Equality, Diversity & Inclusion

Equality, diversity and inclusion was at the heart of the ECORISC recruitment process. A novel approach was follwed that aimed to reduce bias and focus on competences and personal attributes.

For example:

• CDT opportunities were advertised widely and promoted to a diverse base of talented graduates using language and imagery that is inclusive and screened for unconscious bias using tools such as Textio.

• We included equality statements in our adverts to encourage students who may otherwise not apply.

• We ran virtual open days to introduce the CDT to potential applicants, explain the application process and answer any questions the students might have. A second workshop provides candidates who reach stage 2 in our application process with guidance on the submitting a written application, meeting with supervisors, presentations and interviews.

• We developed a novel structured and three-stage interview and selection process that aims to evaluate applicants based on competencies and personal attributes as well as academic excellence and which minimises bias.

• Our recruitment approach aimed to increase the focus on motivation and competences and reduce the importance of grades and the university attended. For instance, potential supervisors assess applicants based on anonymised applications and apply a scoring system that emphasises research potential rather than educational privilege.

Throughout a students PhD journey ECORISC employs a range of approaches & mechanisms to support students with addition needs including;

• Facilitating flexible working arrangements, including part-time working.

• Working with students to facilitiate individual needs, particulary at our in person training events.