Northern Power: Making Engineering and Physical Sciences Research a Domain for All in the North of England

我们的愿景，作为九所大学和六个工业合作伙伴的联盟，是在工程和物理科学（EPS）社区中塑造一种积极包容的文化，支持，推动和维持所有人的更大平等，包括传统上代表性不足的群体（例如，妇女，残疾人，LGBT+，黑人，亚洲和少数民族（BAME）研究人员）。确定了这一愿景面临的七个关键挑战，（缺乏榜样;渠道不畅;机会不平等;举措缺乏协同作用;一些高层领导对障碍缺乏理解;数据不足;进展分析不足），我们概述了旨在解决这些问题的六项活动：共同特征指导;反向指导;在线网络平台;领导力和网络发展;与工业界的合作;更好的数据采集;以及更好的分析。此次竞标的关键特征是，我们将在整个财团中汇集机会和经验，以更好地满足EPS中代表性不足的群体的需求。由于这种包容性的文化，更广泛的人才库将能够在EPS社区内成功进步，这些由此产生的多样化观点最终将产生更好的科学，以应对复杂而重要的全球挑战。达勒姆大学、兰开斯特大学、利兹贝克特大学、纽卡斯尔大学、诺森比亚大学、提赛德大学、哈德斯菲尔德大学、船体大学、工业合作伙伴：原子银行，斯坦利布莱克和德克尔，IBM，GTN有限公司，Northumbrian Water Ltd.和SAGE。我们的九个高等教育机构，从一个广泛的基础，但都设在英格兰北部的财团，和六个工业合作伙伴，从一系列的EPS面对的领域，都致力于不断改善有关平等，多样性和包容性（EDI）在EPS。我们的目标是采取合作的方式，汇集资源、机会、经验和最佳做法，建立一个影响变革的综合竞技场。通过集中我们的资源，我们将能够更有效地满足在EPS中代表不足的群体的需求。到项目结束时，我们将有：-更好地理解和认识EPS社区内代表性不足的群体所面临的障碍和挑战。评估旨在提高目前在EPS中代表性不足的群体的代表性的干预措施。至关重要的是，这还将包括一个强有力的评估，以了解在何种条件下，事情运作良好，并不适合不同的社区。我们的建议是，这些干预措施将导致EPS中代表性不足的群体：更愿意担任导师;更有动力申请晋升和赠款;希望担任领导角色;对榜样有很强的认识;英格兰北部EPS社区和EPS社区的归属感更强;与行业有更好的联系。通过研讨会、出版物和在线平台，与高等院校、研究理事会、行业和政策制定者建立并分享了高等院校和行业（及其他）发展包容性EPS社区的最佳做法。- 这将导致高等院校和行业分享、改变和引入政策，以采用这一最佳做法。（例如培训）以及联盟内外的政策;建立最佳实践并进行传播，以便其他关键利益相关者采用; EPS社区内更具包容性的环境，表现为更多样化的员工和学生基础，包括高级职位;并在EPS社区之外采用这种最佳实践。

Our vision, as a consortium of nine Universities and six Industrial Partners, is to shape an actively inclusive culture in the Engineering and Physical Sciences (EPS) community that supports, drives and sustains greater equality for all, including traditionally under-represented groups (e.g., women, disabled people, LGBT+, and Black, Asian and Minority Ethnic (BAME) researchers). Having identified seven critical challenges to this vision (lack of role models; a leaky pipeline; inequity in opportunities; lack of synergy in initiatives; lack of understanding of barriers by some senior leaders; poor data; and poor analysis of progress), we outline six activities designed to address them: shared-characteristic mentoring; reverse mentoring; an on-line networking platform; leadership and networking development; collaboration with industry; better data capture; and better analysis. The critical feature of this bid is that we will pool opportunities and experience across our consortium to better meet the needs of groups underrepresented in EPS. As a result of this inclusive culture, a wider pool of talented individuals will be able to successfully progress within the EPS community and these resulting diverse perspectives will ultimately produce better science to address complex and important global challenges.HEI partners: Durham University, Lancaster University, Leeds Beckett University, Newcastle University, Northumbria University, Teesside University, University of Huddersfield, University of Hull, and Leeds University.Industrial Partners: Atom Bank, Stanley Black and Decker, IBM, GTN Ltd., Northumbrian Water Ltd. and SAGE. Our consortium of nine HEIs, from a wide base but all based in the North of England, and six industrial partners, from a range of EPS-facing domains, are all committed to continuous improvement with regard to Equality, Diversity and Inclusion (EDI) in EPS. Our aim is to take a collaborative approach, drawing together resources, opportunities, experience and best practice to build a consolidated arena within which to influence change. By pooling our resources we will be able to meet the needs of groups under-represented in EPS more effectively. By the end of the project we will have:- a better understanding and awareness of the barriers and challenges facing under-represented groups within the EPS community.- an assessment of interventions which aim to improve the representation of groups, currently under-represented within EPS. Critically this will also include a robust evaluation to understand the conditions under which things work well and don't work well for different communities.- Our proposal is that these interventions will result in groups under-represented in EPS having: a greater willingness to act as mentors; a greater motivation to apply for promotion and grants; a desire to take on leadership roles; a great awareness of role models; a stronger sense of belonging within the North of England's EPS community, and the EPS community in general; and better links with industry.- established and shared best practice with regard to developing inclusive EPS communities from HEIs and industry (and beyond) with HEIs, research councils, industry and policy makers through seminars, publications and an online platform. - This will result in HEIs and industries sharing, changing and introducing policies to adopt this best practice.Longer term legacy impact will be seen in: changes to practices (such as training) and policies within the consortium and beyond; establishment of best practice which will be disseminated so that other key stakeholders adopt it; a more inclusive environment within the EPS community, demonstrated by a more diverse staff and student base including within senior roles; and adoption of this best practice beyond the EPS community.