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.
Improve career development support for library staff.
Review processes and ensure they are fully inclusive and evidence-based.
Review processes and empower staff to initiate and participate in positive change.
Actions & outcomes
- Equality, diversity and inclusion
ID Actions Outcomes SEDI1 Introduce 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. SEDI3 Arrange training in UCL international competencies for all staff who deal directly with user enquiries. Relevant library staff meet UCL’s international competencies.
- Staff development
ID Actions Outcomes SEDI4 Define a set of pathways for career development and progression. Clearly signposted development opportunities, supporting a learning culture. SEDI5 Introduce 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. SEDI6 Initiate 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. SEDI7 Establish 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
ID Actions Outcomes SEDI8 Introduce guidance on the interview process for panel members. Greater consistency in recruitment, interviewers are well-informed with clear guidance on formulating questions, tests, presentations. SEDI9 Improve the diversity of interview panels. Panels are more diverse. SEDI10 Implement exit interviews for all staff leavers. Structured feedback from leavers informs decisions on recruitment, training and work plans.
- Change management
ID Actions Outcomes SEDI11 Implement processes to assess the impact of change The reasons for making changes are transparent and all staff are aware. SEDI12 Introduce 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