Thanks to those who provided their feedback in the survey that was included in the Tū ki te tahi newsletter on Friday. If you haven’t had a chance to provide your feedback but would like to, not to worry! The survey is still open and accessible here>
The random winner for the giveaway is Elyse Thompson! We’ll flick you an email so you can collect your double pass to watch the Crusaders vs Highlanders game this Friday.
UC is committed to creating an environment that supports and nurtures student and staff wellbeing and the RecCentre is a valuable part of this.
Due to financial constraints, UC is not progressing with a new RecCentre at this time. However, we are developing a business case to make improvements to the UC RecCentre.
Preliminary feasibility studies with Christchurch City Council are also taking place to explore possible efficiencies and benefits. The study would explore options that add value to the UC Community and increase UC’s contribution to the city.
It is anticpated that both projects will take some months to complete. Students and staff will be able to continue to access facilities and services provided by the UC Rec & Sport team in the meantime.
On 10 March UC Careers hosted two Careers Fairs here at UC. These events gave students and employers an opportunity to talk about possible employment opportunities and career pathways during and after study.
The Business and Arts Careers Fair hosted 24 employers, and Law and Criminal Justice Recruitment Evening, 30. All employers were at the ready and keen to engage with UC students.
We received excellent feedback from the students who went along, particularly about the variety of opportunities that were on offer and the pleasant, stress-free interaction with exhibitors. There was a constant stream of students coming through the stalls, and employers were certainly kept busy talking – it was wonderful to see so many UC students keen to engage face to face with potential employers.
A big shout out to the clubs involved as these events wouldn’t have been nearly as successful without their help!
Thank you to the following clubs who supported these events:
180 Degrees Canterbury
The Investment Society
UC Women in Law
UC Debating Society
UC Careers are looking forward to the STEM Careers Fair coming up on 6 May! If you’re interested in coming along, find everything you need to know here> and keep checking for exhibitor updates.
The QSA stands for Queer Straight Alliance is made up of 60 staff, who work together to ensure progress is made in supporting rainbow communities, here at UC.
This positive group advises and supports the work of the Rainbow Advisor Ari Nicholson and meets bi-monthly. QSA come up with ideas on how our community can support rainbow staff and students, and members also get involved in student events, such as O week. A steering committee ensures that the recommendations are progressed, and the group are great at supporting each other on projects across campus.
Any staff member can join if they are rainbow or a supporter of rainbow communities. If you would like to join QSA, reach out to Ari Nicholson today!
In October 2020 Te Waka Pākākano designed and implemented a process for reviewing Equity, Diversity and Inclusiveness at UC. The review investigated our shared organisational understanding of equity, the extent to which we are responsive to the needs of underserved groups in our university community and recommendations to support UC’s ongoing commitment to building an equitable and inclusive learning and working environment.
The review was conducted with support from academic experts and Human Ethics Committee approval and guidance. Mixed method qualitative data capture was used to collect student and staff narratives through in person interviews and an online questionnaire. 84 individuals were interviewed in person and we received more than 695 online questionnaire submissions.
The review is still underway, however Te Waka Pākākano has completed a first phase of analysis of the data and have commenced the second phase this month with intention to produce a report within the next 4 – 6 weeks. Although yet to be fully analysed, the findings indicate while we have made some effort, we have failed to give effect to our organisational aspirations for equity, diversity and inclusiveness.
Our tentative process moving forward will be to finalise the report, agree a communication process and confirm an implementation plan which will include co-constructing with key student and staff stakeholders a meaningful response to the aforementioned aspirations.