How to support diversity equity and inclusion in practice

All leaders at the University should be working to address:

• Structural and systemic discrimination
• Barriers for disadvantaged or marginalised groups of staff members and students

What you can do

• Progress initiatives in your area that support equitable access, participation and success for students and staff
• Support staff members to gather knowledge and build relationships so they can:
  • Recognise the barriers different groups of people face in work and/or study
  • Balance relevant factors to help create an environment where everyone can thrive
• Include core competencies in staff job descriptions that support integration of diversity, equity and inclusion related work across the University

HR DEI provide resources and support for leaders.

Key Equity contacts may also be able to assist.

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
• Present different points of view and perspectives, including from people with diverse backgrounds and characteristics
• Build diverse research teams
• Promote equitable, accessible and inclusive research design
• Take steps to identify and mitigate biases.

Check out resources supporting DEI in research, teaching and learning.

We promote a culture that respects and values difference by making our communications and events inclusive and accessible.

What you can do

• Actively celebrate the diversity of staff members and students by acknowledging and promoting a range of key dates, events, festivals, languages, occasions
• Consider how to ensure your communications and events are truly inclusive and accessible to different groups of people in the University community.

Read University resources supporting DEI in communications and events.

The University is constantly undertaking projects to adapt to the changing world around it.

What you can do

When developing or updating policies, procedures, processes and initiatives, strive to:

• Promote equitable access, participation and success 
• Create appropriate options and future options for people and groups – particularly those who have been and are disadvantaged or marginalised
• Dismantle barriers and forms of privilege where they perpetuate inequalities
• Consider intersectionality and its effects in order to effectively remove barriers to access, participation and success

The Enterprise Insights Portal (staff intranet), and the University demographic data, provide useful data about the University’s diverse communities. Staff and student surveys have helpful data as well as qualitative information about respondents’ experiences.

What you can do

Use this information to:

• Understand the demographics of the University community, and its diverse identity characteristics and requirements
• Consider the experiences, participation, and success of diverse groups of staff and students
• Undertake regular monitoring and reporting to underpin decision-making
• Understand intersectionality implications
• Develop and measure the effectiveness of pro-equity projects or initiatives

We aim to provide mana enhancing support, especially for those who have faced prejudice, discrimination, or marginalisation.

What you can do

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

We want our staff and students to have a sense of belonging at the University, as valued members of our community.

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 to foster belonging, community and awareness
• Offer virtual and on-campus spaces for people with shared interests, experiences, and/or identities.

Check out the University facilities supporting DEI.  

Building relationships with diverse staff and students helps us understand what everyone needs to thrive.

What you can do

• Think about how you can engage with key interested parties to help embed diversity, equity and inclusion into the University environment
• Participate in equity-related communities, groups, and networks to foster understanding, inclusion, and support
• Explore our committees, communities, groups, and networks dedicated to diversity, equity, and inclusion

Learning is central to our institution. Undertaking relevant, regular training and educational opportunities is important to:

• Enhance whanaungatanga and manaakitanga at the University
• Increase understanding, inclusion, equity, and support for people with diverse identity characteristics
• Disability Confidence 101, Hidden Disabilities Sunflower, and Rainbow Awareness 101 training are all available via Hono.

What you can do

• Check out training offered by HR DEI
• Speak to your faculty/large-scale research institute associate dean/director equity and diversity about what learning opportunities might be available in your area.