Ambition 2027
People strategy
To establish and promote a fully inclusive culture where colleagues feel part of a diverse, skilled, ambitious and motivated community. Our collaborative, supportive and safe working environment will enable colleagues to feel empowered and engaged.
Priority areas
Talented people
Engage and enhance high-performing, diverse talent.
This includes:
- Having innovative and best practice, inclusive recruitment initiatives.
- Developing our mentoring and coaching programmes.
- Promoting wider development opportunities for all employees.
- Increased focus on management and leadership development.
- Ensuring policies, processes and practices are in place for Cranfield and MK:U.
- Securing our reputation as an ‘employer of choice’ within our local community and wider population.
Respectful culture
Embed equality, diversity and inclusion in all we do and build a fully inclusive, values-based culture where all our employees feel safe and respected.
This includes:
- Progressing our ED&I agenda and embedding ED&I in all we do.
- Demonstrating our reputation as a diverse and inclusive employer.
- Actively supporting and promoting our employee networks.
- Re-energising our outreach and public engagement activity.
Distinctive working environment
Embed agile working practices and initiatives that promote and support employee wellbeing, provide flexibility and balance the needs of our employees, students, partners and wider Cranfield community.
This includes:
- Embedding our changing ways of working.
- Continuing to provide guidance, development and support for our managers and employees.
- Identifying and addressing the barriers to positive wellbeing to avoid burnout.
- Promoting a ‘whole University’ approach to mental health and wellbeing.
- Offering lifestyle and wellbeing programmes, events and initiatives.
Engaged employee community
Deliver a distinct employee experience through regular engagement and communication with employees, recognised Trade Unions and our network groups to create a workplace employees value.
This includes:
- Promoting engagement through transparent two-way communication.
- Conducting regular employee and candidate surveys to improve experiences.
- Creating opportunities for employee representation on working groups and University committees.
- Developing a culture of feedback.
Meaningful reward
Develop a competitive and meaningful reward approach which aligns to our corporate objectives and values, and is respected by our employees.
This includes:
- Delivering a sustainable and fair reward strategy.
- Ensuring our total reward offer and other benefits provide flexibility and choice and are competitive.
- Clearly communicate our total reward offer.
- Working in partnership with our recognised Trade Union colleagues to enhance reward practices.
Our strategy in action
“Our technical staff can be some of the most knowledgeable people within the research environment. The Technician Commitment helps to bring recognition and visibility of what we do, along with greater career opportunities.”
Jane Hubble, Head of Technical Services
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