Equality, Diversity and Inclusion within NCAS
The National Centre for Atmospheric Science (NCAS) is committed to promoting and maintaining equality and diversity through establishing an inclusive culture.
NCAS recognises that environmental research in the UK – including the atmospheric science community – is not sufficiently diverse.
By diverse we mean a workforce of individuals who have varied backgrounds and characteristics. This includes people of different ages, religious beliefs, nationality and ethnic origin, gender, including trans gender, sexual orientation, relationship status, class and social/financial status, people with caring responsibilities, and those living with disabilities and mental health issues.
In 2022, we asked colleagues working across NCAS to tell us about themselves. Just under 100 staff took part in our anonymous Equality, Diversity and Inclusion survey that tracked different types of diversity, and how included staff felt across the organisation. Their answers helped us to make improvements to our decision making and reporting processes such as increased transparency and access to promotions.
In 2024 we undertook a second Equality, Diversity and Inclusion survey and 100 colleagues responded. The key requests from this survey were fair access to promotions and sense of belonging across NCAS. Both of these were areas highlighted as areas for improvement in our last survey.
For the 12 months from December 2023 to December 2024, the People Team supported 6 promotions and we anticipate a similar number this year.
The People Team will be doing some targeted work to develop a sense of belonging at NCAS including, improving our induction and onboarding support, publishing a line manager expectations document and supporting early career colleagues.
Our Living Action Plan to embed Equality, Diversity and Inclusion
Published for the first time in January 2023, our Equality, Diversity and Inclusion Living Action Plan set out the work required to establish an inclusive organisation.
The Living Action Plan applies across our whole organisation, and involves our sites, science areas, operations, facilities and services – all our people.
The 2023 Living Action Plan plan was informed by our 2022 Equality, Diversity and Inclusion survey and resulting report, supported by the Employers Network for Equality & Inclusion (ENEI), and by consultations with ENEI staff and representatives from research centres across the NERC-supported community.
The initial plan outlined where we wanted to be in five years, and how we will get there, while meeting the legal commitments of the Equality Act 2010.
Due to the success of the first 2 years of delivery, we are now launching a new 12 month action plan to cover 2025 and 2026.
Through the Talent Inclusion Diversity and Equality (TIDE) benchmarking assessment that we complete annually, NCAS have been identified as strong in terms of communication and strategy. For the next 12 months, we will be focusing on consolidating and embedding our achievements, and ensuring consistency across the organisation.
Six strategic priorities
The Living Action Plan is both proactive and responsive, and will evolve alongside changes in our learning, best practices, and legislation.
We will continue to deliver on the six strategic priorities for nurturing equality, diversity and inclusivity,
- Ensuring active leadership, openness and accountability
- Supporting staff and improving our diversity
- Communicating effectively and engaging communities
- Offering inclusive training and staff development
- Developing an inclusive research culture
- Developing inclusive research facilities
The communication and engagement strand will be delivered through our Community for Change staff engagement programme.
Ensuring impact
Our goal is to be able to recognise significant change in the equality, diversity and inclusion of our workforce by 2028 – a change that we hope will be reflected across the UK’s environmental science community.
We want to acknowledge and appreciate a diverse group of people – with a variety of experiences, identities and backgrounds. We would like to have made key improvements to our workforce by focusing on positive outcomes.
Our Living Action Plan will be reviewed every 6 months by our Equality, Diversity and Inclusion Committee, who will share recommendations for change or renewal with our Management Board for challenge and approval. Please contact Lisa Banton, the Head of People, EDI and Workforce Development via email to make any comments or recommendations.