September 2025
The ESRC Vulnerability & Policing Futures Research Centre (the Centre) is committed to encouraging equality, diversity and inclusion (EDI) in all our work, and to eliminating unlawful discrimination.
Core values and principles inform our work across all activities as well as our relationships with partners and stakeholders. These include being inclusive and anti-discriminatory.
The Centre has an Ethical Oversight Panel (EOP) which brings together experts who advise and make recommendations to the Centre on key ethical issues arising in our work. We report regularly to the EOP on Centre activity, in relation to our values and principles.
Our EDI policy
As stated in our values and principles, a commitment to equality, diversity and inclusion (EDI) runs through all of our work. We take an intersectional approach and understand that systemic racism and other forms of discrimination need to be tackled in research and wider society.
We engage, foster and respect the diverse contributions of everyone we work with, especially people directly affected by the issues of vulnerability and policing. We are mindful of and seek to manage uneven power dynamics in all our work.
We adhere to the Equality Act 2010, which ensures protection against unfair discrimination on the grounds of:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, and ethnic or national origin)
- Religion or belief
- Sex
- Sexual orientation
As well as protected characteristics, we recognise the importance of other factors such as social class and caring responsibilities in shaping people’s access to opportunities and experiences in research environments.
Within our work, the Centre is committed to fostering a culture of equality, diversity, and inclusion where every individual is valued and respected. This commitment is integral to our research, collaborations, and workplace culture.
Embedding inclusive research practices
- We strive to form research teams that reflect a diverse range of backgrounds and perspectives.
- We work towards methodologies which are inclusive and anti-racist, with representation from a range of demographics and communities.
- We aim to make our research accessible, for example producing short reports from each of our projects (available online). When working with communities who speak English as an additional language, we will endeavour to provide research materials that are accessible.
- We aim to collaborate with diverse organisations and communities to ensure our research addresses the needs and concerns of marginalised groups and does not reproduce existing social inequalities.
- We aim to accommodate caring responsibilities by building flexibility into our research arrangements, supporting remote or hybrid involvement where possible and fostering a supportive culture for those with caring roles.
EDI in our workplace: key commitments within our host universities
Staff employed directly by the Centre are employed at one of two ‘host’ institutions, either the University of York or the University of Leeds. We also have members of a wider academic team who are employed at a number of other universities and organisations. Members of the Centre team are always bound by their home institution’s EDI and HR policies, which are the framework guiding any Centre team members’ practice.
We are dedicated to creating a working environment where all individuals in the Centre team, regardless of their background, can thrive. We provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
Key EDI commitments within the Centre team are:
- Encouraging equality, diversity and inclusion across all levels of the Centre
- Creating a research environment that is free of bullying, harassment, victimisation and unlawful discrimination, ensuring staff are aware of and adhere to relevant policies.
- Promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.
- Taking seriously complaints of bullying, harassment, victimisation and unlawful discrimination by colleagues, participants, visitors, and any others in the course of our work activities. Such acts will be dealt with as misconduct under the University of York or University of Leeds complaints procedures, and/or through the employing institution’s complaints procedures where necessary, and appropriate action will be taken.
- Making opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential.
- Being conscious of the make-up of the Centre and Centre investments in terms of age, gender, ethnic background, sexual orientation, religion or belief, social class, caring responsibilities and disability in encouraging equality, diversity and inclusion; collating information on this where appropriate.
- Recognising that (as with many research environments) the majority of our staff team are not from minoritised communities/backgrounds, and routinely reflecting on how this shapes our work and research projects.
- Proactively seeking out and adopting mechanisms to develop and advance inclusive research (for example training and capacity building).
Recruitment and retention of staff
As we are based across more than one institution where we undertake recruitment of staff, we are bound by the policies of the recruiting institution. We seek out, advocate for and adopt progressive recruitment practices within our host institutions.
We uphold equal opportunity principles in Centre hiring, promotion, and professional development.
We work within university hiring practices to attract the widest possible range of candidates. To foster equality and inclusivity our hiring committee members are from diverse backgrounds.
Training and development of staff
We provide EDI training for all staff and researchers to foster a deeper understanding of diversity issues and inclusive practices.
We equip Centre leaders with the skills to manage and promote an inclusive and equitable workplace.
We support career development through mentorship programmes, professional development opportunities, and a supportive work environment. We provide individual career development support to all our staff, which we recognise is especially important to staff from minoritised backgrounds. We encourage all staff to make use of mentoring schemes at their employer institution.
Monitoring of and accountability for EDI
We have channels for staff, researchers, and community members to provide feedback on EDI practices and report concerns. Key mechanisms also include our Early Career Champion role, our nominated EDI lead within the leadership team and our Ethical Oversight Panel.
We conduct periodic assessments of our EDI policies and practices to ensure they are effective and up to date.
In our reporting processes, we report on our EDI initiatives, progress, and areas for improvement.
Agreement to follow this policy
Our Centre is dedicated to advancing the highest standards of equality, diversity, and inclusion. By embedding these values into our research, operations, and community engagements, we aim to make a meaningful impact on society and contribute to the advancement of social justice.
We welcome your feedback
For further information, or if you have comments or suggestions relating to the Centre’s approach to EDI, please contact [email protected].
This policy was written by Dr Katy Sian with Centre EDI Lead Professor Kate Brown, Centre Manager Roz Cumming and Centre Researcher Dr Öznur Yardımcı.