Public Sector Equality Duty: Annual Report 2025

Every year, the college assesses and reports on its EDI activities, and particularly progress on its EDI objectives. This page reports on the academic year 2024-25.

Download this report as a PDF.

 

Introduction: Duties under the Equality Act (2010)

Public bodies, of which Green Templeton College is one, have both general and specific equality duties. The general duties are to have due regard in decision-making to:

1) Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010.

2) Advance equality of opportunity between people who share a protected characteristic and those who do not, by:

• a) Removing or minimising disadvantages suffered by people due to their protected characteristics;
• b) Taking steps to meet the needs of people from protected groups where these are different from the needs of other people; and
• c) Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

3. Foster good relations between people who share a protected characteristic and those who do not, by:

• a) Tackling prejudice, and
• b) Promoting understanding between people from different groups.

The specific duties are:

1) To publish relevant, proportionate information (including quantitative data) showing compliance with the Equality Duty by 31 March each year, and subsequently at intervals no greater than one year from the last publication. This includes information relating to persons who share a relevant protected characteristic who are:

• a) Its employees (if it has more than 150), and
• b) Other persons affected by its policies and practices (e.g. students)

2) To prepare and publish at least one specific and measurable objective that the college thinks it should achieve to meet any of the three aims of the equality duty by 31 March each year. Objectives must be published at least every four years.

3) The protected characteristics are: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, and sex and sexual orientation. Marriage and civil partnership are also protected in respect of the first general duty, in employment only.

This report is designed to meet the first of the specific duties. It has been prepared for Green Templeton’s HR and Academic Committees and will be presented for approval by Governing Body.

The information included relates to the college community’s staff and students. The report covers the academic year 2024-25 (1 October 2024 to 30 September 2025); where data are presented, they refer to academic year unless otherwise stated. The college collects data and information on some of the protected characteristics and also relies upon the university to provide data on students. Not all protected characteristics are addressed for all measures by these data. In some cases, the numbers are too small to be meaningful.

This report should be read alongside the college’s Equality and Diversity Policy, which is available from the college’s website: www.gtc.ox.ac.uk/about/policies/equality-diversity-and-inclusion-policy/. This policy was re-written substantively in 2020-2021 and approved by Governing Body in November 2021. The policy has been reviewed and a revised version has been published, to be considered for approval by relevant college committees at the start of 2025-26.

Governance

The college’s Equality Policy states that the Human Resources (HR) and Academic Committees will have responsibility for co-ordination of policy development and the identification of priorities, and will report to Governing Body on an annual basis. The Senior Tutor presents student-related data and the Human Resources Manager presents staff data.

In 2019, an Equality and Diversity Forum was established. The remit of this forum is outlined in the appendix to this document. In 2024-25, the Equality and Diversity Forum met 5 times and was chaired by Senior Tutor and Green Templeton EDI lead, Dr Alison Stenton.

In 2023 the college appointed a member of Governing Body as the EDI Champion. This is Professor Sonia Antoranz Contera.

The PSED report is reported to Governing Body in Michaelmas annually. As the college has fewer than 150 members of staff it is not required to publish staff data as part of this report. However, relevant staff data against our specific equalities objectives is reported alongside student- and fellow-related data.

Equality Report 2024-25

Green Templeton’s Equality Objectives

The college’s priorities are to:

1. Increase the proportion of women and black and minority ethnic (BME) members among its fellowship, and, in particular, on its Governing Body;
2. Improve the recruitment and retention of BME staff and their representation among senior roles;
3. Improve accessibility for disabled students and other members of the community;
4. Embed equality and diversity in all activities, in particular taking a more proactive approach to encouraging people from protected groups to participate in college activities and to ensure they feel supported to do so.

 

Report on Progress with Equalities Objectives in 2024-25

 

Objective 1

Increase the proportion of women and black and minority ethnic (BME) members among its fellowship, and, in particular, on its Governing Body

Objective 2

Improve the recruitment and retention of BME staff and their representation among senior roles

Representation of women in senior staff and fellowship roles

Staff: The representation of women in senior roles remains strong. Data collected on staff in April 2025 identify that across all roles, the gender split is almost 50/50, but 61% of senior roles (Grade 6 or above) were held by women. This is the same as in 2024.

Of the College Officers who are trustees – including the Principal, Vice Principal, Bursar and Senior Tutor – one is a woman. This has changed since 2023-24 due to the appointment of a new Vice Principal in October 2024.

The Executive Management Group (EMG) oversees the implementation of the college strategy and annual plan, as approved by Governing Body. The EMG includes the College Officers, the Principal, Bursar and Senior Tutor – all of whom are Governing Body Fellows and trustees of the college –with the Domestic Bursar, College Accountant, Director of Development, Director of Academic Strategy and Director of Communications. Three out of these eight members of the EMG are women.

Fellows: The appointment of fellows is overseen by the Fellowship Committee, reporting to Governing Body. College fellows are elected from among the university’s academic community. An annual joint meeting of Fellowship and Academic Committees was instituted in 2022-23. At this meeting all fellowship data are reviewed and the EDI objectives are reported on.

In 2024-25, 31.4% of Green Templeton Official Fellows are women. A proposed target of 50% for women across all categories of fellowship in college was discussed at the Equality and Diversity Forum in May 2022 and it was agreed that this should be the aim, though not the limit, for Green Templeton.

The college supports the university’s objective to increase the representation of women in senior roles. To exercise influence over recruitment, the Principal or another Senior College Officer sits on all panels for new appointments to the university which have an association with the college. Data on the proportion of women elected to the fellowship, and particularly to the Governing Body, are monitored by Academic and Fellowship Committees, reporting into Governing Body. The proportion of women members of Governing Body has increased over recent years. In 2022-23, 10/31 members of Governing Body were women (32%); in 2023-24, 16/41 were women (39%); in 2024-25, 16/37 were women (43%).

The college appoints only a very small number of academic staff responsible for providing clinical teaching, all on a part-time/stipendiary basis (a Senior Doll Fellow, who is a member of Governing Body, plus five Doll Fellows). Both of the college’s Senior Doll Fellows (job-share) are women. The other five Doll Fellows are all men.

For context: the University of Oxford’s most recent report on its EDI objectives, published in March 2025, shows a small increase in the proportion of its Statutory Professors who are women (22%), although this still falls short of its stated target of 27% by 2029. Women make up 34% of Oxford Associate Professors, with the university aiming for 35% representation in this group by 2029. The university’s target for the representation of women on senior university committees is 40-60% by 2027; in 2023-24, 30% of members of these committees were women (a decrease from 39% in 2022-23). More information: University of Oxford Equality, Diversity and Inclusion Report 2023-24

Representation of BME fellows in the fellowship/membership community and on Governing Body

In Spring 2023, the college held a joint meeting of the Academic and Fellowship Committees to review all college fellowship data in order to make some strategic recommendations about the future of the fellowship. As a result of this meeting it was agreed that we would continue to collect full EDI data when new fellows are appointed or existing fellows re-appointed. Additionally, we would collect full EDI data from Governing Body Fellows as a matter of priority before targeting other categories of fellowship.

The college surveyed its existing fellows requesting EDI data in 2024 and continues to ask all new or renewing fellows to provide data at the point of (re)confirmation of fellowship.

Having only started to collect EDI data two years ago, we still have a partial picture of the ethnic diversity of our fellowship, although this is gradually improving. So far, of all 509 Official Fellows and Members, 267 (52%) have provided ethnicity data (47% last year). Of this group, 13% are Black or Minority Ethnic (BME) and the rest are white.

According to the University of Oxford Equality, Diversity and Inclusion Report (above), in 2023-24 9% of its Statutory Professors, 9% of its Associate Professors, and 19% of its Senior Researchers were BME.

The college has not yet set its own targets for BME fellows. To do so it needs to continue to collect baseline data to understand the picture at Green Templeton. In addition, as all of our fellows (except Associate Fellows) are appointed because they hold academic positions in the university, setting a target for BME fellows at Green Templeton depends on the university’s targets. The university agreed the following targets in 2023:

• To achieve a yearly increase in the proportion of BME Statutory Professors, with 9% representation by 2029. Baseline for this group is 6%.
• To achieve a yearly increase in the proportion of BME Associate Professors, with 11% representation by 2029. Baseline for this group is 9%
• To achieve a yearly increase in the proportion of BME Senior Researchers (Grades 8 and above), with 20% representation by 2029. Baseline for this group is 17%.

Recruitment and retention of BME staff and increasing BME representation among senior roles

The university’s target is to increase the proportion of its BME Senior Professional Staff (Grade 8 and above), reaching 14% representation by 2029. In 2023-24, 12% of these university staff were BME.

College staff data were collected in April 2025. 11% of Green Templeton staff identify as BME, which compares to 22% of the population of Oxford as a whole (cf. 18% in 2023). No members of the college’s Executive Management team are people of colour, but two members of the Senior Management Group are. The Equality and Diversity Forum noted that the population of Oxford should not be a limiting benchmark given the significant population of BME students in college. However, whilst Oxford is diverse, Oxfordshire is not, and so geography may continue to have a significant effect in the future, as long as staff are required to commute to work in the college.

The following statement is used for all recruitment:

Green Templeton College welcomes applications from people from all sections of the community and particularly encourages those from diverse groups, such as LGBTQ+ and Black, Asian and Minority Ethnic candidates, who are currently under-represented in the college staff team.

College staff are asked to complete three online EDI courses, every two years, available from the university. Completion of EDI courses are routinely checked in the annual Professional Development Review.

 

Objective 3

Improve accessibility for disabled students and members of the college community

Student support

Disabled students are supported in college by the college’s Disability Lead (Senior Tutor), Disability Co-ordinator (Academic Registrar), and the Disability Student Support Officer, a new role drafted into the Admissions Officer’s remit in 2023-2024. The Disability Student Support Officer has particular responsibility for applicants, offer holders and registrants, and supports students with early support and specific adjustments to accommodation. The Academic Registrar supports students with Student Support Plans and alternative examination arrangements. Disabled students’ support is overseen by the college’s Welfare Committee.

In 2024-2025, the actions introduced in 2023 to support neurodivergent students, and more widely to support incoming students declaring disability and/or long-term illness, have continued and been developed to include:

• The Disability Student Support Officer sends a specific welcome letter to all students who have declared a disability in their application, encouraging them to register with the University Disability Advisory Service, providing information about the services and resources available from the college and university, and identifying the Academic Registrar and Senior Tutor as additional points of contact if students want to discuss concerns.
• One-to-one appointments with the Disability Student Support Officer are now available to discuss accommodation requirements/adjustments.
• Regular meetings have been put in place with the accommodation team to address and prioritise requests for specific adjustments or requirements to college rooms.
• Longer one-to-one appointments with the Disability Student Support Officer are now available for registration if required (in-person or on Teams).
• All students who declare a disability or long-term health condition are invited to a meeting with the Academic Registrar to discuss reasonable adjustments for university examinations and assessments, and where relevant the wider implementation of their Student Support Plans.
• A low-stimulus room is routinely made available during large-scale welcome and social events such as Welcome Mingles.
• A number of Student Ambassadors, in the larger Student Ambassador team, have the specific role of welcoming and supporting neurodivergent students if requested, including buddying up for College Life Fairs and other welcome events. The GCR run a ‘buddy’ system in which current students volunteer to provide support to incoming students during their first weeks in college.
• A rota is put in place of staff and students to accompany new students into lunch at the start of Michaelmas Term, drawn mainly from student peer supporters and staff who have done Neurodiversity Champions training.
• A Welfare/Inclusivi-tea event takes place in Week 0 and regular termly events have been embedded in the college calendar.

The College Office continues to work on using neuro-inclusive and accessible language and materials in its communications with offer-holders and students.

Staff

In April 2025, 29% of staff disclosed a disability. The majority of these (54%) are long-term physical health conditions, such as long COVID, diabetes or Crohn’s disease. However, 45% of those with a disability have conditions related to mental health, such as depression or anxiety.

Staff are supported by line managers, by the HR Manager and by referrals to Occupational Health, as required. The college has an EAP (Employment Assistance Programme) which is available to staff 24/7. The college also appoints staff representatives each year, who are available to listen to staff concerns or worries and signpost to the best support for the issue. The college is also working to get some staff trained as Mental Health First Aiders, and has several staff who are Neurodiversity Champions following training in 2024.

Estate

The college is embarking on an ambitious and exciting new estates project to provide equal access to the Radcliffe Observatory Building. Currently, this is the building where lunch, dinners, pre- and post-dinner drinks are served and the Common Room is housed. Works will begin in early 2026 to provide equal accessibility to all five entrances into the Observatory, replacing the existing single portable ramp to access the northern entrance. In 2026, we will also move the college entrance and porters’ lodge to the east wing of the Observatory, with the accessible ramps. An entrance desk will allow wheelchair access to lodge services. The project has commissioned a full access statement to support the application to the council and for listed building consent. Designs being considered for internal improvements include a lift to the first floor; this is still to be agreed but would be an important feature to support equal access.

The college ‘Masterplan’ is moving into a detailed design phase in 2026. All aspects of accessibility will be considered as part of this project, which is led by the Bursar and Domestic Bursar and overseen by the Buildings Committee, and includes the development of new student accommodation, a café and dining hall. Planning permission was achieved for this project in 2023.

As a result of a 2022 disability audit and report (full report in a standardised format for easy reading), the college created an Accessibility Audit Action list which has guided key works to improve access to the college grounds and buildings, and to student accommodation at Rewley Abbey Court. In 2024-25, the gym floor was renovated and gate access across college was improved. The bike shed entrance pathway has been replaced with a level pathway to ensure access is easier and safer for all. At Rewley Abbey Court staircase entrances have been replaced with clear glass and fob access has been installed, to improve visibility and easier access, as well as sustainability and security.

Digital Communications

The college has continued to embed improvements this year, including through increased guidance and training for all content posters. Heading styles are used consistently across bulk emails from all across the college and images continue to be tagged with alternative text.
The college still has work to do to bring remaining elements of its website content in line with the latest Web Content Accessibility Guidelines (WCAG). Conversations have begun about a website revamp and so this has put on hold most structural amendments to the existing web platform this year. Ensuring accessibility of all content is a key consideration in this thinking.
We continue to seek to address issues flagged as ‘low priority’ by a specialist company we commissioned, AbilityNet, during a January 2021 audit. We have addressed those identified as ‘high priority’ and ‘medium priority’.

 

Objective 4

Embed equality and diversity in all activities, in particular taking a more proactive approach to ensuring that people from protected groups feel supported and are encouraged to participate in college life.

College policies and governance

A requirement to consider the potential equality impact of all policy and decision-making is embedded in the procedures of all the college’s formal committees.

Harassment

Green Templeton does not tolerate any form of harassment or victimisation. The college’s policy on harassment is available on its website. Students are informed about this policy at induction; this year they were also encouraged to complete the ‘Consent for Students’ online training devised by the university and Brook. The college has two trained staff Harassment Advisors, who can be approached in confidence, Sophie Schirmacher and Debbie Tolond. All staff are required to complete EDI training including the university’s e-course ‘Challenging Behaviour – dealing with bullying and harassment’.

With related changes to the Office for Student’s requirement around preventing sexual harassment for students, the college’s policy on harassment will be reviewed and redrafted in line with anticipated changes to the university’s policy on the same ready for the 2025-26 academic year.

Gender reassignment

The college has approved and published a transgender policy, including a process for responding to requests for changes to staff and student records. Gender-neutral toilets are available in the Admin Building and Observer’s House. This policy will be reviewed in 2025-26, in line with anticipated changes to the university’s policy.

Pregnancy and family

Green Templeton is known for being a family-friendly college and welcomes children in almost all areas of the college. Breastfeeding is permitted in all areas of the college and private room will be found on request. There is a room with baby-changing facilities, a playground and a programme of activities for families with young children (see below). A guide for student parents is produced by the College Office for incoming students with dependent children.

In 2025, the college introduced a Student Childcare Fund, which reimburses student parents a maximum of £50 (to be raised to £100 in academic year 2025-26) for childcare costs enabling them to attend university or college activities, participate in academic events, or carry out work or study associated with their course.

This year, the college followed the University of Oxford in offering Enhanced Paternity and Partner Leave to staff. In addition to the statutory two weeks paid paternity/ partner leave, staff may be able to take twelve weeks paid paternity/partner leave, including for adoption.

Menopause policy

Green Templeton has a Menopause in the Workplace policy, which provides information and guidance for staff and managers about support for those experiencing negative impacts of menopause.

Graduate Common Room

The Green Templeton Graduate Common Room elects a Vice President for Equality and Diversity to its Executive Committee every year. In 2024-25, this was Ayushi Vashisht. In addition, the 2024-25 GCR committee included the following EDI-related officers:

• Black Students’ Representative (Magdalene Mawugbe, Amunet Boafo and Alexandra Viloria Tejada)
• Vice President Welfare (Marlene Merchert)
• LGBTQIA+ Officer (Phoebe Schneider)
• Interfaith Officer (Austen Fisher)

The GCR acts as a key feedback mechanism for all students, and funds and organises activities promoting EDI (some of which are included in the list below). Leadership of the GCR was explicitly focused this year on embedding EDI aims into all its activities, including through structural and constitutional changes.

Student activities promoting EDI in 2024-25

• The college’s annual Diversity Dinner was held during LGBTQ+ History Month, with a short talk from queer historian and political theorist Dr Mori Reithmayr, and themed decorations and menu.
• An Indigenous Heritage Dinner celebrated Haudenosaunee culture and history, with traditional dishes and the sharing of a Haudenosaunee Thanksgiving address and information about American colonial history.
• The catering team has continued to work on initiatives to ensure that college food and dining are as inclusive as possible and recognise and celebrate diversity. For example, members of the college who were fasting during Ramadan were provided with takeaway meals which they could reheat after sundown; there were rainbow cupcakes at lunch during LGBTQ+ History Month; and themed menus to celebrate Lunar New Year and Holi.
• Regular, affordable and informal student suppers have been established, with themes gathered from student suggestions including Diwali, Day of the Dead, Shrove Tuesday, Thai, Indian, Mexican, and Turkish A ‘conversation starter’ activity was trialled at these dinners, with questions inviting students to share their experiences of national identity and stereotypes.
• Working with college welfare staff, the GCR has organised a programme of activities to support a lively and close-knit LGBTQ+ student community, including Queer Socials and a Queer Trivia bar night, and the provision of resources including free sexual health supplies. The GCR have also run a Body Positivity and Art workshop and a cultural exchange potluck lunch, and hosted an Oxford Black Medics games night.
• The GCR Interfaith Officer organized a series of interfaith workshops and activities.
• The library’s FemTech book collection was expanded, with a celebration event on International Women’s Day. The library also acquired a female medical teaching skeleton, supported by the Equality and Diversity Forum and a generous donation.
• The nine new college portraits commissioned in the Picturing Diversity project last year have been installed in prominent permanent locations in the Common Room and Lecture Theatre.

Student academic projects

The college invites applications for student-run academic projects to be granted funding from its Annual Fund, as well as in-kind support. The scheme specifically welcomes projects addressing issues related to EDI. In 2024-25, Green Templeton supported its students to run:

• A seminar series on ‘Islam and Political Justice in Plural Societies’, with visiting scholars in Islamic Studies from several countries.
• Annual conferences for the Newsom Davis Neurological Society and the Oxford Cardiology Society, which offer an affordable and open route to career information and opportunities for students in these fields.
• A panel on decolonising global health, with three scholars from the Global South discussing power imbalances, structural injustice, and epistemic inequalities in global health research and practice.
• The 2025 Human Welfare Conference, on sustainability in food systems, which promoted social equity and epistemic justice as key to the discussion of food policy.
• The Richard Doll Society (the college’s student-led medical and allied health care society, runs an annual access workshop to help widen participation in medical studies at Oxford, as well as activities for medics to highlight health inequities and medical prejudice. Its 2024 conference, Untold Stories in Healthcare, focused on addressing stigma and injustice in medicine.

Since 2022-23, the following principles associated with facilitating student ‘belonging’ are factored into our induction and welcome processes in particular:

If belonging can be defined as the extent to which students feel personally accepted, respected, included and supported by others then elements include:

• Supporting students to form connections with other students, staff, other members of college
• Assisting students to identify with the college: sense we are living shared values
• Ensuring stability: reliable support services and facilities. Clarity on what is available
• Enabling active student voice mechanisms: regular opportunities for students to be heard and to feel that views are taken into account/ responded to

 

Student Feedback

The college has two main mechanisms to capture student feedback in a regular and timely manner. A twice-termly Staff-Student Liaison Meeting is co-chaired by the Senior Tutor and GCR President, and attended by members of the GCR and senior college staff. The Annual Student Feedback Survey runs in Trinity Term and is reported to Academic Committee.

Equality and Diversity questions from Annual Student Feedback Survey 2024-2025

Students are invited to respond to the following question: “Green Templeton aims to live by its values of inclusivity, equality and diversity. What would you like to see us do in order to achieve this?”

16 respondents provided comments. A number of these praise the college’s efforts so far; several respondents note that they chose the college for its progressive, non-hierarchical and ‘modern’ attitude. Other issues raised include:

• Economic inclusivity, i.e. lower-cost meals and accommodation; a wider range of scholarships and more generous funding schemes. This theme has arisen over the last few years.
• More diversity in senior positions and among the college staff and fellowship.

Equality and Diversity Data from Student Feedback Survey 2024-2025

This section is optional. It was introduced in 2021 at the suggestion of the Equality and Diversity Forum to monitor trends in survey engagement among traditionally under-represented groups. In 2024-25, the college’s student survey had an overall response-rate of 20%.

Gender: 116 responses. In 2025 62% women; 37% men. 98% of 116 respondents said their gender is the same as that assigned at birth (58% women; 36% men in 2024)

Ethnicity: 97 responses. In 2025 53% white; 43% Black or minority ethnic. (54% white; 38% BME in 2024)

Disability: 116 responses. In 2025 22% report a disability/long-term health condition/ specific learning difficulty (22% report a disability in 2024)

Sexuality: 115 responses. In 2025 68% heterosexual; 22% LGBTQ+ (64% heterosexual; 22% LGBTQ+ in 2024)

Caring responsibilities: 116 responses. In 2025 9% report that they have caring responsibilities (11% report caring responsibilities in 2024)

Religion and belief: In 2025 52% no religion; 22% Christian; 5% Muslim; 3% Jewish; 3% Hindu; 1% Buddhist.

According to EDI data provided by the university on Green Templeton students in March 2025: 55.7% are women, 52.3% are Black or minority ethnic (BME) and 18.7% are disabled. Data are not available for sexuality, caring responsibilities or religion and belief.

Student data reporting: gender, race and disability

As the college is not the admitting body for students it has limited influence over its population. All equalities data are collated and reported by the university.

Gender: the balance at Green Templeton remains in favour of a female majority (15%). There have been some small fluctuations in this over the last few years. A gender balance towards a female majority is in line with the representation of women on postgraduate programmes in UK universities (according to HESA).

• 2024-25: 55.7% Green Templeton students are women cf. 51.1% OU (all students)
• 2023-24: 58.1% Green Templeton students are women cf. 50.9% OU (all students)
• 2022-23: 59.8% Green Templeton students are women cf. 50.9% OU (all students)

Students of colour: The university uses the term BME to collate these data.

The proportion of Green Templeton graduate students reporting as BME has risen since 2016 and continues to be higher than the university average.

• 2024-25: 52.3% BME students at Green Templeton cf. 40.3% OU (all students)
• 2023-24: 48.1% BME students at Green Templeton cf. 38.7% OU (all students)
• 2022-23: 48.2% BME students at Green Templeton cf. 36.5% OU (all students)

 Disabled students: The proportion of Green Templeton students who disclose a disability is slightly higher than other graduate colleges in Oxford; this is because of our large undergraduate cohort (medical students).

• 2024-25: 18.7% Green Templeton cf. 18.3% OU (all students)
• 2023-24: 19.3% Green Templeton cf. 18.5% OU (all students)
• 2022-23: 14.9% Green Templeton cf. 17.9% OU (all students)

 

Authors: Dr Alison Stenton (Green Templeton Equality Lead) and Dr Ruth Scobie

29.9.25

Reported to HR Committee and Academic Committee:

Approved Governing Body:

 

 

Appendix 1

Green Templeton Equality and Diversity Forum

Remit

1. Via the EDI Lead (Senior Tutor), to provide input into EDI-related policy, objectives and reporting. The EDI Lead will then take the output from this work to the relevant college committees for discussion and approval
2. Via the EDI Champion (Professor Sonia Antoranz Contera) and EDI Lead, to provide oversight for EDI-related projects that seek to meet the PSED objectives (in particular number 4). The goal, here, is to have a calendar of regular activities which are organized by this group (or sub groups of the forum).

The Forum meets twice in Michaelmas Term, once in Hilary and once in Trinity.

Composition of the Equality and Diversity Forum 2024-25

Co-chairs: EDI Lead and Champion. Alison Stenton (Lead) & Sonia Antoranz Contera (Governing Body Champion)

Secretary: Ruth Scobie

College staff: Jane Wastie (HR Manager); Teresa Strike (Estates); Emirose Cottington (Accommodation); Alison Franklin and Rebecca Wilson (College Office); Sophia Bradbury (Catering and Events); Sarah Taylor (Comms); Mitsuki Mori (Development); Leigh Roscoe-Styler (Fellowship)

Students: Magdalene Mawugbe; Sunjin Uhm; Amunet Boafo; Alexandra Viloria Tejada; Ayushi Vashisht

Fellows: Sonia Antoranz Contera; James Sheppard; Darragh O’Brien

Alumni: Selina Kaing