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The University of Exeter Medical School is delighted to have been awarded an Athena SWAN Silver department award.
Equality & Diversity Group
The College of Medicine and Health’s Equality, Diversity & Inclusion (EDI) Group started as the Athena SWAN Working Group in 2012, before developing into the EDI Group in 2016, to reflect a broader remit covering equality, diversity and inclusivity in relation to all protected characteristics.
I have been aware of issues surrounding equality of opportunities for many years, but have not had the chance to actively influence practice and policies. I see the Equality, Diversity and Inclusion group as a robust process to achieving its goal of gender equality at work and, as a parent and a scientist-educator, am very happy to be involved in this process. “Equality is the soul of liberty; there is, in fact, no liberty without it.” (Frances Wright, lecturer, writer, freethinker, feminist, abolitionist, and social reformer.)
Professor Reza Zamani, Associate Professor of Medical Science Education, College Academic Lead for EDI and EDI Group Co-Chair
As Director of College Operations for the University of Exeter Medical School, Rachel Burn has overall leadership responsibility for operational and administrative support in the College. Rachel was one of the University’s inaugural Speak Out Guardians and is currently a Stonewall Ally and sits on the University's Disability Equality Group and Race Equality Charter Mark Group; she has a strong belief that everyone deserves to be treated with dignity and respect.
Rachel Burn, Director of College Operations and EDI Group Co-Chair
I was delighted when the Medical School was awarded the Athena SWAN Silver departmental award, as it reflects how committed we are within the College to ensuring equality and inclusivity across the board. My role is to help the EDI Group ensure that we meet all the targets set out in our Athena SWAN Silver action plan, as well as helping them to develop other EDI activities that will take us further in the future.
Sarah Downing, Executive Officer and EDI Group Secretariat
Equality, diversity and inclusivity sits at the core of what a University represents – the pursuit and translation of knowledge to better all of society without prejudice, and to reflect this in our own working practices by enabling and encouraging all to contribute regardless of their personal circumstances. I have been a long-time supporter of equality, diversity and inclusivity across previous institutions and am pleased to be able to continue this at Exeter.
Professor Richard Smith, Deputy Pro-Vice Chancellor and Professor of Health Economics
Ian has worked in Cornwall as a doctor since 1990 and for the Medical School ever since it first opened in the South West. He is interested in the use of IT in Medical Education, Medical Education, Global Health, and Event Medicine. He organises teams of medical students to help provide first aid care at Glastonbury Festival and supervises students visiting a medical School in Ethiopia where he helped establish a link. He is a trustee of a charity helping bringing freash water to the region in conjunction with the Red Cross.
Ian Fussell, Associate Dean Education
Vrinda joined the Medical School in 2013 and she teaches and supports students on BSc Medical Sciences, BMBS and BSc Medical Imaging programmes. She is a module lead, and is also Academic Tutor for students on BSc Medical Sciences and BSc Medical Imaging programmes. She is the Placement co-ordinator for BSc Medical Sciences and is involved in arranging summer work placements. She is also STEM Insight Champion for the Medical School and is involved in arranging visits from secondary school and college teachers to promote better understanding of career choice and undergraduate programmes and enabling them to support their students.
Dr Vrinda Nayak, Lecturer (E&S) and Senior Academic Tutor for BAME Students
Through my work I see many staff profiles and CVs belonging to those applying for jobs or research grant funding. On numerous occasions I have observed that female profiles often far exceed their current position especially when compared to male counterparts - who often have a higher position or higher salary. I wish to see women having greater confidence to aim higher, negotiate more strongly and be recognised more explicitly for their contributions to academia. Being involved in Athena SWAN is one way to support this equality agenda.
Professor Sarah Dean, Professor in Psychology Applied to Rehabilitation and Health
I am a health geographer, researching the interconnections between environment, society and health. Much of my work has involved investigating the damaging impacts of social and environmental inequalities on people’s health and wellbeing, largely at national and international scales. I am keen to support Athena SWAN activities in the Medical School and more widely to try to help us move towards a more equitable and inclusive research and educational culture for all staff and students.
Dr Ben Wheeler, Senior Lecturer, European Centre for Environment & Human Health
I am a lecturer at the European Centre for Environment and Human Health in Truro and I am the UEMS representative of the Cornwall Inclusivity Group. I recently took on the co-lead for our MSc in Environment and Human Health, and also manage early career research fellows and supervise PhD students. Flexibility around caregiving roles and accessibility of buildings and spaces are only a few of the challenges that still seem to require much needed attention and creative solutions. It seems vital to create diverse research and teaching environments that respect and support underrepresented groups in academia and their wellbeing and careers.
Dr Cornelia Guell, Lecturer (E&R), European Centre for Environment & Human Health
Dr Anna Murray, Associate Professor in Human Genetics
I joined the EDI group as a representative for early career researchers, as I am a founder and co-chair of an early career researcher network in the college. I am also a Dignity and Respect advisor. I think it is important that EDI groups are fully representative, because otherwise they risk being seen as outlets for minority grievances and putting the burden for improvement on already disadvantaged people.
Dr Tristan Snowsill, Senior Research Fellow
Dr Pia Leete, Associate Research Fellow
Cecilia Manosa Nyblon
Cecilia worked as an anthropologist/archaeologist educator in Uruguay, the USA and Panama before moving to Exeter. She was appointed as CPD Programme Officer at the University of Exeter Medical School in 2013 and is now Education and Skills Partnership Development Manager (IIB).
Cecilia Mañosa Nyblon, Education and Skills Partnership Development Manager
Having begun my career in recruitment I naturally transitioned into a HR role, taking more of an interest in supporting individuals in the workplace and improving their working environment.
Claire Breading, Associate HR Business Partner
I act as co-ordinator and facilitator for outreach work undertaken in line with the University of Exeter's commitment to widening participation in the College of Medicine and Health.
Charlotte Robson, Widening Participation Coordinator
Tom is an EDI Advisor for the University's Exeter campuses Streatham and St Luke's and supports both SSIS and CMH. He sits on the Sexual Orientation Equality Group (SOEG) and is a key member of the LGBTQ+ Staff Network. Tom is also the institutional lead for the Universities Stonewall Workplace Equality Index annual application.
Tom has been at the University for a few years working within central HR, Finance and Staff Wellbeing. Prior to working at the University Tom has held positions within the civil service, estate agents, for insurance companies as well as running his own gardening company.Tom Caro, Equality, Diversity and Inclusion Advisor
Dr Tudor Chinnah, Senior Lecturer (E&S), Human Anatomy and Medical Education and Senior Academic Tutor for International Students
Dr Aimee Murray, NERC Innovation Fellow
Dr Jenny Lloyd, Senior Lecturer in Public Health Research
Equality, Diversity & Inclusion Group
The Equality, Diversity & Inclusion Group meets every two months, and its members are either representative of particular roles, or are volunteers from particular areas within the College of Medicine and Health.
|College Academic Lead for EDI (EDI Group Co-Chair (Academic))||
|Director of College Operations (EDI Group Co-Chair (Professional Services))||
|Executive Officer (EDI Group Secretariat)||
|Deputy Pro-Vice Chancellor||
|Associate Dean Education||
|Associate Dean Research||
|Associate HR Business Partner||
|Widening Participation Coordinator||
|Equality, Diversity and Inclusion Advisor||
|Senior Academic Tutor (BAME Students) / BMBS programme representative||Vrinda Nayak|
|Senior Academic Tutor (International Students)||Tudor Chinnah|
|Senior Academic Tutor (Mature Students) / Medical Sciences programme representative||Sam Pollard|
|Early Career Researchers (IBCS)||
|Early Career Researchers (IHR)||
|Early Career Researchers (Cornwall)||Aimee Murray|
|Institute of Biomedical & Clinical Science||
|Institute of Health Research||
Medical Imaging programme representative
|Nursing programme representative||tbc|
|Postgraduate Research Students representative||Kinan Al Mokbel|
Postgraduate Taught Students representative
Professional Services representative
Cecilia Mañosa Nyblon
Undergraduate students representative
The role of the CMH Equality, Diversity & Inclusion Group is to:
- Review the CMH organisational culture, to ensure that CMH is an inclusive environment for all staff and students.
- Consult with CMH staff and students to clarify viewpoints and gather feedback on a positive working culture and equal opportunities.
- Review existing processes and policies to identify where there are barriers or perceptions which hinder staff and students from reaching their full potential, and put solutions in place.
- Receive, consider, disseminate and respond to information about Equality, Diversity & Inclusion related issues and initiatives in the wider University, feeding into University EDI committees as appropriate.
- Develop SMART actions to improve procedures and practices with a view to overcoming barriers to fairness and equality of opportunities throughout CMH.
- Be accountable for the progress of the College’s Athena SWAN Action Plan, determining the impact of the Action Plan and identifying new initiatives and actions to take the Action Plan forward. Certain members will also act as theme leads for the Action Plan.
- Ensure synergies between the Athena SWAN Action Plan and the Employee Engagement Survey Action Plan are identified.
- Learn from other national and international organisations promoting equality of opportunities in science and medicine, and share best practice.
- Oversee the planning and submission process for future CMH equality charter submissions and awards.
- Develop sub-groups as appropriate, to work on the delivery of specific actions.