The Committee will oversee the development of future metrics and monitor outcomes. Below is a summary of the higher-level metrics from the enabling plans, which will provide benchmarking measures for the Vice-Chancellor and President’s Equity and Diversity Committee. The enabling plans detail specific actions and associated metrics to measure our progress. The following principles apply to the key diversity areas and inform USC’s enabling plans. Connecting the principles and USC's enabling plans Having a focused approach will allow us to accelerate a sense of belonging and greater inclusion for historically underrepresented individuals. Over time, these areas may change as our learning and work environments evolve, and we need to ensure we are responsive to the changing needs of our community, and these focuses do not restrict us. Aboriginal and Torres Strait Islander peoples.Initially, we will focus on six key diversity areas: These aspects are interconnected and come together in a unique way for each individual, shaping personal perspectives and life experiences. While we have identified the focus areas we acknowledge as individuals, we all have multifaceted identities as demonstrated by our agreed definition of diversity. To achieve this, we need to prioritise where to focus our energy with targeted activities and commitment to building the capacity of our community.
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