UCL Mathematical & Physical Sciences


Strategic plan 2019-2022

The proposed goals for the period 2019-2022 are below and they align with UCL guidance and forthcoming institutional EDI strategy.

Through our EDI strategic plan we  aim to foster a culture of diversity, inclusivity, collaboration, mutual respect and resilience as key pillars of academic and profesional excellence. We aim to improve our research, study, teaching, and overall work environments such that every member of the faculty can develop a sense of belonging and feel encouraged and supported to develop their full potential. 

The proposed goals for the period 2019-2022 are below and they align with UCL guidance and forthcoming institutional EDI strategy.  The document presenting our MAPS EDI strategy can be found here. 

Goal 1: Carry out structured conversations around the issues of respect, support, and outdated power dynamics across all levels and instances within the faculty and departments

  • Realise faculty-wide conversation events around the subject of outdated power dynamics in academia. 
  • Realise faculty-wide conversation around the issue of respect and support. The targeted audience here being undergraduate students. 
  • Co-ordinate and support staff training on these issues and encourage staff and students to be active bystanders. 

Goal 2: Improve the diversity and college experience of our student body 

  • Assess whether student admission processes at the undergraduate and graduate level allow a balanced consideration of candidates from ethnic minorities. 
  • Provide information on graduate scholarships opportunities for under-represented groups.
  • Identify the barriers faced by our student body by analysing multiple disadvantages.

Goal 3: Improve the diversity, promotion and work experience of our staff body

  • Encourage departments to use Fair Recruitment scheme in their staff recruitment processes. 
  • Encourage departments to share best practice in the search for a diverse pool of applicants. 
  • Encourage departmental implementation of the Inclusive Advocacy Scheme.
  • Identify the barriers faced by our staff via the lenses of intersectionality, that is, Identify the barriers faced by our student body by analysing multiple. disadvantages. 

Goal 4: Promote a healthy and balanced work environment 

  • Update the structure and promote the MAPS caring fund to support caring responsibilities. 
  • Inform about other alternatives of caring support through research councils grants.
  • Encourage departments to carry out conversations and actions on the balance between the increasing work demands and mental health of staff.

Goal 5: Strengthen the links, impact and visibility of the EDI activities across the faculty departments and institutes and promote the sharing of best practice.  

  • Add an EDI detailed section to the Faculty website detailing the goals as a faculty and what they mean. The website will also provide clear information on EDI in practice as well as UCL EDI events and initiatives. 
  • Encourage and support cross departmental EDI events and activities.
  • Encourage MAPS staff to join EDI staff networks and promote the UCL EDI events involving these networks.

Goal 6: Discuss and gather evidence on the correlations between equality, diversity and inclusion best practice and excellence in Higher Education 

  • Carry out a faculty-wide conversation on our understanding of excellence and the evidence of positive correlations between equality, diversity and inclusion practices and achieving excellence. 

Goal 7: Assess progress and adjust goals and plans according to new information, research and learning experiences

  • Encourage each department to carry out self-assessment beyond Athena Swan or Juno guidelines.
  • Are they tackling the most strategically relevant issues? 
  • Are they using all the information available to inform our actions?
  • Do they have the necessary resources to guarantee best practice?