Framework for Equality, Diversity and Inclusion (EDI)

We actively champion EDI principles across our recruitment practices and admissions processes, underpinned by fairness, transparency and inclusiveness.

• Diverse Advertising Platforms: We utilise a multi-faceted approach (online platforms, professional networks, social media) to reach potential applicants beyond traditional channels.
• Accessible Application Materials: We provide clear, concise, and jargon-free application materials in accessible formats (for example, dyslexia-friendly fonts) for applicants with disabilities and learning difficulties. Advertisements on the Doctoral College web pages are accessibility-checked.
• Pre-Application Support: We offer workshops and online resources to assist potential applicants, particularly those from underrepresented groups, in navigating the application process.
• Holistic Review: We assess applicants based on more than just grades, considering factors such as the research proposal, personal statements, and evidence of prior experiential learning to evaluate potential and fit for the programme.
• Standardised Scoring Rubrics: We provide shortlisting colleagues and interview panels with clear, objective rubrics to evaluate applications, ensuring consistency and minimising bias.
• Diverse Interview Panels: Our interview panels are trained on unconscious bias and where possible, consisting of individuals with diverse backgrounds (gender, ethnicity, experience).
• Transparent Communication: We ensure clear communication throughout the application and interview stages, providing timely updates and clear explanations for unsuccessful decisions.
• Promotion of EDI and Accessibility Principles: We collaborate with funders to promote EDI and accessibility principles in the distribution of their studentships.

We aim to ensure that our PhD Researchers thrive throughout their PhD journey and receive continuous support until completion.

• Unconscious Bias Training: All staff (supervisors, administrators and technicians) are encouraged to complete training on unconscious bias, inclusive communication, and culturally sensitive interactions.
• Transparent Feedback Mechanisms: We promote transparent feedback procedures for both students and staff, with clear timelines for addressing concerns.
• Diverse Supervisory Teams: When assembling supervisory teams, we encourage Faculties to include individuals from diverse backgrounds, where possible (for example, gender, ethnicity, disability, career stage), offering PhD Researchers a broader range of expertise, perspectives, and mentoring styles.
• Comprehensive and Accessible Inductions: We offer a comprehensive and accessible induction programme, available both in-person and online to accommodate different needs and preferences of PhD Researchers. Subject-specific inductions are delivered separately by Faculties.
• Regular Supervision Meetings: Researchers and supervisors are encouraged to establish mutual expectations regarding supervision and the frequency of meetings from the outset. This helps promote open communication and seeks to ensure concerns are addressed promptly.
• Peer Mentorship Programme: Alongside academic supervision, we encourage Faculties and research groups to establish a peer-to-peer mentoring that connects senior PhD Researchers and post-docs with incoming cohorts, offering guidance, support, and fostering a sense of community.
• Conference and Workshop Support: In collaboration with Faculties, we actively support PhD Researchers in attending relevant conferences and workshops.  Our Researchers Development Programme offers over 200 courses annually that PhD Researchers can freely choose from to develop required skills.
• Student-Led Research Presentations: We facilitate student-led presentations via PhD Festival, 3MTand other Faculty led events, providing a platform for students to showcase their research, receive valuable feedback, and refine their communication and presentation skills.
• PhD Progress Management: Our state-of-the-art PhD management software ensures clear communication of milestones and deadlines, providing all PhD Researchers with easy access to this information for reference.
• Weekly online drop-in sessions: Every Friday Doctoral College hosts a virtual drop-in session to offer advice and address any questions from PhD Researchers.

We recognise the diverse composition of our PhD Researchers cohort and associated strengths and challenges.   The comprehensive Researcher Development Programme (RDP) offers over 200 courses annually, delivered flexibly to accommodate various learning preferences and schedules.

• Flexible Workshop Hours: Workshops are scheduled to start after 10 am and finish by 4 pm, whenever possible.
• Hybrid Delivery: A hybrid approach to RDP ensures accessibility through both online and in-person formats.
• Portable Writing Studio: We offer Portable Writing Studio sessions to help researchers learn how to write 'on the go’.
• Remote Evening Training: We provide online evening training sessions, allowing researchers to access relevant training beyond core business hours.
• Weekend Training and Writing Sessions: Weekend training and writing sessions are available to accommodate researchers' schedules.
• Accessible Presentations: Recorded presentations include captions for improved accessibility and ease of understanding.
• Career Development: We offer career development workshops and mentorship programmes to equip students with the skills and knowledge to navigate successful careers.
• ‘Life after PhD’ Series: We showcase past PhD researchers to highlight the diverse employment opportunities available to PhD graduates.
• Promoting Inclusive Research Culture: We foster an inclusive and dynamic research culture by hosting the annual 3MT thesis competition and the Festival of PhD Research

Recognising the importance of good physical and mental health, we take active steps to support our PhD Researchers throughout their PhD journey.

• Disability Services Support: We maintain ongoing connections with the University’s Student Wellbeing Services to ensure that appropriate reasonable adjustments are made for eligible PGRs. These adjustments are tailored to the individual and discipline area and may include extended deadlines, adjustments to assessment processes, or specialized equipment.
• Positive and Supportive Culture: We foster a culture of respect and mutual support, with zero tolerance for discrimination or harassment. Clear policies, reporting procedures, and resources are in place to address concerns.
• Coffee Mornings: We organise monthly coffee mornings for the PhD community, offering a chance to connect with peers and Doctoral College staff over a hot beverage.
• Dedicated Campus Space: Each campus provides dedicated social spaces for PhD Researchers.
• Support of DocSocs – PhD-led social student societies, known as DocSocs, are established at each campus.

We offer various networks designed to bring PhD researchers together, fostering community, peer support, and mutual empowerment in navigating the challenges of a doctoral journey. Some examples include Part Time PhD Network; Parenting whilst undertaking a PhD Network, alongside participation in wider university Networks, such as BAME Network and Women’s Network amongst many others.

Ulster University – Equality, Diversity and Inclusion

UKRI – EDI Strategy and Action Plans

UKCGE – Principles and Policies

Vitae – Every Researcher Counts: Equality and Diversity in Researcher Careers