The importance of equality, diversity, and inclusion (EDI) in Higher Education Institutions (HEIs) cannot be overstated. It is not enough for organisations to be tokenistic to these principles; they must actively work towards institutional maturity in EDI. This entails creating a culture that values differences, fosters inclusivity, and actively seeks equality.
I was the research lead for the Living Black at University report and regularly work with HEIs that are developing their EDI strategies and training. I know first-hand that many HEIs are willing to do better but struggle to know where to begin, and this is why I developed the Halpin EDI Maturity Framework.
It’s a tool that supports HEIs in assessing their institutional maturity and identifying areas of priority. It is not designed to shame HEIs; we all know as a sector we should be doing better.
Rather, it supports honest reflection so good practice can be acknowledged and areas for improvement recognised.
EDI maturity is important for success
It creates a welcoming and inclusive environment where students and staff feel valued and respected, regardless of their background. When people from diverse backgrounds feel they belong, they are more likely to succeed.
A HEI that prioritises EDI is more likely to attract a diverse pool of talent. This diversity enriches the organisation with a broader range of skills, experiences, and perspectives. Additionally, when staff feel that they can succeed and progress, retention is improved, reducing turnover and recruitment costs.
All the evidence proves that diverse teams make better decisions
The EDI Maturity Framework encourages a variety of different perspectives, which can lead to more comprehensive and well-informed choices.
The evidence is also clear – diversity fuels innovation. When people from different backgrounds collaborate, they bring unique approaches and insights. Institutional maturity in EDI cultivates an environment where students and staff feel free to express their ideas and take risks, fostering an atmosphere of creativity.
HEIs work hard to attract the best students socially and their commitment to EDI is a key factor in shaping their reputation and brand. HEIs that are seen as champions of diversity and inclusion are more likely to gain the trust of potential applicants, employees, and the public.
Halpin supports HEIs in reviewing and developing their governance structures. Regulations surrounding EDI are, rightly, stringent. HEIs that are mature in their EDI efforts are better equipped to meet the requirements of the Office for Students (OfS) and regulatory frameworks and mitigate risks associated with non-compliance.
When HEIs lead by example, they inspire change in the broader community
Beyond the internal benefits, institutional maturity in EDI plays a significant role in promoting a fair and just society. A collective sector-wide commitment to EDI can have a profound impact on social attitudes and norms. We inspire our students – the leaders of tomorrow – when we model appropriate attitudes and behaviours.
EDI maturity is a strategic advantage
Achieving institutional maturity in equality, diversity, and inclusion is not just a moral imperative; it’s a strategic advantage. HEIs that prioritise EDI create a culture that attracts and retains diverse talent, fosters innovation, enhances decision-making, and strengthens their reputation. They also contribute to a more equitable and inclusive society. To thrive, HEIs must recognise that EDI is not performative; it is a continuous journey towards building a better and more inclusive world and the EDI Maturity Framework is an important tool to support this.
Halpin has a wealth of experience in working with universities to improve equality, diversity and inclusion. Contact us to find out more about how Halpin and our team of HE experts can support you or if you would like to learn more about the EDI Framework.