This session is designed to equip participants with the knowledge, skills and understanding to embed equality and diversity in all decision-making in relation to REF2021. It will be of most benefit to:
- Institutional REF managers and equivalent
- Institutional E and D leads
- Those involved in the development of their institutional Code of Practice
- Those taking decisions on staff and outputs at Unit of Assessment (UoA) level.
Participants will get most benefit from the session if they undertake the following preparatory work in advance:
- Take one of the Implicit Association Tests, for example on gender and careers or women and science https://implicit.harvard.edu/implicit/uk/selectatest.jsp. You will not be required to share the results of your test during the session but the knowledge will be helpful in understanding how our unconscious biases can affect REF decision-making.
- Read the Guidance on the REF Code of Practice www.ref.ac.uk/media/1092/ref-2019_01-guidance-on-submissions.pdf and Annex L to the Final Guidance, on the tariffs for disclosure of individual circumstances.
- Familiarise themselves with:
- the Equality Impact Assessment (EIA) their institution conducted of REF2014; and of any interim EIAs of REF2021 the institution has conducted, e.g. of a REF ‘dry-run’;
- the institutional actions taken in response to those EIAs.
The objectives of the session are to enable participants to:
- Understand the legislative and policy drivers and context for embedding consideration of equality and diversity in all aspects of decision-making in REF2021
- Ensure that equality is appropriately considered in the development of Codes of Practice and embedded in all decisions on REF2021, at the level of individuals, UoAs, and institutionally, including in:
- selection of staff
- selection of outputs
- the institutional and UoA environment statements.
- Understand the concepts of conscious and unconscious bias and how these can play out in any decision-making around REF 2021
- Create a culture and process in which individuals are able, but not compelled, to disclose circumstances that may entitle them to a reduction in research outputs
- Manage at unit level the effects of individual circumstances on the total output pool
- Begin to develop individual and institutional actions and strategies to minimise the potential for bias in REF decision-making.
The sessions will be highly interactive and participants will undertake considerable practical work with individuals who share similar roles and responsibilities in relation to REF2021.