Director's Pledges 2022-23

We have engaged with Faculty educational leads and received their support for this initiative. However, the process for name-blind recruitment is complex, requiring approval from central UCL admissions, and we continue to discuss and explore options with the Faculty EDI Team.

A new recruitment pack has been developed and is available from the DoP human resources team and is also available on the DoP intranet. This includes standardised templates for job adverts and person specifications. All new DoP jobs should use these templates.

We have reviewed the accessibility of the Divisional website and it has risen from a Site Improve score of 70.9 to 72.1. We have identified the areas that need further improvement and will work with DoP comms team to implement these changes.

We have appointed a Career Development Champion for Professional Services staff, whose role includes collating and sharing best practices from across the Faculty, and creating resources for Professional Services staff’s career development including job, secondment and training opportunities.

The In2scienceUK organisation aims to provide young people from disadvantaged backgrounds an opportunity to gain insight into the science, technology, engineering and maths (STEM) sector and support them in the process of applying to university.  We have organised a Division-wide In2Science outreach programme for the past two years which has involved a large number of students and DoP staff.

We have held two EDI seminars on topics including science, eugenics and race, and EDI in Arts and Humanities at UCL, and will continue to arrange further seminars in the series.

We have audited the 2021-22 and 2022-23 Director’s pledges and reported these via our website.