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Showcasing Good Practice Fortnight - 23rd November to 4th December

Date: 23rd November 2020 - 4th December 2020

Location: Online (via MS Teams) - Monday to Friday for 2 weeks (see schedule below)

Price: Free

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Online this year, the Showcasing Good Practice event will take place over a two-week period - Monday 23rd November to Friday 4th December.

Your event booking covers each session over the 2 week period.  Please use the checkboxes on the booking form to indicate which sessions you are particularly interested in - you can choose as many or as few sessions as you wish over the two week period  (but it will give us and the presenters an idea of numbers).  If you change your mind and decide to come to a session which you have not previously ticked, this is not a problem, links to all daily events will be sent out each morning to everyone.

Please see below for the timings of each session (full descriptions can be found here):

Week One: Business Effectiveness and Organisational Design








23rd Nov


UHR and Guests

What do the UHR awards do for me, for HR and for HE? – An introduction to the Showcasing Good Practice fortnight

Helen Scott, Executive Director, UHR

Sandra Heidinger, Chief People Officer, University of Strathclyde

Louise Lindsay, Director of HR, Imperial

Patrick Johnson, Head of Equality, Diversity and Inclusion, University of Manchester

Joanne Marshall, Director of People and Campus Services, University of Bradford

Rashmi Patel, Interim Deputy Director of HR (Projects), Lancaster University

11.30- 12.15

University of Huddersfield

Huddersfield is the first organisation (not just University) in the world where all its managers hold  Chartered Manager (CMgr) status. CMgr sets out the key behaviours they want to develop, and helps build a positive, healthy and productive working environment to sustain their long-term aims and objective

Danny Benton, Head of Staff Development
Monday 23rd Nov2.00-2.45University of Glasgow

Team Science Research Careers 

 Academia is rooted in a tradition of individual and small team research where the emphasis is on leadership and independence – but what about the increased use of complex teams where there are multiple strands of science interacting? 

Fergus Brown

Professor Gerry Graham

Lesley Cummings

David Tedman

Tuesday 24th Nov10-11Nottingham Trent UniversityBreaking the Mould? A new approach to performance related pay progression for lecturers and senior lecturers

Jayne Billam

Sarah Bell

Elizabeth Lacey

11.30-12.15Edinburgh Napier UniversityThe ability to foster a social and collaborative work environment through an enterprise social network is key to engagement in the workplace. Edinburgh Napier became the first UK university to launch Workplace by Facebook in May 2019. Workplace has built a community where it’s easy to have multi-way conversations and interact and engage with people across all levels of the organisationLorne Grant

2.00-2.45University of Durham

Job Families, Career Pathways and online Personal Development Workbooks for Professional Services Staff. 

Claire Hunter

Sophie Sowerby

Wednesday25th Nov10-11Manchester Metropolitan University

'One PS’ (One Professional Services). HR sought to ‘walk the talk’ - developing new ways of working for the University, connecting and collaborating with others

Pam Flynn

Sam McVaigh

Kelly Russell

Carlos Favario

11.30-12.15Cranfield University

The Cranfield Values Project: 

the ‘big conversation’, was an innovative project to help Cranfield articulate a set of shared values

Jane Kelly

Angelisa Allen

2.00-2.45London South Bank UniversityThe ‘Shape Our Future’ initiative saw LSBU Group’s 2020-25 strategy taken away from the strategists and given into the hands of staff

Sebastian Bromelow

Samantha White
Thursday26th Nov10-11University of WolverhamptonEngagement of the “4 E’s” approach: (engaging, empowering, enabling and enhancing)

Joy Levesley

Tracey Hulme

Elaine Kirkham

11.30-12.15University of Bristol

Improving gender equality by aiming to: eliminate the gender pay gap in the professoriate: and increasing the % of female professors by 2023 

Simon Swales

Kathryn Miller

2.00-2.45Sheffield Hallam University

‘The Hallam Deal’ - Driving organisation development and transformational change

Sally Jackson

Marie Williamson

Sharon Taylor

Kelly Cookson

Simon Cooper

Friday27th Nov10-11Lancaster UniversityEnhancing the University’s global vision by supporting the Strategic International Partnerships with Ghana, China, Malaysia and Germany. This involves providing HR support in a variety of areas including resourcing, policy development, global mobility, immigration and payroll and tax

Sean Connor

Russ Quigley

2.00-2.45Edgehill UniversityThe ‘Wellbeing for All’ programme is a whole University approach to improving mental health and resilience at Edge Hill with Student Services, HR, Edge Hill Sport, Student Experience, Student Union and a strong representation of academic colleagues working collaboratively

Aisling Benson

Corryn Brown

Daniel Passey

James Gilfoyle


Week Two: Equality, Diversity and Inclusion and Exception HR Team


30th Nov


University of Bristol

‘TheirStories’ uses storytelling as a vehicle for building workplace inclusion, improving employee engagement, challenging bias and developing a culture of belonging

Tracy Brunnock, Equalith, Diversity and Inclusion Manager

Lauren Curtis, EDI Adviser


University of Lincoln

The “Dynamic engaged people” strategy, which included supporting the long term financial planning of the University, launching “Linc-On” - a one stop innovative desktop tool that incorporates all aspects of the reward, recognition and engagement offering to employees and the attraction and recruitment of multiple Global Professors to Lincoln to shape the agenda for both the new Medical School and research relevant to Lincolnshire going forward

Ian Hodson, Deputy Director of HR/Head of Reward

Ros Simpson, Director of Human Resources


1st Dec


Teesside University

Teesside University has taken a proactive approach to LGBT+ inclusion. HR and the LGBT focus group have worked in collaboration to deliver, an ongoing programme of events, ally scheme and changes to policy and practice in addition to one off activities that enhance LGBT+ inclusion across the University. Local partnerships have been established to share best practice and enhance the learning and development offer. Key policy changes have included the use of gender neutral language throughout. At a senior level the commitment to LGBT+ inclusion is evident in the hands-on approach taken by the University’s LGBT executive champion, Juliet Amos. The impact of the work is evident in the inclusive culture, and in numbers of staff willing to declare their sexual orientation at recruitment and whilst in employment, in addition to the external recognition through consistent upward progress in the Stonewall WEI

Linder Wilkinson, HR Manager (Policies, Rewards & Benefits)

Juliet Amos, LGBT+ Executive Champion and Executive Director of HR

Dominic Dunn or Angela Ramage (tbc)


University of Glasgow

A look at the University’s gender equality journey for both staff and students - including their Early Career Development Programme (ECDP) and the re-launching of their Flexible Working Policy

Elise Gallagher, Deputy Director of HR


University of Bradford

A comprehensive initiative to support employees and line managers with managing the menopause and hormonal changes in the workplace

Rachael Simpson, Associate Director of People (Operations)

Kate Rogers, Senior HR Business Partner


2nd Dec


Keele University

A dual focus on operational excellence and strategic delivery, adopting a “better and bolder” approach to service delivery, the team have demonstrated excellence across a range of objectives including reduction of recurrent pay costs, advancement of the EDI agenda and improvements to the staff experience through a new and exciting approaches to staff engagements

Rachel Adams, Director of HR

Nicola Ratcliffe, Head of HR (Strategy and Policy)


Loughborough University

Loughborough has developed an exciting People Strategy that aligns with the University’s Strategy of ‘Building Excellence’ enabling all colleagues to be the best version of their professional selves, working with flexibility in an agile organisation that is an employer of choice

Adèle MacKinlay, Director of Human Resources and Organisational Development

Anne Lamb, Deputy Director of Human Resources

Ffyona Baker, Director of Organisational Development


3rd Dec


Northumbria University

Exceptional people empowered to achieve shared ambitions’ – The Vice-Chancellor’s Diversity and Inclusion Scheme has increased the awareness and importance of EDI across the University and, more importantly, has created an interest and excitement by all involved in what is possible with some imagination, motivation, financial support and trust to deliver fantastic projects

Sharon Stewart, Organisational Development Manager

Plus tbc


Alison Stephenson - CUPA Bursary Winner

Alison Stephenson is the winner of this year’s CUPA Bursary which enables a study tour of US universities to gather learnings around a specific theme. For obvious reasons this year the tour was made virtually rather than physically. Alison’s study project is an interesting take on the equalities agenda and takes the theme of ‘Managing Multi-generational Workforces’.

“This idea rings a real bell for me, and it’s been a focus of personal reading and study for a while,” Alison said. “We are used to thinking in terms of protected characteristics. However we need to think more about how we get the best from all the generations that are in our workforce, and we don’t always do that. As our employees are working beyond the original retirement ages, the age-width of our workforce is broader than ever.  There are different expectations about working life as we move across the different generations, about how and where we work, about our expectations of reward packages, employee engagement, motivation, management styles and lifestyle expectations – but the sheer variety of human personality can sometimes get hidden beneath some typical stereotyping, around things like resistance to change, or ability to manage or engage with technology. I consider multi-generation workforces as part of our diversity planning.”

Catch up with Alison’s work during the final session of Showcasing Good Practice

Alison Stephenson, Deputy Director of HR, University of Sunderland


4th Dec

Read the Showcasing Good Practice Fortnight's Summary (including links to slides etc) in today's edition of the Rapid Round Up


Please note, in order to book a place on this event you will need a UHR website user account.  If you do not yet have an account, your options are:

  1. If you would like a full website account, please contact your HR Director who needs to authorise the request by emailing admin@uhr.ac.uk.
  2. If you just wish to book on this event, then please visit the quick registration page where you can set up an account just for booking events.
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