Equality, Diversity and Inclusion policy

Mission Statement 

The Centre for Doctorial Training in Applied Quantum Technologies is committed to equality of opportunity for all students, irrespective of their protected characteristics. We will advocate for, and recognise, the differing needs of individuals including the recruitment, selection, training, appraisal, development and support of students and staff. We will continually review our progress, to identify problems, formulate pragmatic solutions, and monitor their effectiveness.  

Challenges 

Physics-related degrees in the UK Higher Education system face challenges related to EDI. The gender balance in post-graduate physics and physics-related subjects is poor in comparison to the UK overall physical science post-graduate population (37% female, 62.5% male, 0.5% non-binary based on HESA data) which in itself is skewed in respect to the overall UK population (51% female, 49% male, non-binary not available). 

Therefore improving the gender balance of the discipline will be a key priority for the CDT-AQT and we aim to improve upon these baseline numbers. 

Higher education in physical sciences is more diverse with respect to ethnic backgrounds; the representation of non-white ethnicities (21%) is higher than the UK population (16%). However, the headline statistics belie the difficulties that individual students and communities have in accessing and thriving in postgraduate research and it is important that the environment for individual students from diverse backgrounds is welcoming. 

Organisational Framework 

The CDT-AQT EDI plan has been developed in line with legislation and policy in this area and is strongly aligned to the extensive policies at the partner Universities covering equality; dignity and respect; carers; mental health and wellbeing; disability; LGBT+; and maternity/paternity and adoption, as well as that relating to the Race Equality Working Group and the Gender Based Violence toolkit, as part of the Equally Safe in Higher Education project.  

The department of Physics in which the CDT-AQT is based at Strathclyde holds a bronze Athena Swan Award while its counterparts and Glasgow and Heriot-Watt hold bronze and silver. Strathclyde’s commitment to the well-being, and EDI of its community more broadly, has been recognised through a Guardian award for Strathclyde Cares, EU HR Excellence in Research Award, Herald Diversity award, and by being the first university in Scotland to be recognised by Carers Scotland as a Carer Positive “Exemplary” employer. 

Goals 

  1. Project Design 

The CDT-AQT projects will be developed collaboratively with industry partners and academic supervisors, ensuring their relevance to real-world challenges. We will create project opportunities that involve broad experimental and theoretical quantum expertise and will review and ratify the PhD projects for each cohort to ensure diversity as well as scientific excellence. We will encourage diversity within the supervisory team through internal advertising of the opportunities to a broad cross-section of potential supervisors across a range of backgrounds, disciplines and career stages. 

  1. Improved access and diversity of entry points: Advertising, shortlisting and interviews 

Inclusivity and diversity in recruitment is essential to harnessing skills, insights and ideas of a research grouping with a wide range of backgrounds and experiences. Recruitment to the CDT-AQT will be transparent, open, and non-discriminatory, with practices that address unconscious bias.  

Interviews 

We understand that it is important to put measures in place for interviews, to ensure that candidates can perform to the best of their abilities, and supervisory teams can identify the most suitable candidate for the role.  

Reasonable adjustments will also be considered, to accommodate a range of candidates, including those with disabilities or caring responsibilities.  

Advertising 

We will ensure descriptions in adverts for studentships are inclusive and accessible with language used kept as simple and clear as possible to ensure accessibility. We will highlight the opportunity for flexible working and continue to communicate this to all members during their induction and at network events. We will also make sure to advertise our status as a Disability Confident Employer. 

  1. Training and Tailored Student Support.  

The CDT-AQT is committed to the development of a positive culture for research supervision, emphasising the importance of coaching and mentoring, and communities of practice. EDI training will be mandatory for all decision-makers involved in admissions and selection, and selection criteria will be made transparent to applicants 

We will ensure supervisors are aware of the mental health and wellbeing issues that may arise during the course of doctoral study and are supported by appropriate training, including signposting to relevant institutional support 

Within the CDT-AQT, student-led networking schemes will provide senior and peer-to-peer support mechanisms. 

  1. Support systems for physical and mental health and wellbeing.  

The Disability & Wellbeing Service in Strathclyde, Glasgow and Heriot-Watt provide specialist mental health advisors, counselling and disability support. These resources will enable students to manage emotional and mental health challenges and create a supportive environment for their well-being and success.  

  1. Monitoring and Evaluation 

We will gather data on gender, ethnicity, educational background and age in applicants. This data will be anonymised and reviewed by the CDT Management Board before each intake and actions to promote diversity will be recommended when appropriate. Please see our Data Protection Policy for the data we will gather and your rights regarding this data.