Student Journalist Emilie Yang interviews the History of Art Professional Services team about EDI

Left to right: Robert Brown, Senior Undergraduate Teaching and Learning Administrator; Eleanor Day, History of Art Departmental Manager; Alison Miripuri, Student Advisor; Helena Vowles-Shorrock, Communications and Events Manager. 

Emilie Yang [EY]: Over the course of the 2021-22 academic year, I was lucky enough to work with the History of Art Department’s Professional Services team through my involvement with the History of Art Society. The Professional Services team’s hard work helps us in so many different ways, staff and students alike, and this article celebrates their integral role in the Department. I interviewed Robert, Eleanor, Alison and Helena who discussed their career trajectories, what they like about the History of Art Department and their thoughts on Equality, Diversity and Inclusion (EDI). 

EY: What is your career trajectory?

Robert

I worked in the Magistrates Court for ten years before joining Birkbeck’s French Department as Departmental Administrator. During my time at Birkbeck I also completed my BA in French Studies, which was career-changing and the best thing I have ever done. I enjoyed studying it and still use the skills and knowledge that I gained from the degree.

Alison

I studied Psychology for my undergraduate degree and worked in market research for research agencies as well as big firms such as L’Oreal. I have always wanted to do mental health work. After having children I trained in counselling while working with the local council. Whilst working in the council, I supported people who suffered from domestic abuse, needed covid relief and came from vulnerable communities. 

I now work at UCL as a Student Advisor for three days per week, which is a great mix of project management and coaching. Since studying for my diploma in counselling, I have wanted to work with young people. It is an honour to work with people in this age group because it is a pivotal time in their lives. I also wanted to work in a team in academia. UCL especially has a reputation for equality and progression, which is one of the reasons why I wanted to work here. 

Helena

I am the Communications and Events Manager for the History and History of Art Departments at UCL, where I have worked since 2019. I am particularly interested in internal communications, especially around topics linked to EDI. I am a member of the Astrea committee, UCL’s network for Women in Professional Services. I enjoy working on culture building and creating a nice work environment. I am really interested in how internal communications can improve culture, EDI and staff engagement and facilitate ways in which large organisations can have conversations with their staff about how they can make a good workplace. 

Before UCL, I worked for a small business in Scotland, then for a social enterprise in London which paired young people from disadvantaged socioeconomic backgrounds with corporate coaches. I was already working in communications and marketing for the education sector, so deciding to move into Higher Education felt like a natural transition. Even though they are different types of organisations, their goals and motivations were aligned: promoting education and giving people a chance to learn and develop. 

Eleanor 

I did a BA and an MA in Medieval English Literature at Leeds University. I have been working in the university circuit since 2006, at Leeds, LSE and KCL before joining UCL in 2010. Since I have been here, I have worked in the Faculty of Population Health Sciences in an Operations Management role and as Departmental Manager for the division of Medicine. I moved to History of Art in 2017. 

EY: What do you enjoy most about UCL and the History of Art Department? What are some challenges that you face in your role?

Robert

I like working in a small department - ours is very friendly and harmonious, and everyone knows each other. My favourite part is to be front-facing, talking to people and dealing with things for them. One of the challenging parts of this year was Covid-19 and the transition from working at home then coming back to the office. There are also many changing deadlines at UCL which keeps me very busy - I feel like I am chasing my tail a lot of the time. Being part of a smaller department, I am responsible for several duties from module selection to Extenuating Circumstances forms. There has been a lot of difficulty with setting deadlines but I have a lot of experience being a Departmental administrator - I was the Team Leader in Birkbeck’s Philosophy Department for five years, the UCL Exams Office and briefly at the IOE before joining the History of Art department six years ago.

Alison

I enjoy working with tutors and enabling students to not only do well in their studies but setting them on a path so that they have resilience for the future. It is the collaborative work that drew me in to begin with, and it continues to be the most important part of working here. 

I split my time between two departments, History of Art and the Institute of Americas. Being part-time and splitting my limited time between the two Departments means that I am spread quite thinly. I have different roles with my private practice, and it is challenging to get everything done. The work I do affects people's lives, so I have to make sure I am on top of it. We are talking about safeguarding and not wanting to be a bottleneck with students’ academic progress. 

Balancing family life and work comes up at home a lot. I have two teenagers, a husband, a dog and two cats - it is a busy household and there is always a lot going on! There are many long days which many working parents will relate to, but they are really rewarding. 

Helena 

The thing I enjoy most about working in the History of Art department is the people; it's a small department, so you really get the opportunity to see and speak to people. I started in the Department at the height of Covid-19. Even though I didn’t immediately get to see my new colleagues face to face, everyone was so welcoming and friendly and felt like I was made to be part of the community. 

In terms of the wider UCL network, there is a lot of genuine support available for career and personal development. I feel like I am listened to when conversations around work-life balance take place and there are resources available for staff like counselling and wellbeing advice. 

Eleanor

The relationships that I have - the incredible professional services team work so hard and they are such good people, it is a complete and utter joy to work with them. In terms of working at UCL, it can be challenging to work in professional services because so many processes and systems don’t work and everyone has to reinvent ways to get things done. We have so many fantastic people working in professional services and we have strong networks which makes it not only tolerable but a joy. 

EY: What is the importance of EDI to you?

Robert

It is important that we attract a diverse student body to the department. Much change has taken place, and in the last year alone the EDI committee has worked hard on EDI initiatives and on preventing bullying and harassment in the workplace. The progress made so far is mostly thanks to Emily Floyd and Eleanor Day, along with many people involved with the EDI Committee. 

Alison

To me, EDI means giving everybody the same opportunities - it is about creating a level playing field and finding ways to enable yourself, to show others what you are capable of. In a world where we are becoming increasingly polarised in terms of opportunities, I think EDI here is incredibly important, whether that is physical or mental health disabilities, questions of access and socioeconomic backgrounds, gender and race along with so many other considerations. 

Helena 

EDI is such a big challenge; the amount of inequality that persists and the complicated ways that marginalised groups are undermined is deeply frustrating. Being able to address such issues and developing actionable, genuine outcomes is why EDI work is so important, especially in the workplace. Changes in the workplace can lead to changes in society more generally. I come from a non-traditional university background and someone who has personal experience of being supported from a widening participation perspective at school and university, so improving access and increasing diversity in education has always been particularly important to me. 

Eleanor

EDI is utterly integral to everything that we do, to anyone who has a platform or the ability to change the situation. For me, EDI is about recognising and valuing people- both staff and students, for their whole selves. When you start to look at the world in that way, it has a transformational impact on the way you interact with people. Working in professional services becomes a much more joyful process. It always strikes me how our working lives relate to our personal lives. We experience the elevations and depressions of life; births, marriages, divorces, profound personal losses- there is everything. Being able to come to work as your authentic self, and to know that everyone is going through those things too, and that you have valuable relationships, makes it much more manageable. 

EY: How can we get more staff and students in the department involved with EDI?

Helena

A big part of it is about capacity. Many people are voluntarily involved in the EDI committee. Promoting aspects of EDI should be seen as a central activity rather than something as an extracurricular, and a way to achieve that is to build it into work allocation models. 

It is important to encourage people to see it as their responsibility, but there is always a question around balancing out representation with labour, which was discussed in the EDI committee last year. Groups who are marginalised need to be represented on these committees and we need to listen to those who have lived experience. However, if it is always these people doing the work, it means that they end up having to spend time and effort fixing problems that aren't of their making. The goal is to balance that out and get everyone to feel that this is something they should participate in as an ally. In the wake of BLM, #MeToo and the tragic death of Sarah Everard, students are more passionate about these issues than ever. Our task is to link that passion and interest with institutional and departmental initiatives. 

EY: How can we get more students involved in the next academic year?

Helena

This student journalists project is one way to showcase ways that students can get involved, and this can be an example to motivate students to do similar things. It is also important to encourage students to come to the EDI committee meetings and share their views, create a culture and a place to talk about their concerns, thoughts and opinions. 

Eleanor

The transition back to in-person events is going to have a big impact. We need to take a structured approach starting with Induction Week in September, to engage students’ interest and have a swift follow-up. We are more than happy to fund student-led initiatives and there are exciting projects happening across the faculty. There is also a strong interest within the staff base for a strong EDI community and EDI interest groups, but ultimately it has to come from the grassroots. 

 EY: What is next for History of Art Department’s EDI plans next year academic year?

Eleanor

As well as carrying out the Athena Swan action plan, professor Bob Mills (Head of Department) and I are bringing together EDI committees in History of Art departments across the country, through the Association of Art History. Connecting with other departments facing similar challenges will enable us to be more honest in our reflections and understand the demographic of the discipline as a whole. There are many assumptions about who studies History of Art but currently we are only seeing it through a focused lens. Being able to open up and see a much wider vision would be a really positive thing. 

We are still at the very beginning of the journey of trying to influence the student body. It is not about changing the admissions criteria but getting involved with people in schools and getting people interested in the school level and broadening out the interest in the early stage. Dr. Cadence Kinsey was Widening Participation Lead when she was Admissions Tutor and also served in the EDI board. Widening Participation is a part of our EDI focus, as much as ensuring that students already in the Department from diverse backgrounds are given every opportunity to thrive. Summer taster modules for sixth form students have been running for the past three years, led by Cadence Kinsey, Rosemary Moore and Diana Dethloff. 

There have been some changes in the recent years particularly amongst staff. One of the things I am most proud of is our 2020 restructuring of teaching staff contracts. Previously, fractured fixed term teaching staff were on rolling contracts with poor employment conditions. This change created a number of additional academic posts, including three new lecturers for Arts and Visual Culture of the Global South. This is a hugely positive step in diversifying both our staff base and the curriculum, ensuring that people who work for us are in the best possible career trajectories. 

EY: Alison, How can we reach you when we need help? What are your tips for mental health wellbeing?

Alison

Students can come and speak to me to rationalise their concerns. Student Advisors will signpost student services that are available such as Camden Crisis Team and CareFirst. 

In terms of managing stress in your lifestyle, it is important to be disciplined with physical exercise (ideally in the morning), eating properly, meeting other people, learning something new and getting outside and noticing the world around you. These building blocks are sometimes overlooked but they will make maintaining mental health a lot easier. 

Another important thing is connecting with people that you can be vulnerable and honest with your struggles. There is a lot of shame around suffering with stress but it is important to get things in perspective and know that you are not alone. 

The best tip I can give you is to come and talk to me as soon as possible! Do not wait until crisis point. The sooner you come to see me, the sooner I can support you to get back on track. My weekly schedule is; Monday (History of Art) Wednesday (shared) and Friday (Institute of Americas). All information is on the Student Advisor page.

You can book a Student Advisor meeting with Alison by clicking on this link.

EY: Eleanor, can you tell us a little more about Athena Swan and why gender equality is so important?

Eleanor

The Athena Swan Charter a national charts mark awarded by the Advanced HE to support and transform gender equality within higher education and research. I co-chaired the Departmental EDI board and the Athena Swan committee with Emily Floyd, and we just received our Bronze award (assessing systems, processes, data and people’s experiences for improvement) which we are hugely proud of. 

Equality of all types is important. I experienced situations where I felt I was at a disadvantage in my professional working life as a woman. It is really important to give voice to those experiences and overcome them with structural change. I also co-chair Astrea, UCL’s network for women in professional services, supporting people from across the institution who are experiencing similar situations where they feel negative gender experiences for staff and professional services roles. 

EY: Is there anything else you would like students to think about?

Eleanor

We are listening and we want to hear about their experiences, what it is like to be at UCL and to better understand people’s whole selves.