Diversity and Inclusion Strategy

Through our three-year strategy, we have clear steps to fulfilling our goals around diversity and inclusion.

What does diversity and inclusion mean to us?

At IntoUniversity, diversity means recognising and valuing that everyone brings difference to the organisation through a unique combination of:

any protected characteristics
personalities
cognitive abilities
opinions
ethnic, cultural and social backgrounds

At IntoUniversity, inclusion is our way of being in all areas to ensure we are building a culture where students, staff and volunteers are valued for the unique people they are.

How our D&I strategy reflects our D&I values

We focus on Diversity and Inclusion in relation to recruitment, retention and progression, integrate D&I into performance management processes and celebrate and promote diverse talent.

We ensure Diversity and Inclusion is considered in governance structures (e.g. policies, processes, decision-making) and invest resources and time into making progress with Diversity and Inclusion.

We support and encourage employees to share feedback and raise concerns and respond effectively to Diversity and Inclusion issues.

We set targets for Diversity and Inclusion and transparently communicate progress towards these.

We recognise that Diversity and Inclusion is part of broader team culture and recognise and promote that diversity is beneficial for building strong teams.

Our Diversity and Inclusion Strategy

Over the next three years, we will drive success:

By having a recognisably diverse workforce at all levels of the organisation
By codifying best practice in policies, procedures and practices
By monitoring and reviewing our progress and continually adapting our practice
By having an inclusive culture and ethos

We have eight strategic areas, each with specific workstreams, to enable us to guide, inspire and enable our workforce to improve levels of Diversity and Inclusion at IntoUniversity.

Policies, processes, procedures

Ensure current policies, processes and procedures are inclusive
Embed policies and processes to manage Diversity and Inclusion risks

Enabling staff and volunteers to act as positive agents for Diversity and Inclusion in their roles

Introduce specific Diversity and Inclusion training for staff that increases awareness and knowledge of Diversity and Inclusion
Incorporate role-specific Diversity and Inclusion responsibilities in job descriptions
Support meaningful goal setting and tracking across the organisation

Communications

Ensure all communication is inclusive
Regularly communicate Diversity and Inclusion progress and plans

Engagement and Participation

Establish diversity networks across IntoUniversity
Seek out underrepresented voices and disengaged groups and individuals
Provide multiple channels for engagement

Recruitment, retention and progression

Continue with our ongoing review of our end-to-end recruitment processes to ensure it is inclusive for all candidates
Retain diverse employees and foster an environment where all are valued
Attract and retain diverse leaders in management positions, including Senior Leadership Team

Responding to concerns and providing support

Implement system for anonymous reporting and formulate response plan, including provision of follow up support
Create routine systems and lines of communication between staff all levels of the organisation and Senior Managers

Programme delivery

Build knowledge, confidence and expertise in the delivery and programmes teams
Design and adapt programmes to ensure inclusivity for all learners
Amplify the young people’s voices in programme design and delivery

Governance

The Board to play an active role in ensuring that IntoUniversity is a diverse and inclusive organisation
The Advisory Panel to contribute to thinking and planning regarding Diversity and Inclusion
The Student Advisory Panel to contribute to thinking and planning regarding Diversity and Inclusion

Contact us

For more information about our Diversity and Inclusion Strategy, please contact our team below.

Jenneh Edem-Hotah

Regional Operations Manager (North and West London)

Jenneh Edem-Hotah joined us in January 2017. Jenneh is our Regional Operations Manager (North and West London) and our Head of Diversity and Inclusion. She has a degree in Biomedical Science from the University of Manchester. Previously, she was our Centre Leader in Haringey North and also volunteered with International Citizen Service.

Hannah Padfield

Head of People and Culture

Hannah Padfield joined us in January 2022 as the Head of People and Culture. Hannah has an English degree from the University of Warwick and Masters degrees from King's College London and the University of Sheffield. Hannah is a Chartered Member of CIPD and has over 10 years of experience working within HR. Hannah was previously Head of HR-Corporate Centre at Royal Mail Group.