an inclusive campus environment. This approach ensures that our working practices and physical spaces align with our commitment to equality, diversity, and inclusion.

Title

Rule
Enhancing EDI through Flexible Working and Campus Development

We will:

Implement our working policies to optimise the benefits of a mixed model of office and home working for staff and the School.
Streamline our governance structures on EDI to strengthen local ownership of EDI activities and improve coordination and partnership.
Maintain and develop our estate to ensure a welcoming, dynamic, and inclusive campus, with a focus on accessibility and faith/reflection spaces.

These actions aim to improve EDI by supporting flexible working arrangements, enhancing local EDI governance, and creating an inclusive campus environment. This approach ensures that our working practices and physical spaces align with our commitment to equality, diversity, and inclusion.

Strategic Focus 2: Leveraging Technology to Enhance EDI

Title
Rule Enhancing EDI through Technology We will: Develop inclusive technologies by designing and developing solutions that are accessible to diverse users, including those with disabilities, to ensure all technological tools are usable and inclusive. Implement EDI training for technology staff to address biases and promote fair and inclusive technology design. Integrate EDI criteria in technology procurement by establishing criteria for evaluating and procuring technology that includes EDI considerations, ensuring new technologies support our EDI goals. Conduct regular technology impact assessments to evaluate the effects of technology on different groups, identifying and addressing potential EDI issues. Promote diverse representation in technology development by ensuring diverse teams and advisory boards to create solutions that reflect a broad audience. Enhance digital literacy and access by providing resources to improve skills and access for underrepresented groups, empowering all users to effectively utilise technology. Develop EDI-focused research initiatives by supporting research on the intersection of EDI and technology to generate insights and solutions that advance EDI goals. Foster partnerships with EDI organisations by collaborating with external entities to enhance our practices and incorporate best practices into our technology initiatives. Monitor and report on EDI metrics in technology by tracking and evaluating EDI-related metrics to assess effectiveness and inform improvements, ensuring technology supports EDI objectives effectively. These actions ensure that our technology practices are inclusive and equitable, supporting our commitment to EDI by addressing potential biases, enhancing accessibility, and integrating diverse perspectives into our technological solutions.

Title

Rule
Enhancing EDI through Technology

We will:

Develop inclusive technologies by designing and developing solutions that are accessible to diverse users, including those with disabilities, to ensure all technological tools are usable and inclusive.
Implement EDI training for technology staff to address biases and promote fair and inclusive technology design.
Integrate EDI criteria in technology procurement by establishing criteria for evaluating and procuring technology that includes EDI considerations, ensuring new technologies support our EDI goals.
Conduct regular technology impact assessments to evaluate the effects of technology on different groups, identifying and addressing potential EDI issues.
Promote diverse representation in technology development by ensuring diverse teams and advisory boards to create solutions that reflect a broad audience.
Enhance digital literacy and access by providing resources to improve skills and access for underrepresented groups, empowering all users to effectively utilise technology.
Develop EDI-focused research initiatives by supporting research on the intersection of EDI and technology to generate insights and solutions that advance EDI goals.
Foster partnerships with EDI organisations by collaborating with external entities to enhance our practices and incorporate best practices into our technology initiatives.
Monitor and report on EDI metrics in technology by tracking and evaluating EDI-related metrics to assess effectiveness and inform improvements, ensuring technology supports EDI objectives effectively.

These actions ensure that our technology practices are inclusive and equitable, supporting our commitment to EDI by addressing potential biases, enhancing accessibility, and integrating diverse perspectives into our technological solutions.

Strategic Focus 1: Prioritising Student-Centric Practices

Title
Rule Implementation of Equality, Diversity, and Inclusion (EDI) Actions We will: Implement policies and actions to address ethnicity degree awarding gaps and progression issues for Black, Asian, and Minority Ethnic (BAME) students. Apply practices from policies and guidelines to enhance the experience and outcomes of students with protected characteristics. Identify and execute actions to support the achievement of targets for mature, care-experienced, estranged, disabled students, and those from deprived backgrounds (IMD). Develop a more inclusive curriculum by diversifying and decolonising content and pedagogic practices in collaboration with students. Ensure EDI in supporting student achievement and positive graduate outcomes by partnering with employers and organisations that advocate for EDI and support underrepresented students. Provide targeted support through mentoring schemes for students from underrepresented groups. Improve support provisions and reporting mechanisms, and enhance communications to foster a zero-tolerance culture towards harassment, bullying, violence, and abuse. Tailor wellbeing services to better support minoritised students, including those from BAME backgrounds and LGBTQ+ students. Enhance student-focused EDI communications and engagement through awareness campaigns, training, and opportunities for student input to shape EDI priorities. These actions are designed to integrate EDI into every aspect of the School’s operations, ensuring fair and supportive experiences for all students. By addressing specific gaps and enhancing support, we aim to create an inclusive environment that fosters positive outcomes and reflects our commitment to EDI.

Title

Rule
Implementation of Equality, Diversity, and Inclusion (EDI) Actions

We will:

Implement policies and actions to address ethnicity degree awarding gaps and progression issues for Black, Asian, and Minority Ethnic (BAME) students.
Apply practices from policies and guidelines to enhance the experience and outcomes of students with protected characteristics.
Identify and execute actions to support the achievement of targets for mature, care-experienced, estranged, disabled students, and those from deprived backgrounds (IMD).
Develop a more inclusive curriculum by diversifying and decolonising content and pedagogic practices in collaboration with students.
Ensure EDI in supporting student achievement and positive graduate outcomes by partnering with employers and organisations that advocate for EDI and support underrepresented students.
Provide targeted support through mentoring schemes for students from underrepresented groups.
Improve support provisions and reporting mechanisms, and enhance communications to foster a zero-tolerance culture towards harassment, bullying, violence, and abuse.
Tailor wellbeing services to better support minoritised students, including those from BAME backgrounds and LGBTQ+ students.
Enhance student-focused EDI communications and engagement through awareness campaigns, training, and opportunities for student input to shape EDI priorities.

These actions are designed to integrate EDI into every aspect of the School’s operations, ensuring fair and supportive experiences for all students. By addressing specific gaps and enhancing support, we aim to create an inclusive environment that fosters positive outcomes and reflects our commitment to EDI.

Accountability and Duties for EDI Implementation

Title
Advice Statement of Intent The School is dedicated to providing a learning and working environment free from discrimination, harassment, and bullying. We foster a culture of mutual respect and support for diversity, ensuring that all students and staff can reach their full potential. Everyone, including staff, students, visitors, and applicants, is treated fairly regardless of age, disability, family responsibilities, gender identity, marital status, pregnancy, race, religion, sex, sexual orientation, or work/study habits. Upholding this policy is the responsibility of all members of the School community. This rule ensures a respectful and inclusive environment, reinforcing our commitment to fairness and diversity while making clear that everyone is responsible for maintaining these standards.
Rule All Staff and Students All staff and students must: Understand and apply this policy in their daily activities and interactions. Comply with this policy and relevant legislation, including the Equality Act 2010. These requirements ensure that everyone adheres to the policy and legal standards, promoting a consistent and fair approach to equality, diversity, and inclusion throughout the School.
Rule Directors Directors must: Lead by example and actively promote equality and diversity in all School activities. Ensure that both staff and students understand and adhere to this policy. Apply equality and diversity principles in managing staff. These actions ensure that staff model the values of equality and diversity, foster understanding and compliance among all members of the School, and integrate these principles into staff management, creating a supportive and inclusive environment.
Rule Team Responsibilities for Equality, Diversity, and Inclusion Team responsibilities include: Admissions Team: Ensure that programme entry requirements are fair, transparent, inclusive, and compliant with legal and ethical standards. This includes evaluating merit, potential, and prior learning, and supporting underrepresented groups. Programmes and Module Leaders Teams: Verify that all existing and new programmes align with the School’s EDI strategies, policies, and ethos. Resources Team: Maintain accessibility and inclusivity in all School buildings. Marketing Team: Ensure all communications: Use inclusive images and content. Follow best practices in accessibility and design. Promote equality and inclusivity whenever possible. Student Success Team: Implement this policy fairly and transparently for students. Provide advice and support on equality, diversity, harassment, and bullying issues. Teaching and Assessment Team: Promote equality and diversity in teaching and interactions. Ensure course content: Teaches students to identify and challenge discrimination. Helps students understand and value diversity. Avoids sexist, racist, or other discriminatory language and assumptions. Is accessible to students and staff with disabilities. People Team: Support the fair implementation of this policy in staff promotions, pay, and workload distribution. Stay updated with relevant legislation. Advise staff on policy issues and support investigations into complaints of policy breaches. These rules outline clear responsibilities for each team to ensure the School's commitment to equality, diversity, and inclusion is upheld across all aspects of its operations, from admissions and programme delivery to facilities management and staff support.
Rule Compliance for External Contractors and Service Providers External contractors and service providers must ensure their staff adhere to this policy and all relevant legislation. The Executive Committee is responsible for ensuring that contractors and suppliers are informed about and committed to this policy. This rule ensures that all external parties working with the School follow the same standards of equality, diversity, and inclusion, maintaining consistency and compliance across all operations.
Rule Board of Governors' Responsibilities for Equality and Diversity The Board of Governors must: Oversee, guide, and monitor the School’s equality and diversity activities. Regularly review this Policy to ensure its effectiveness in promoting equality of opportunity. Develop and support the implementation of strategies, policies, and activities that advance equality and celebrate diversity across the School. Implement the Equality Terms of Reference. Ensure equality considerations are integrated into all governance discussions and decisions. These responsibilities ensure that the Board effectively drives and maintains a commitment to equality and diversity, ensuring these principles are central to the School’s governance and operational practices.
Rule Reporting and Investigating Discrimination, Harassment, and Bullying Staff or students with concerns about unlawful discrimination, harassment, or bullying must report them to their personal tutor, line manager, or a member of the Human Resources Team. All reported breaches will be investigated through the appropriate staff or student procedures, with possible disciplinary action if necessary. This ensures that concerns are addressed promptly and fairly, and that any breaches are dealt with in accordance with established procedures, maintaining a respectful and safe environment for everyone.

Title

Advice
Statement of Intent

The School is dedicated to providing a learning and working environment free from discrimination, harassment, and bullying. We foster a culture of mutual respect and support for diversity, ensuring that all students and staff can reach their full potential. Everyone, including staff, students, visitors, and applicants, is treated fairly regardless of age, disability, family responsibilities, gender identity, marital status, pregnancy, race, religion, sex, sexual orientation, or work/study habits. Upholding this policy is the responsibility of all members of the School community.

This rule ensures a respectful and inclusive environment, reinforcing our commitment to fairness and diversity while making clear that everyone is responsible for maintaining these standards.

Rule
All Staff and Students

All staff and students must:

Understand and apply this policy in their daily activities and interactions.
Comply with this policy and relevant legislation, including the Equality Act 2010.

These requirements ensure that everyone adheres to the policy and legal standards, promoting a consistent and fair approach to equality, diversity, and inclusion throughout the School.

Rule
Directors

Directors must:

Lead by example and actively promote equality and diversity in all School activities.
Ensure that both staff and students understand and adhere to this policy.
Apply equality and diversity principles in managing staff.

These actions ensure that staff model the values of equality and diversity, foster understanding and compliance among all members of the School, and integrate these principles into staff management, creating a supportive and inclusive environment.

Rule
Team Responsibilities for Equality, Diversity, and Inclusion

Team responsibilities include:

Admissions Team: Ensure that programme entry requirements are fair, transparent, inclusive, and compliant with legal and ethical standards. This includes evaluating merit, potential, and prior learning, and supporting underrepresented groups.
Programmes and Module Leaders Teams: Verify that all existing and new programmes align with the School’s EDI strategies, policies, and ethos.
Resources Team: Maintain accessibility and inclusivity in all School buildings.
Marketing Team: Ensure all communications:
- Use inclusive images and content.
- Follow best practices in accessibility and design.
- Promote equality and inclusivity whenever possible.
Student Success Team:
- Implement this policy fairly and transparently for students.
- Provide advice and support on equality, diversity, harassment, and bullying issues.
Teaching and Assessment Team:
- Promote equality and diversity in teaching and interactions.
- Ensure course content:
  - Teaches students to identify and challenge discrimination.
  - Helps students understand and value diversity.
  - Avoids sexist, racist, or other discriminatory language and assumptions.
  - Is accessible to students and staff with disabilities.
People Team:
- Support the fair implementation of this policy in staff promotions, pay, and workload distribution.
- Stay updated with relevant legislation.
- Advise staff on policy issues and support investigations into complaints of policy breaches.

These rules outline clear responsibilities for each team to ensure the School's commitment to equality, diversity, and inclusion is upheld across all aspects of its operations, from admissions and programme delivery to facilities management and staff support.

Rule
Compliance for External Contractors and Service Providers

External contractors and service providers must ensure their staff adhere to this policy and all relevant legislation. The Executive Committee is responsible for ensuring that contractors and suppliers are informed about and committed to this policy.

This rule ensures that all external parties working with the School follow the same standards of equality, diversity, and inclusion, maintaining consistency and compliance across all operations.

Rule
Board of Governors' Responsibilities for Equality and Diversity

The Board of Governors must:

Oversee, guide, and monitor the School’s equality and diversity activities.
Regularly review this Policy to ensure its effectiveness in promoting equality of opportunity.
Develop and support the implementation of strategies, policies, and activities that advance equality and celebrate diversity across the School.
Implement the Equality Terms of Reference.
Ensure equality considerations are integrated into all governance discussions and decisions.

These responsibilities ensure that the Board effectively drives and maintains a commitment to equality and diversity, ensuring these principles are central to the School’s governance and operational practices.

Rule
Reporting and Investigating Discrimination, Harassment, and Bullying

Staff or students with concerns about unlawful discrimination, harassment, or bullying must report them to their personal tutor, line manager, or a member of the Human Resources Team. All reported breaches will be investigated through the appropriate staff or student procedures, with possible disciplinary action if necessary.

This ensures that concerns are addressed promptly and fairly, and that any breaches are dealt with in accordance with established procedures, maintaining a respectful and safe environment for everyone.

Strategic Vision for EDI at the Institution

Title
Rule Strategic Aims for Equality, Diversity, and Inclusion (EDI) The School will embed Equality, Diversity, and Inclusion (EDI) through the following four strategic aims: Strategic Area 1: Putting Students at the Heart of Everything We Do Strategic Area 2: Making a Difference through Using or Developing Technologies Strategic Area 3: Developing Staff and Unlocking Potential Strategic Area 4: A Great Place to Work and Learn These strategic aims are designed to ensure that EDI principles are integrated into every aspect of the School's operations. This approach will help us create a dynamic, inclusive environment that supports students and staff, leverages technology effectively, and fosters a vibrant learning community where everyone can thrive.

Title

Rule
Strategic Aims for Equality, Diversity, and Inclusion (EDI)

The School will embed Equality, Diversity, and Inclusion (EDI) through the following four strategic aims:

Strategic Area 1: Putting Students at the Heart of Everything We Do
Strategic Area 2: Making a Difference through Using or Developing Technologies
Strategic Area 3: Developing Staff and Unlocking Potential
Strategic Area 4: A Great Place to Work and Learn

These strategic aims are designed to ensure that EDI principles are integrated into every aspect of the School's operations. This approach will help us create a dynamic, inclusive environment that supports students and staff, leverages technology effectively, and fosters a vibrant learning community where everyone can thrive.

Metrics and KPIs

The following metrics will be measured and regularly reviewed as key performance indicators for the School to ensure the effectiveness of this policy and associated operations.

Title
EDI Training Completion Rate Monitor the percentage of staff and faculty who complete mandatory EDI training. Set a target of 100% completion within six months of onboarding. Ensures that all members of the institution are educated about EDI principles, which is crucial for fostering an inclusive environment.
Staff Recruitment Diversity Rate Track the percentage of new staff members from diverse backgrounds (e.g., gender, race, disability) against total hires. Aim for a 15% annual increase in staff diversity over the next three years. Evaluates the success of recruitment efforts in attracting diverse talent and helps ensure the workforce reflects a variety of perspectives.
Student Admission Diversity Index Measure the percentage of new students from groups (e.g., Black, Asian, Minority Ethnic, disabled) against the total admissions each academic year. This KPI directly assesses the effectiveness of admissions practices in enhancing diversity and ensures that the student body reflects a broad range of backgrounds.
Student Satisfaction with EDI Services Conduct annual surveys to gauge student satisfaction with EDI-related services and support. Aim for a satisfaction rate of at least 90% within the next year. Provides insight into the effectiveness of EDI services and identifies areas for improvement based on student feedback.

Title

EDI Training Completion Rate
Monitor the percentage of staff and faculty who complete mandatory EDI training. Set a target of 100% completion within six months of onboarding.
Ensures that all members of the institution are educated about EDI principles, which is crucial for fostering an inclusive environment.

Staff Recruitment Diversity Rate
Track the percentage of new staff members from diverse backgrounds (e.g., gender, race, disability) against total hires. Aim for a 15% annual increase in staff diversity over the next three years.
Evaluates the success of recruitment efforts in attracting diverse talent and helps ensure the workforce reflects a variety of perspectives.

Student Admission Diversity Index
Measure the percentage of new students from groups (e.g., Black, Asian, Minority Ethnic, disabled) against the total admissions each academic year.
This KPI directly assesses the effectiveness of admissions practices in enhancing diversity and ensures that the student body reflects a broad range of backgrounds.

Student Satisfaction with EDI Services
Conduct annual surveys to gauge student satisfaction with EDI-related services and support. Aim for a satisfaction rate of at least 90% within the next year.
Provides insight into the effectiveness of EDI services and identifies areas for improvement based on student feedback.