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KPA 2: Staffing, Equality, Diversity and Inclusion

Equality, diversity and inclusion

Empower staff with the knowledge and skills to confidently engage in progressing Library Services commitments to equality, diversity and inclusion as it applies to both interactions with colleagues and the services provided to all user populations.

Staff development

Improve career development support for library staff.

HR processes

Review processes and ensure they are fully inclusive and evidence-based.

Change management

Review processes and empower staff to initiate and participate in positive change.

Actions & outcomes

Equality, diversity and inclusion
IDActionsOutcomes
SEDI1Introduce mandatory training for all staff in wellbeing support and awareness.Staff have competencies in proactively recognising and addressing wellbeing concerns and there are guidelines and support in place.
SEDI2

Implement an Action Plan for EDI that maps to UCL’s equality charters and relevant strategies.

Staff have greater awareness of EDI at UCL and the elements of the action plan are delivered.
SEDI3Arrange training in UCL international competencies for all staff who deal directly with user enquiries.Relevant library staff meet UCL’s international competencies.
Staff development
IDActionsOutcomes
SEDI4Define a set of pathways for career development and progression.Clearly signposted development opportunities, supporting a learning culture.
SEDI5Introduce new training events for Library Services staff to support career development.Staff are supported in fulfilling their library career aspirations at all levels, demonstrated by retention levels and progression.
SEDI6Initiate competencies frameworks for Library Services roles, supporting fulfilment of Customer Service Excellence.Staff roles are mapped to competencies and training provided to meet any knowledge gaps.
SEDI7Establish new communication routes to highlight the professional skills and achievements of library staff.The profile of library staff, knowledge and skills is raised across UCL.
HR processes
IDActionsOutcomes
SEDI8Introduce guidance on the interview process for panel members.Greater consistency in recruitment, interviewers are well-informed with clear guidance on formulating questions, tests, presentations.
SEDI9Improve the diversity of interview panels.Panels are more diverse.
SEDI10Implement exit interviews for all staff leavers.Structured feedback from leavers informs decisions on recruitment, training and work plans.
Change management
IDActionsOutcomes
SEDI11Implement processes to assess the impact of changeThe reasons for making changes are transparent and all staff are aware.
SEDI12Introduce a mechanism for proposing and receiving feedback on changes.All staff know how to propose and manage change.

KPA 2: Staffing, Equality, Diversity and Inclusion

Leader: Kate Cheney
Head of Site Library Services

KPA 2: Staffing, Equality, Diversity and Inclusion