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History of Art

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Equality and Diversity

Equality and Diversity are vital to the Department of History of Art.

We are committed to inclusivity and representation. We are doing our best to ensure that our community members feel listened to on the subject of equality, that we take key steps in order to increase our gender, sexuality, race and class balance both in terms of what is studied and who studies it; and that we are welcoming to all. 

You can browse the UCL Diversity Calendar here

Gender

Both gender balance and gender inclusivity are important to the Department. History of Art is a subject in which there are more female than male students and academics, and we are keen to bring more balance to this. However, it is also a subject in which female artists have been historically excluded or overlooked from the canon, and we are dedicated to rectifying this, too.

Information on gender equality, parental leave and other entitlements for pregnant staff and students at UCL can be found here.

The UCL Gender Equality Network is a means of sharing good practice, ideas and information across the university. 

Find out more about the 50/50 Gender Equality Group here.

BAME

We are profoundly committed to welcoming more BAME (Black, Asian and Minority Ethnicity) students to the Department, and one of our key priorities is to ensure that all our Black, Asian and Minority Ethnic students and staff feel welcome and supported. We always appreciate feedback as to how we can do better in this regard. The Department of History of Art and UCL itself are highly international, with students and staff coming from many different countries, cultures and backgrounds. UCL was one of only eight institutions to receive a Race Equality Charter Mark Bronze Award for its work in Higher Education.

At History of Art, we are also committed to decentering and diversifying our curriculum, and we encourage our students and researchers to expand their horizons. 

Key UCL Contacts and Sources of Information

  • Race Equality & Race Equality Steering Group
  • Both History of Art and UCL have a zero-tolerance policy with regard to Racial and Xenophobic Harassment, and key contacts can be found in the hyperlink. Even if you are not directly affected, but have seen someone else being harassed, do not let it go unchallenged, but become an Active Bystander.
  • RaceMatters@UCL is for networking, peer support, sharing ideas and articles of interest, forging scholarly connections and collaborations, organising formal and social events, and positively influencing policy and practice on ‘race’ equality at UCL.

UCLU

  • The Black and Minority Ethnic Students’ Officer represents BME students and students of colour on campus. The office is currently held by Sandy Ogundele. Email them at bmes.officer@ucl.ac.uk or phone them at 0207 679 7392.
  • You can also join the UCLU BME Network by signing up to their Facebook. You can also follow the Decolonise UCL page, which provides information on three linked UCLU campaigns: Decolonise Education, Decolonise the Mind and Decolonise the Institution.

LGBTQ+

LGBTQ+ students and staff are an important part of both the Department and UCL. We aim to create a welcoming and inclusive environment throughout the department with a strong emphasis on reflecting the distinctive needs and priorities of different communities.

In 2018, UCL was named one of the UK’s best employers for lesbian, gay, bi and trans staff in the Stonewall 2018 Top 100 Employers Index. UCL has an active LGBTQ+ Equalities Action Group (LEAG) and an LGBTQ+ staff social network (Out@UCL) which meets at least twice a term. Staff at UCL can become a Friend of Out@UCL, and UCL provides training for staff to become LGBTQ+ allies. More information on UCL supporting trans and non-binary staff in the work place can be found here.

There is also an active research network called qUCL, a university-wide initiative that brings together UCL staff and students with research and teaching interests in LGBTQ studies, gender and sexuality studies, queer theory and related fields. At History of Art we are especially well-placed to support LGBTQ+ students – our current Head of Department, Professor Bob Mills, is the inaugural Director of qUCL, and he is involved at Out@UCL and a member of LEAG. Read more about Bob’s interests in LGBTQ+ equalities at We Are Out@UCL.

UCL Students

The support and wellbeing service offers support to LGBT+ students. On their website you can find information on transitioning gender, the UCL Policy and Guidance for Students transitioning Gender and details of external support for the transgender community, especially in London. The LGBT+ Students’ Network is here to support you in your study and work, to provide you with social activities, as well as to campaign on your behalf and raise awareness of your issues. The current LGBQ Officer is Xuyi Wang, and Trans Officer is Sasha/Max Tscheltzoff

Find the LGBT+ Facebook here and the Instagram here. 

Equality, Diversity & Inclusion Board

The History of Art Department is committed to the fair and equitable treatment of all staff and students and to fostering a supportive and inclusive environment for everyone who works and studies with us.

The Equality, Diversity and Inclusion Board was formed in December 2020 as an extension of the departmental Athena SWAN Self-Assessment Team. The Board reports to the Departmental Meeting and has a dotted reporting line to the Faculty Equality, Diversity and Inclusion Strategic Board.

The Board incorporates the activities of the Self-Assessment Team which is focussed on gender equality - all members of the Board are also members of the Athena SWAN Self-Assessment Team and are actively engaged in the application for chartermark status – but we also have an expanded remit for the promotion of all equalities as described under the Equality Act 2010.

The Board has representation from staff and students at each academic level and career stage. All students in the Department are warmly encouraged to engage with the Board through the student representatives listed in the Membership section below.

Objectives

  1. Identify and propose equality priorities and objectives that will foster cohesion, eliminate discrimination and ensure everyone feels valued and included. 
  2. Develop, implement and monitor a Diversity Action Plan that will inform Departmental planning and governance.
  3. Receive papers and reports from UCL and the Faculty Equality, Diversity and Inclusion Strategic Board.
  4. Responsible for overseeing the formulation and submission of Athena Swan applications.

Membership 2020/21

Dr Emily Floyd Co-Chair, Academic
Eleanor Day Co-Chair, Professional Services
Professor Bob Mills Professorial representative
Dr Cadence KinseyNon-Professorial representative
Dr Helia MarcalNon-Professorial representative, MAT programme
Dr Rebecca GordonAssociate Lecturer
Dr Lauren RozenbergAssociate Lecturer
Helena Vowles-Shorrock Professional services representative
Edward ChristiePhD representative
Millie Hornton-InschPhD representative & PGTA
Leora KurtzerMA representative
Anna MladentsevaBA representative
Harrie ChungBA representative