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The Bartlett Dean’s Race Equality Pledges 2020

Find out more about The Bartlett Dean's pledges for racial equality in our community.

Looking up at a wooden spiral staircase

In June and July 2020, we held a series of Bartlett Dialogues on race and the built environment, and have continued to reflect and listen to rich and diverse inputs from our student and staff community. Based on this co-creation process, we are delighted to share The Bartlett Dean’s Race Equality Pledges 2020.

We make the following pledges for racial equality in our community:
 

Promote a culture of engagement with race and racism, by:  

  • Actively stimulating and appropriately resourcing a group for racialised minority students and staff in the Bartlett. This group will determine their own terms of reference including the name of the group, its membership, and aims and objectives.  
  • Hosting dialogues on race and racism in the Faculty with staff and students in or around May 2021, with the support of an external facilitator. These dialogues will aim to encourage continuing and new conversations on race, and serve as an accountability mechanism for these Pledges.   

Critically assess and improve our curriculum and pedagogy to move towards eliminating the Black, Asian and Minority Ethnic (BAME) Awarding Gap, by:  

  • Growing teaching content that addresses race in the curriculum.
  • Requiring each department and school in the Bartlett to identify ways it will actively review race in their curriculum.  
  • Bidding for an Inclusive Learning Specialist to support teachers through changes to their teaching and curriculum.

Address diversity in staff recruitment and progression to represent better our London location, by: 

  • Ensuring every business case for an academic appointment includes a statement that identifies the contribution of this appointment to equality, diversity and inclusion.
  • Piloting automatic shortlisting for Black, Asian and Minority Ethnic (BAME) candidates who meet essential criteria, initially in professional services posts.
  • Reviewing processes throughout the recruitment cycle and supporting, for example, an increased pool of Fair Recruitment Specialists and the peer review of job descriptions.

    (Image: Interior staircase of 22 Gordon Street)