Equality, Diversity and Inclusion (EDI)

At EDRC, we are committed to Equality, Diversity & Inclusion (EDI), and want to use these principles to build an inclusive and welcoming culture.

Embedding EDI values in our culture

From EDI perspective, we want our culture to reflect our key values of fairness, transparency, boldness, openness, and impact in the following ways:

Collaboration and collegiality

We respect the variety of contributions made by both the consortium, and the wider community of stakeholders with whom we will interact.

Openness and integrity

We will undertake activities in an open, inclusive and transparent way for the Centre and community, and we will commit to avoiding actions or decisions which lead to personal benefit.

Freedom to express ourselves, in a way which is respectful of others

We want to nurture talent, to enable people to express themselves through their interactions with the Centre in ways which are creative and effective, but also mindful of our differences.

Fairness

We will seek to identify and reduce or remove barriers that may prevent fair and equitable access to opportunities, including making reasonable adjustment for disabled colleagues.

Our intended outcome

Through taking this approach to EDI, our intended outcomes are to:

Improve diversity in our consortium, events and Advisory Board, with an aim to making them more representative of the general population.
Provide equal opportunities for all candidates, especially those who are underrepresented.
Support Early Career Researchers’ (ECR) career development.
Celebrate diversity and the opportunities which diversity brings to new ways of thinking.

Our Equality, Diversity and Inclusion (EDI) Plan covers the following areas:

Our approach to EDI
Working culture
Working practices
Recruitment
Career development
Flexible Fund
Communications and Events

We have made a conscious effort to ensure that the team creating and championing our EDI strategy reflects the diversity of the EDRC team across the consortium (including members at different roles and career stages). Before our full EDI strategy and plan was published, we sought reviews from both our internal EDI working team, as well as external reviews from EDI experts.

Our EDI engagement will be ongoing and will include feedback and measuring tools for continual improvement. We build on good EDI practice undertaken for example at the Centre for Research into Energy Demand Solutions.