Inclusive management should not require any special skills – the starting point should always be to consider the needs of others. However, there are resources that can help you in particular areas of work, as outlined below.
We encourage departments to take positive action where there is evidence of under-representation – for example, encouraging people from under-represented groups to apply for jobs and helping them make more competitive applications, including through targeted training, mentoring and encouragement. This is different from positive discrimination, which remains unlawful, and final recruitment decisions must always be made solely on merit.
We recommend that all managers take the online Recruitment and Selection course, which is for all chairs and members of recruitment panels.
The HR guidance on the recruitment process also includes advice about fair selection of candidates.
If you are involved in the recruitment of academic staff, note that new guidance on inclusive recruitment practices will be issued soon, and many of the principles will apply to the recruitment of other staff. The Focus team at the University undertook an extensive project in 2021/22, with the aim of making recruitment to Associate Professor posts more inclusive. Read the end of project report.
Inclusive meetings and communications
The Inclusive Chairing Toolkit, brought together by the Humanities Division, aims to give you the skills and confidence to chair meetings and seminars inclusively.
This resource from Inclusive Employers, Guidance on Inclusive Communications is a concise, easy-to-read guide which covers all the key elements of inclusive communications, including definitions of terms; advice on good practice; a brief style guide for writing; how to start conversations and what to do if you get it wrong; how to get people thinking about inclusive communications.
People and Organisational Development has a range of courses for managers, including several related to inclusivity:
- Inclusive language at work
- Inclusive meetings
- Inclusive office practice
Many HR policies have relevance to equality, diversity and inclusion – for instance:
Hours of work – includes guidance on flexibility for religious observance
Leave (including carers’ leave) and Family leave
Flexible working – which can be particularly helpful for staff with disabilities and/or caring responsibilities
Sickness absence – includes guidance on supporting staff with disabilities