Crafting mental health

depression-photo-2By Ellie Highwood

The increase in demand for support for mental wellbeing in universities is well documented. A recent YouGov report suggested that 1 in 4 university students suffer from mental health problems, whilst the Guardian has a series of articles suggesting that staff are still reluctant to disclose mental-health problems and that mental health problems affect up to half of staff in academia. Whilst the reasons behind these considerable numbers are complex and challenging, and universities, including ours, have support services in place, any preventative action we can take as a community, however small, can only help.

20161201_091700Being involved in creative activities, either alone or together with others, can, for many, enhance mental well-being or indeed aid recovery from mental illness. I am something of a crochet addict, and when I heard about Mind’s campaign to raise funds by holding “Crafternoons” I wondered about organising something but felt it would be too much for me to do. Having mentioned it in passing to some of our Executive Support team, I was surprised and overwhelmed when a couple of weeks later they announced that they had decided to organise one for me! And so it was that just before Christmas we filled the Vice Chancellor’s office with craft supplies provided using donations from the senior management group, and invited everyone to an hour of crafting and cake.

Around 50 people dropped in during our “opening hours”. As well as IMG_4565crocheting and making decorations for our MIND Christmas tree, we had a tombola, sold home-crafted bird boxes and mini-stockings donated by staff and their families, talked and laughed a lot. I now know that one of our Pro Vice Chancellors makes fantastic banana cake, and that colouring is a surprisingly popular activity that appeals across all genders, ages and occupations. Perhaps a University of Reading colouring book is in order?

Many of the attendees commented that it was great to do something really different during the working day, and that they were surprised by how they felt after doing something so obviously creative for even a short time.

A huge thank you to everyone who got involved, mentioned us on Instagram, and especially those who organised it. Let us know if you would like to see more events like this!

 

Equality, Diversity and Inclusion

By Ellie Highwood

Equality, diversion and inclusion are three terms used frequently and often interchangeably, but are importantly different. Diversity and inclusion can be thought of in terms of cooking. Most recipes require a many different (diverse) ingredients, but the quality of the end dish depends on all the ingredients being mixed together in the right way so that each one contributes to make something better than the sum of the parts (inclusion).

salad

Or, as coined by Verna Myers, “diversity is being invited to the party – inclusion is being asked to dance”.

In terms of our, or other organisations, diversity can be measured in terms of numbers, for example number of women professors, or black senior staff. It is relatively straightforward to set targets to improve diversity. Inclusion is more difficult to measure and manifests itself as “feeling included”, “being part of the team”, “feeling valued”. Also note that a diverse team does not necessarily behave more inclusively.

Equality is the term that has been used for the longest in this area. But what is equality? Equality of treatment? Equality of opportunity? Equality of treatment can be misleading. Yes we want everyone to be treated fairly, but this does not mean treating everyone the same. Equality of opportunity is the most popular term – this recognises that in order to give everyone the same opportunities, we might need to treat different groups differently because of past experiences (i.e. lack of access to information about university) or processes and structures that put a particular group at a disadvantage.

The potential confusion surrounding “equality” is the reason we are a “Diversity and Inclusion” team. However, by focussing on recognising and celebrating diversity, and encouraging and facilitating inclusion, we aim to provide equality of opportunity for all our staff and students.

New year, new diversity blog

Dear colleagues, students and friends

Welcome to the new Diversity and Inclusion blog. We hope you will join us as we talk about what we are doing at the University of Reading to ensure all our staff and students can reach their full potential, and to debate matters relating to diversity and inclusion that are fundamental to not only our University but wider society.

We would love to hear comments and suggestions, and if you would like to write for this blog please get in touch with us via the comments or by emailing diversity@reading.ac.uk

Best wishes

Ellie Highwood and Simon Chandler-Wilde

Deans for Diversity and Inclusion, University of Reading