Race Diversity and Equality working group meeting 12/11/2020

--- slideOptions: center: true height: 200% --- <style type="text/css" rel="stylesheet"> .reveal section img { box-shadow:none; } </style> ![](https://i.imgur.com/W7jeXqm.jpg)  --- Joining the discussion We will use the [Turing Way’s Code of Conduct](https://github.com/alan-turing-institute/the-turing-way/blob/master/CODE_OF_CONDUCT.md/) during this session. --- # Race Diversity and Equality working group meeting 12/11/2020 > **Instructions** > Type on the left :arrow_left: and see the rendered result on the right. :arrow_right: ## What you were hoping to achieve from the group? * To make a change where you see more BAME people at the top * Facilitate discussions and advocate for change on behalf of the group * More progression opportunities Q - how will Mark/Cybele's remit affect the group (what will the People team do compared to the RDE) * Raising awareness that not everyone is being treated the same and what everyonce can do to solve this * To help push meaningful changes in place within the Institute. * Find out what the pipeline plans are for addressing inequlity * Encourage Turing to be innovative and relentless in promoting diversity, Turing can do some really cool things, keen to encourage this in this area. * To change attitudes - that people start noticing lack of diversity, and actively seek to tackle it - *what training can we offer for this (Nick Mann)* * To ensure, include and incorporate others within the working environment * To recognise as a national institute we need to model change for others. ## What are the obstacles for diversity at the ATI? * To incorporate and include every individual at any given opportunity. * The obstacles consists of not having a variety of different individuals in a work setting. Which in turn, may seem less engaging or excluded. * Diversity should reflect all different kinds of individuals and working groups for a meaningful collabration or partnership. * Burdens falling disproportionately on minority groups to 'represent' * The challenges with diversity is not having someone who may or may not relate to other ethnic minorities. * Provide opportunities and give support * Lack of internal promotions being advertised and BAME people seemingly not progressing to the next step * People not understanding the issues - *what training can we offer for this (Nick Mann)* * People possibly using the pipeline / data science/ science his historically not very diverse as a end excuse/way of thinking which isnt very helpful. * Yet to be identified obvious choice of benchmarking. Institute is quite unique, would be good to identify best data to compare with. HESA is data is good but not all encompassing. * Cross institution steering group would be useful to share ideas and compare how each institution is perfomring - would also increase accountability --- ## Of the outlined numbers in the EDI document, which items should be our priority and why? * Review the EDI framework to provide clarity on roles, governance and the necessary engagement with staff * Ensure that the voluntary contributions from staff to the EDI agenda are recognised * Comprehensive collection and analysis of recruitment, promotion and staff development data to identify trends and improve performance on EDI * Develop and adopt a dedicated EDI Strategy with key objectives aligned to each Institute function ## Any other thoughts or ideas related to the report? * Consider the establishment of a cross-institute steering group to discuss key principles and aims, to ensure Turing is setting itself stretch goals that are in line with similar-sized institutes. Ideally this should be cross-disciplinary, reaching out to social sciences nd humanities institutes too, who may have been thinking within different and beneficial frameworks * Fellowships and funding bids aimed to tackle the research area/questions affecting underrepresnted communities (as opposed to positive recruitment per se) to help us understand. Design research questions to tackle the problems to open more doors. We are therefore inviting, recognising and valuing expertise that may be held within underrepresented communities. This is about saying the pipeline argument is wrong - we need to redefine where the pipeline is. * We should invite school aged children to the institute for example for national careers week. A day in the life of a Data Scientist for example. * Wasn't able to find any mention in the report regarding the type (fixed-term vs permanent) or duration of contracts, which might be relevant from an EDI perspective. --- Thank you We will make this document available after the session - we are keen to have a record of your opinions and ideas! I will keep the page open until Friday at 5pm, at which point it will be converted into ‘view only’ and shared with HR and possibly within the institute There are no identifiers on HackMD, so this is anonymous (if someone has accidentally typed an identifiers I will aim to edit and remove these). ---