Equality, Diversity and Inclusion
The National Centre for Atmospheric Science is committed to promoting and maintaining equality and diversity in order to establish an inclusive and productive culture.
On our journey to create an inclusive research centre, we will promote equality, celebrate diversity and maintain a working environment where staff feel they can bring their whole self to the workplace and to their work.
While recognising the legal commitments set out in the Equality Act 2010, we aim to identify and challenge the hidden barriers within NCAS that may be preventing us from fully benefiting from a wider range of skills, attitudes and experience which an inclusive and diverse workplace brings.
The NCAS Equality, Diversity and Inclusion Committee (NEDI) was established to provide oversight of EDI matters within NCAS, reporting directly to the Management Board.
The NEDI meets approximately six times a year and the members are:
- Ruth Purvis, University of York (Head of Equality, Diversity and Inclusion)
- Hannah Price, FAAM Airborne Laboratory
- Jon Robson, University of Reading
- Robin Smith, University of Reading
- Fanny Adloff, University of Reading
- Grant Forster, University of East Anglia
- Lesley Gray, University of Oxford
- Louise Whitehouse, University of Leeds
- Lauren Phillips, University of Leeds
- Ali Gane, University of Leeds
- Steven Sharpe, University of Leeds
- Graham Stacey, Non-Executive Director
Any member of the committee can be contacted about EDI matters. The Head of EDI can be contacted via email@example.com.
We acknowledge that work is required across the organisation to establish an inclusive working environment for all.
We recognise that the atmospheric science community is not sufficiently diverse and this is especially evident in the career paths that lead to senior positions.
We also acknowledge that there is a wide range of roles within NCAS that bring different EDI responsibilities and issues. These range from line management and fieldwork, to management of international research projects and training courses.
It is important that our senior leaders are recognised as active diversity champions, who engage in training opportunities and show genuine support, in order to send a powerful message to our staff that EDI matters. The first steps in our journey to achieve this are shown in the EDI implementation plan.
The EDI implementation plan covers three main strands of work:
- EDI commitment to staff
- EDI commitment as a partner
- Community for Change
EDI data will be monitored by NCAS to access the current situation and identify current and future needs and trends.
The EDI data collected from staff includes:
- Protected characteristics as stated in the Equality Act 2010
- Spinal point
- Caring responsibilities
- Flexible working (including working from home)
This data will be stored at NCAS HQ in accordance with the Equality, Diversity and Inclusion Data Policy and used to:
- Understand the diverse makeup of our current and past staff
- Make sure all policies and functions promote equality
- Highlight any processes that do not comply with current EDI legislation
- Identify policies which negatively affect people from different communities
- Identify barriers within the organisation
- Evidence the need for new NCAS policies
- Set targets on how to address issues
- Measure effectiveness of new policies and targets
- Check equality of opportunity for all staff, regardless of their protected groups
Employers Network for Equality & Inclusion
At the National Centre for Atmospheric Science, we are a proud member of the Employers Network for Equality and Inclusion.
The Employers Network for Equality and Inclusion is a leading provider of advice, training and thought leadership in the UK. With their support, we are committed to turning diversity theory into inclusive organisation practice.
Our membership also allows us to benchmark our equality, diversity and inclusion work across the sector and marks an important step towards developing pragmatic and innovative solutions to the challenges that we face.
We encourage everyone to register with the Employers Network for Equality and Inclusion. Simply sign up using your National Centre for Atmospheric Science email address.
Achieving an inclusive workplace is something we would like all staff to commit to, and we hope staff will take time to look at the training and events available.
As part of our membership, we’re also able to offer access to a wide range of online training, webinars and virtual conferences for all our staff. These resources, put together by industry professionals, will help us deliver lasting change that is owned by everyone in our organisation.