Skip to main content Skip to navigation


The Social Inclusion Strategy will work inter-dependently with a number of other University strategies - the university's core purposes of research and education; strategic priorities around international and regional partnership and innovation; enabling strategies, including people, communications, and wellbeing; and other areas of work, such as widening participation, student admissions, and government affairs.

Progress and developments against the Social Inclusion Strategy will be monitored and actioned by the Social Inclusion Committee, which reports to Senate and Council.


Read more about outcome measures below:

Immediate (years 1-3)

  • Increased awareness, understanding, and engagement with social inclusion at a community and personal level.
  • Leadership teams that model inclusive behaviours.
  • Regional presence and voice on inclusive practice and leadership.
  • A co-ordinated and strategic approach to widening participation, diversity, inclusion and equality.
  • Increased diversity in our students of UK origin.
  • Develop and implement positive action interventions to increase diversity at senior levels and develop diverse talent pipelines.
  • Increased access to undergraduate courses through alternative routes.
  • A robust reporting and response system for incidents of hate/violence supported by preventative interventions.
  • Accountability for delivery of Social Inclusion Strategy.

Intermediate (years 3-5)

  • Reviewed and revised systems and processes for recruitment, retention and promotion of staff.
  • Reduce the black (and other identified areas) attainment gap.
  • Increase in number of ethnic minority, disabled, and LGBQTUIA+ employees at senior levels for professional services and academic staff.
  • Diverse talent pipelines creating next generation leaders.
  • Reduce gender, ethnicity, and disability pay gap.
  • An established reputation as an inclusive employer and provider of an inclusive student experience.
  • Eliminate the black attainment gap.


A culture that is inclusive and supports its diverse community to be high performing, creative and innovative.

  • A leading voice on the causes of exclusion and interventions that support sustainable economic and social inclusion.
  • A role model for inclusive leadership.
  • A place where everyone is valued for their individuality and where everyone is respectful of others.
  • Eliminate gender, ethnicity, and disability pay gap.


Find details of social inclusion work at Warwick, aligned to our strategic objectives for 2030. We hope this gives you a flavour of some of the work that our community are engaged in and creating.

Report on Progress

This report shares our performance so that we’re open and transparent about our commitment, progress, and areas for improvement. We also want to thank everyone who contribute to this work.

Inclusion Conference

Our conference celebrates diversity and offers an inclusive environment in which colleagues can learn, collaborate, and co-create. We hope you find plenty of inspiration and ideas.

Social Inclusion Staff Award

Our award recognises outstanding staff contributions to progressing social inclusion, celebrating colleagues who are making Warwick a better place to live, study, and work.