Inspired by the Institute of Academic Development’s pop-up training, Evidence Base is proud to bring you Pop-Up Inclusion Matters!
Evidence Base is one of 11 projects funded by the EPSRC Inclusion Matters programme, all designed to improve different aspects of equality, diversity and inclusion in the Engineering and Physical Sciences.
Pop-Up Inclusion Matters is a programme of presentations, seminars and workshops which will showcase the work of the Inclusion Matters programme as well as other related work at the University of Edinburgh.
All sessions will be recorded so you can access the content asynchronously if you are unable to attend live, please register to ensure you receive notifications about recordings.
Contact email@example.com if you have any questions
Inclusion really does matter which is why we need projects with impact. The Northern Power Inclusion Matters team will talk about the way in which evaluation activity has been embedded into their project from the start. They’ll reflect on their project aims and activities, and on how changes in these have affected the project evaluation.
4th November 1-2pm GMT: STEM Equals
The STEM Equals team will share initial findings from the first phase of data collection, which included interviews and focus groups with women and LGBT+ academic staff and PhD students in STEM. There were 82 participants (including 38 staff members and 44 PhD students).
The nearly 46 hours of interviews, transcribed into over 370,000 words, were thematically analysed using NVivo. For an overview of phase one, please see pages 5-7 of the First Year Report.
What works? Solutions to race and gender discrimination in STEM REGISTER HERE
5th November 10-11am GMT: advanced strategic platform for inclusive research environments (aspire)
This workshop will share findings from a structured literature review of race and gender discrimination in STEM research careers. Extant research will be thematically analysed using Floya Anthias’ analytic categories of intersectionality. Four types of intersectional solutions to gendered racism, not all of which are equally represented in the literature, are evident: organisational, intersubjective, representational, and experiential. Suggestions for future research and theorising will be made.
Micro-aggressions Resource Project REGISTER HERE
10th November 1-2pm GMT: Rayya Ghul, Institute for Academic Development
A series of resources for academic teaching staff to help recognise and combat microaggressions were developed for staff at the University of Edinburgh. These were produced through literature review and focus groups/interviews with students. Three resources covering racial microaggressions, sexuality-based microaggressions and microaggressions against trans and/or non-binary people were produced. The presentation will outline the process and the way the students’ lived experiences shaped the form and messages of each resource. The differences in the three resources will also be shared to highlight the particular challenges faced by each group.
This workshop will provide insight into the gender barriers identified during the visNET project as well as giving you the opportunity to think strategically about your own professional networks.
This project focuses on how to improve attitudes towards Gender Equality Initiatives (GEIs) in STEM academia. Across 5 experimental studies we examined the impact that GEI framing or descriptions and GEI content had on support for equality initiatives among STEM academics. During this presentation we will share initial findings from our research to date and discuss recommendations informed by these findings for how best to design and implement GEIs to promote greater positivity towards these initiatives.
Showcasing research into university spinout companies with an emphasis on gender inclusion. As well as sharing findings and recommendations from our recent and forthcoming research reports this session will encourage participants to think about academic entrepreneurship as part of their own career pathway by identifying potential barriers and enablers in their institution and beyond.
Enabling Academia: making UK HEIs more accessible REGISTER HERE
24th November 1-2pm GMT: Disability Inclusive Science Careers
This workshop will use experiential evidence from the DISC project to stimulate discussion about the current and potential management of disabled colleagues.
Exploring (real) examples of HEI managerial practice, Human Resource Management and the experiences of disabled scientists, participants will consider options for the intervention and prevention of ableist norms and practices. We will discuss how and why universities maintain barriers to inclusion, and how to undermine them and foster meaningful accessibility to the academy.
Designing interventions for more inclusive institutions: co-creation and challenges
25th November 2-3pm GMT: Evidence Base
The Evidence Base (eBase) project at the University of Edinburgh focuses on how to improve career progression and access to research funding for marginalised academics. After an overview of the research results, Emily and Jean will have a conversation about the process of using the research evidence to design equality, diversity, and inclusion interventions during the pandemic.
Creating the EDI Resource Bank REGISTER HERE
26th November 1-2pm GMT: STEMM-CHANGE
As part of the STEMM-Change project at the University of Nottingham, we’ve developed the EDI Resource Bank: a unique, national database with an accessible portal through which it can be interrogated. The Resource Bank will be launched later this year, containing resources from a wide range of contexts and institutions focused on EDI in STEMM and beyond. This includes resources produced to support EDI activities and those reporting on EDI in given disciplines and organisations. Users will be able to freely download from and upload to the EDI Resource Bank, and it will be maintained by EDI specialists at the University of Nottingham. In this presentation, we’ll talk through the process of creating the EDI Resource Bank, demonstrate how it works, and explain how Inclusion Matters colleagues can get involved.