Supporting diversity, equity and inclusion in practice

The University fosters an environment where all members of its community can thrive. This commitment is set out in Te Ara Tautika – The Equity Policy. 

Implementing Te Ara Tautika involves embracing:

• Whakawhanaungatanga – building respectful relationships.
• Whanaungatanga – the reciprocal process of maintaining relationships and connections.
• Manaakitanga – upholding the mana of others by creating safe, inclusive and accessible environments.

We can all take action to support DEI in our study and work. The guidance below helps University members take action to support DEI across various areas.

Leaders play an important role in addressing structural and systemic discrimination. By promoting equitable access and recognising challenges faced by staff and students, leaders set the tone for an inclusive culture.

What you can do

• Progress initiatives supporting access, participation and success.
• Support others to build knowledge and relationships to recognise barriers and foster an inclusive environment.
  
• Include core competencies in staff job descriptions that integrate DEI.
  

We want our students and collaborators to fully engage with the University, and get the most out of their experience here.

What you can do

• Make information accessible to people with diverse requirements.
• Provide a range of delivery and assessment options for teaching and learning.
  
• Incorporate diverse perspectives in teaching, research and teamwork.
  
• Build diverse research teams.
• Take steps to identify and mitigate biases.
  

Inclusive communications and events promote a culture that respects and values difference.

What you can do

• Celebrate diverse cultures, languages and key dates.
  
• Ensure that events and communications are accessible and inclusive to different groups of people within the University community. View our accessibility toolkit for support.

The University is constantly updating policies and processes and undertaking projects to adapt to the changing world around it.

What you can do

• Promote equitable access, participation and success.
• Create appropriate options and future opportunities for people and groups, particularly those who have been or are disadvantaged or marginalised.
• Consider intersectionality when developing policies to effectively remove barriers.

Insights from Enterprise Insights Portal (staff intranet), University demographic data and staff and student surveys, help us understand and respond to the needs of our diverse community.

You can use this information to: 

• Understand the diverse demographics of the University community.
• Consider the experiences, participation and success of diverse groups
• Monitor the participation and success of diverse groups to inform and strenghen decision-making.
• Understand the implications of intersectionality.
• Develop and measure the effectiveness of pro-equity project initiatives.

The University aims to provide mana-enhancing support, especially for those who have experienced, or are facing, prejudice, discrimination or marginalisation.

What you can do

• Be aware of the services that support staff and students with diverse identity characteristics.

Both students and staff have a role to play in creating environments that foster belonging and participation.

What you can do

• Provide inclusive physical and digital environments that support access, participation and success for diverse groups of staff and students.
• Prominently display information about diverse groups.
• Offer virtual and on-campus spaces for people with shared interests, experiences and/or identities.

Building strong relationships with diverse staff and students helps us understand their needs and create a more inclusive University.

What you can do

• Engage with interested key parties to embed DEI into the University environment. 
  
• Participate or explore equity-focused committees, communities, groups and networks.

Continuous learning strengthens understanding, inclusion and support for diverse communities.

What you can do

• Take training such as Disability Confidence 101, Hidden Disabilities Sunflower and Rainbow Awareness 101, all available via Hono for staff.
• Explore additional learning opportunities through HR DEI training.
• Connect with your faculty/large-scale research institute Associate Dean/Director Equity and Diversity about what learning opportunities might be available in your area.

For more information, visit our DEI resources page.