The management of commitments by higher education institutions to equality, diversity and inclusion both for employees and students presents significant challenges. The implementation of measures to comply with legislative equality requirements, the indicators of commitment to formal equality, do not deliver anything like equality of outcome. This creates the challenge as to how universities may articulate and act on commitments which go beyond formal equality and which may be expected to build a culture of equality, diversity and inclusion. This article addresses the incorporation of equality values and objectives in institutional strategy and the governance arrangements to define, develop and implement measures to address the objectives. Analysing contrasting and coordinated modes of governing I note that a reflexive approach tends to shift regulatory emphasis from control to learning as the basis for effective action. I conclude that it is appropriate and possible that higher education institutions should, to a significant extent, be able to think of themselves as governing EDI matters as much through reflexive learning as through the aspiration to control.

中文翻译：

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管理和规范高等教育中的平等、多样性和包容性承诺

高等教育机构对员工和学生的平等、多样性和包容性承诺的管理提出了重大挑战。执行符合立法平等要求的措施，即对形式平等的承诺指标，并没有带来任何类似结果的平等。这就产生了一个挑战，即大学如何表达和履行超越形式平等的承诺，并有望建立一种平等、多样性和包容的文化。本文讨论将平等价值观和目标纳入制度战略和治理安排，以定义、制定和实施实现目标的措施。分析对比和协调的治理模式，我注意到反思性方法倾向于将监管重点从控制转移到学习，作为有效行动的基础。我的结论是，高等教育机构应该能够在很大程度上通过反思性学习和通过控制的愿望来管理 EDI 事务，这是适当的，也是可能的。