Wellbeing and EDI
In the Data Intensive Science CDT, we wish to foster a positive and supportive culture, so that all our students and staff can flourish and feel valued for who they are as well as their contributions.
We aim to create a fair, inclusive and harmonious environment where all CDT members can feel included in all aspects of the CDT and its activities.
To help us achieve this, we have created a Code of Conduct for all students and staff to adhere to and to encourage respect amongst peers, regardless of their gender, sexual orientation, ethnic background and/or any physical or mental challenges one may face.
In line with the UCL wide Equality, Diversity & Inclusion strategy 2022-2023, our CDT aims to:
- Increase the diversity of new cohorts, with a particular focus on increasing female student uptake: in our recruitment advertising campaigns, we encouraged applications from female applicants and applicants from all backgrounds covering ethnicity, disabilities and sexual orientation;
- Maintain/improve student retention and attainment (respectively). We have a duty of care to our students and are open to meeting on a 1-1 basis with any student who finds themselves struggling in their research studies. We have created an action plan to help resolve issues and help students restore confidence to be able to participate as a member of the CDT.
In the DIS CDT, we have developed best practice guidelines for increasing the diversity of students in new cohorts. As a result, we have achieved at least 25% female representation since 2021 across the seven cohorts, and on the Staff-Student committee, which meets once a term to discuss any feedback from students, ideas, issues etc.
We have also taken appropriate actions to avoid single gender panels in all recruitment activities. As a result, since February 2018, we have had a 50-50 gender balance on our interviewing panel.
We have also continued to provide a programme of learning opportunities, seminars, and workshops open to all students and staff. We continually aim to engage more female and minority guest speakers and trainers to ensure a fair and diverse representation in our training offerings. Our policy is in line with the P&A department EDI and in the UCL EDI Strategic Plan 2022-27.