diversity_at_the_core_170912.pdf
(342.59 kB, PDF)
… community with a thriving learning and working environment”. The accompanying action point “increase diversity”, leads to the question ‘What is Diversity?’ Diversity is interpreted by most people as referring to ethnicity, race and gender. However, when looking at aspects that constitute objective differences between individuals and groups, factors like gender, ethnicity, nationality, age, religion, LGBT, occupational disability or chronic illness and social status are elements that can connect … and the annual assessments with managers and directors. d) Bring in diversity and inclusivity as elements to be weighed up during strategic employee planning, to create a balanced employee population, now and in the future. e) Make training and workshops about inclusivity a permanent part of the curriculum. With regard to these tasks a Programme Manager Diversity and Inclusivity will be appointed, funded from the Diversity- policy budget. 5 To increase diversity and foster inclusivity, the … the UM Rector. As Chair of the Advisory Council, the Rector will support diversity-policy by discussing the topic in the university bodies (faculty boards, university council etc.) and will participate in relevant meetings at national level to share best practices and keep track of the (inter)national developments. Together, the Rector and the Advisory Council are responsible for development, implementation and monitoring of the UM Diversity-policy (see also table below ‘Roles and responsibilities …
