Our Staff and Ways of Working
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1. Strengthening Communication and Engagement
Effective communication and active engagement are vital to fostering a collaborative and vibrant academic community. We aim to strengthen our internal connections to support a culture of openness, mutual support and continuous knowledge exchange across the Faculty.
​Key Performance Indicators
​1
Organise a Faculty Forum twice a year to keep staff informed about key developments, successes, and upcoming events.
​2
Host at least one interdepartmental workshop or networking event annually to encourage collaboration and knowledge sharing.
2. Enhancing Equity, Diversity, and Inclusion Work and Awareness
Fostering a culture of equity, diversity and inclusion (EDI) is essential to creating a supportive and respectful academic environment. Over the next three years, we will prioritise EDI initiatives to embed EDI values into our everyday work and strengthen our commitment to an inclusive campus environment.
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Key Performance Indicators
1
Require all faculty staff members to complete an annual EDI-related training session to enhance awareness and foster inclusivity.
2
Introduce an EDI celebration day to raise awareness of EDI issues, such as an international day for women or staff of different origins or a pride day for all.
3. Supporting Staff Development and Retention
The "Our Staff and Ways of Working" pillar emphasises the importance of nurturing a resilient and engaged workforce through comprehensive staff development and retention initiatives. We aim to create a supportive and sustainable work environment. These efforts are designed to empower staff at all levels, enhance their professional growth, and foster a positive, inclusive, balanced workplace culture within the Faculty.
Key Performance Indicators
Conduct a leadership development programme for mid-career academics (e.g., Assistant Professors) to prepare them for leadership roles.
1
Establish at least three faculty-wide learning circles by 2028, focusing on sharing best practices and improving work efficiency.
5
Conduct an induction workshop/ activity at least once a year for teaching staff to help them cope with their challenges.
2
Implement an annual well-being survey and offer mental health stress management resources.
6
Design a structured mentorship programme for early-career administrative and support staff (Band E or below) to support career progression.
3
Encourage flexible working arrangements in the Faculty to promote work-life balance.
7
Introduce an Outstanding Programme Management Team Award annually to recognise programme management and quality assurance.
4
