Equality, Diversity and Inclusion Network terms of reference

Last revised: 6 June 2019

This version: 3 September 2025

1. Purpose

The Equality, Diversity and Inclusion Network (EDIN) exists to:

Champion and embed equality, diversity and inclusion (EDI) across all aspects of University life.
Provide a safe and supportive forum to discuss and respond to EDI issues affecting staff and students.
Amplify underrepresented voices and promote intersectional approaches to EDI.
Support the University in meeting its statutory duties and commitments under the Public Sector Equality Duty (PSED) and relevant legislation.

2. Aims and Functions

The EDIN will:

A. Promote and Advocate:

B. Engage and Collaborate:

Engage with current and emerging EDI issues affecting staff and students.
Provide a platform for open dialogue and mutual support.
Build connections with staff and student groups, networks and the wider community.

C. Inform and Influence:

Make evidence-based recommendations to the Equality, Diversity and Inclusion Committee and other relevant governance bodies.
Contribute to the development and review of policies, procedures and action plans.
Hold the University accountable through constructive feedback and regular reporting.

D. Build Capacity:

Facilitate training and development opportunities for EDIN members to act as effective allies and champions.
Support the dissemination of knowledge and resources to the wider University community.

E. Represent and Include:

Ensure diverse and intersectional representation within the network.
Actively seek and include views from marginalised and underrepresented groups.
Work collaboratively with staff and student representatives to address barriers to inclusion.

3. Membership

Is approved by the Co-Chairs
Each Department within the University should be represented for a staff member who is committed to promoting EDI. Departmental vacancies should be promoted by Heads of Department.
Each faculty EDI Representative will be invited to join the network.
The network will aim to represent a wide range of protected characteristics and lived experiences.
Members are expected to act as advocates within their areas and contribute actively to network activities.
Staff EDIN members will be allocated 16 working hours per year (pro rata) to support their contribution to network activities.
Staff who Chair an EDI Committee within their own department will be allocated 124 working hours per year (pro rata) to recognise their additional responsibilities.
Staff representatives are invited to join the network from the three campus Trade Unions.
Staff representatives are invited to join the network from recognised staff equality/wellbeing networks and groups.
Student representatives are invited to the network from the SU officer team, and the SU Diversity and Support groups.
All EDIN members will receive an annual letter of acknowledgement from the EDIN Co-Chairs, recognising their valuable contribution to the University’s EDI work.

4. Ways of Working

The network will meet at least four times a year, one month ahead of EDIC.
The network will agree on annual priorities aligned with the University’s strategy.
Working groups may be formed to address specific topics or projects.
The network will report regularly to the Equality and Diversity Committee.

5. Procedural rules

Appointment of Chair – The role of the Chair is a member of staff appointed by the Deputy Vice Chancellor

6. Minutes and actions will be submitted to EDIC and shared with members transparently and the wider community where appropriate.

7. Review

These Terms of Reference will be reviewed annually, to ensure they remain relevant and effective.

The Terms of Reference for the Equality, Diversity and Inclusion Network, including its primary responsibilities and procedural rules.