Inclusive and Diverse Culture Strategy
Manchester Met University is committed to creating an intentionally inclusive culture of belonging that promotes equity and celebrates diversity.
Inclusive and Diverse Culture Strategy
The University is proud of its diverse community of employees, students, and visitors, and continuously works hard to address inequities and create opportunities for everyone to flourish.
Our ambitious Inclusive and Diverse Culture (IDC) strategy outlines our key programmes of work and four key areas of focus to support the University on building an intentionally inclusive culture for all.
Our Ambition: Where we are going
By 2030, we will:
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have a culture where it is everyone’s responsibility to ensure all members of our university community are treated with fairness, equity and respect.
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have leveraged our strengths to support student success and research that impacts on society.
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be externally recognised for our commitments through established equality charter marks.
Our Four Key Strategic Objectives to 2030
We will monitor our performance in a consistent way across the institution, identifying areas for attention.
The Inclusive and Diverse Culture Strategy will be delivered across our four key areas of focus:
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Leadership Culture and Governance
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Inclusive Employee Lifecycle
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Inclusive Student Experience
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Celebrating Diversity
Everyone in our university has a role to play in creating an intentionally inclusive culture, where we all act with compassion and respect to support each other as we work towards our ambitions both as individuals and as a world class university.
Everyone in our university has a role to play in creating an intentionally inclusive culture, where we all act with compassion and respect to support each other as we work towards our ambitions both as individuals and as a world class university.
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Leadership, Culture and Governance
We will embed a culture of belonging that promotes equity and celebrated diversity.
In working to deliver this, from 2022 to 2026, we will:
Support our board, the University Executive Group (UEG), Professional Services and Faculty Leadership teams to provide visual, accountable and inclusive leadership.
Monitor and progress on the diversity of university decision making bodies that provide support.
Review our training offer, equality impact assessment process and policies and resources to embed EDI throughout.
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Inclusive Employee Lifecycle
We will strengthen mechanisms to attract, support and retain a diverse workforce at all levels.
In working to deliver this, from 2022 to 2026, we will:
Develop an evidence based, inclusive talent management strategy.
Review our staff recruitment processes to ensure they are fair and equitable to attract the best talent into the university.
Embed fair and equitable assessment of research performance and responsible use of research metrics.
Support fair, equitable and transparent reward and recognition processes and outcomes.
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Inclusive Student Experience
Consistent with our Education Strategy, we will take an intersectional approach to tackling differentials in student experience, with a relentless focus on tackling inequity through initiatives such as our Education Annual Reviews. We will support colleagues to ensure that all our students shape their learning journey to meet their needs and aspirations.
In working to deliver this, from 2022 to 2026, we will:
Take a proactive approach towards eliminating progression and awarding gaps, developing lead indicators and support staff and students to develop effective interventions such as rolling our the Intentional About Inclusion programme to students.
Re-launch and elevate our ‘Bridging the Gap’ programme ensuring greater capacity and reach across faculties.
Deliver the University’s five-year Access and Participation Plan and continue to support the First Generation Scholarship Programme.
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Celebrating Diversity
We will continue to celebrate diversity to demonstrate that we value difference. Raising awareness, developing behaviours, spaces and a sense of belonging, where every single person can expect to feel safe, supported and treated with dignity.
In working to deliver this, from 2022 to 2026, we will:
Celebrate a range of national and international awareness days in collaboration with the Student Union, Chaplaincy and our Staff Equity Networks.
Share good practice throughout the university, to ensure a consistent approach to celebrating diversity.
Develop our Staff Equity Networks as key partners in our EDI work. Led by staff, for staff, they provide a voice and help inform our approach to EDI across the university.