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Deans Race Equality Pledges 2019

Arts and Humanities
  • Appoint a Vice-Dean (Equality, Diversity & Inclusion) and properly support them in their role.
  • Create a dedicated Arts and Humanities Faculty ED&I Committee, in place of the SLASH Committee that currently exists, to ensure a more A&H-focussed forum for ED&I matters.
  • Implement the use of Fair Recruitment Specialists for all Faculty-led roles and work with A&H Departments to encourage their use for departmental roles, wherever possible.
  • Work with the Faculty of Social and Historical Sciences and the Office of the Vice Provost Education, in building on the creation of the new Centre for the Study of Race and Racism to be led by Prof. Paul Gilroy. This to include supporting the recruitment of new staff to the Centre and the development of new programmes relevant to the Centre's core purpose.
  • Work with SHS, Laws and SSEES in establishing regular (2 or 3 times a year) SLASH EDI Workshops addressing key issues, with a particular focus on race equality.
  • Identify and appoint a suitable and enthusiastic BME Attainment Lead for the FacultyAppoint a Vice-Dean (Equality, Diversity & Inclusion) and properly support them in their role.
The Bartlett
  • The Bartlett appointed a Vice-Dean (Equality, Diversity & Inclusion)
  • To use the Fair Recruitment Specialists. Have encouraged senior staff to apply for training to increase capacity and all interview panellists asked to complete Implicit Bias training (self-directed UCL Moodle module)
  • "The Bartlett Promise" is under development and this is targeted at WP (incl. UG BME) admissions through identifying additional support required by Admissions Officers to improve UG and PGT offers to underrepresented groups, this might include 'Fair Recruitment' training for admissions. 
  • Have in post and will continue to support a Faculty lead on eliminating the Attainment Gap at PG and UG level and are developing the faculty approach to the Attainment Gap.
  • Engaging with Decolonising the Curriculum by developing an academic resource for Bartlett teachers to support self-directed study on the relationship between race and the built environment (part of our approach to supporting UCL's efforts for Inclusive Curricula).
  • Developing Athena Swan Silver application at faculty level, with intersectionality (race equality) being a key component.
  • Reviewing (and changing where necessary) our outward-facing communications to check that language and tone do not contribute to a 'deficit discourse' in discussions of underrepresented groups.
  • To run 'Where do you draw the line' training throughout the year to create a positive working culture, where all can thrive.
  • Developing 1:1 promotion sessions that target academic staff who are underrepresented at senior levels.
Brain Sciences
  • Appoint a Vice-Dean (Equality, Diversity & Inclusion).
  • Refresh membership and objectives of Faculty EDI Committee to ensure effectiveness, including identifying leads for Gender, Race, Disability and Sexual Orientation.
  • Faculty initiative to create a more Inclusive Curriculum and make further progress on reducing the differential attainment gap.
  • Review Faculty mentoring schemes to ensure that all staff have access to a scheme.
  • Increasing the number of staff participating in the Inclusive Advocacy Initiative.
  • Recommending the use of Fair Recruitment Specialists on recruitment panels.  
Engineering
  • To use Fair Recruitment Specialists for all positions grade 8 and above.
  • To create an all-encompassing Race (Equality) Group (students, PS, Academics, etc.) to explore racial issues related to 'belonging'.
  • To support the BME Attainment Gap Lead/group
  • To analyse, through an intersectional angle, the race pay gap in the Faculty across different positions (PS/Academic/Research) and to report findings.  
Institute of Education
  • A senior position with portfolio that covers race equality has been created, (to be maintained).
  • Participate in UCL’s WP initiatives.
  • A Faculty BME Attainment Lead appointed.
  • Continue to actively engage with the Inclusive Advocacy Scheme.
  • Extend and embed the work of the Race & Ethnicity Focus Group work started as part of AS application.
  • Continue good practice of ensuring a BME member on all recruitment panels, via Fair Recruitment Specialists.
Laws
  • A senior position with portfolio that covers race equality has been created, (to be maintained).
  • Participate in UCL’s WP initiatives.
  • A Faculty BME Attainment Lead appointed.
  • Continue to actively engage with the Inclusive Advocacy Scheme.
  • Extend and embed the work of the Race & Ethnicity Focus Group work started as part of AS application.
  • Continue good practice of ensuring a BME member on all recruitment panels, via Fair Recruitment Specialists.A Vice-Dean (Equality, Diversity & Inclusion) has been appointed. 
Life Sciences
  • To Work on BME Attainment Gap.
  • To use Fair Recruitment Specialists.
Maths and Physical Sciences
  • Funded an EDI post (sits with UCL-EDI Team)
  • A budget for the Vice-Dean (Equality, Diversity & Inclusion) provided
  • Realise a faculty-wide conversation event with the preliminary title of “Challenging outdated power dynamics in academia: issues and solutions”.
  • Create a Bursary for EDI innovation to encourage initiatives led by students or staff and that aim to widen the participation of multiple-disadvantaged groups.
  • To continue the use of Fair Recruitment Specialists
Medical Sciences

Student access and success

  • Enhance the BME student experience of belonging and improve attainment by having more visible role models from minority backgrounds.
  • Positively support career and educational aspirations by engagement in the Inclusive Advocacy programme.
  • Extend the reach of the Widening Participation programme to more schools with high representation of BME students, to enable improved awareness and increase access to programmes such as UCL Horizons.

Staff Recruitment and progression

  • Increase diversity on recruitment panels especially at all senior level appointments by ensuring inclusion in the Fair Recruitment Specialists Initiative.
  • Demystify the promotion and advancement process by issuing clear accessible guidance on eligibility, application and assessment procedures; with mandatory feedback on applications.
  • Ensure transparency on progression criteria, with clear action points in annual appraisal process for career development and progress.

Leadership and Governance culture

  • Promote diverse leadership by applying positive action initiatives when appropriate when appointing senior roles. 
  • Improve and provide clear guidance on reporting procedures of discrimination experienced in any form, process of investigation and mandatory feedback of action prompted to demonstrate Faculty’s commitment and zero tolerance policy.
Population and Health Sciences
  • Appointment of Vice-Dean (Equality, Diversity & Inclusion)
  • Appointment and support of a Faculty BME Attainment Lead.
  • Active monitoring of compliance with Faculty policy for gender and ethnicity balance on interview panels (including use of Fair Recruitment Specialists).
  • Development and implementation of our Race Equality Action Plan
Social and Historical Sciences
  • Appointed a Vice-Dean (Equality, Diversity & Inclusion) in SHS to work with the Dean in leading change in SHS.
  • To establish a new SHS EDI committee, in place of the SLASH EDI Committee, to ensure more effective EDI work, with new membership, and responsibility to develop an SHS EDI Action Plan.
  • To devote, once a term, a significant portion of SHS Leadership Team meetings (Heads of Department, Vice Deans and key PS leadership personnel) to EDI issues, in order to ensure buy-in for, and implementation of, the SHS EDI Action Plan.
  • To work with A&H, Laws and SSEES in establishing regular (2 or 3 times a year) SLASH EDI Workshops addressing key topical issues, with a particular focus on race equality.
  • To encourage SHS Departments to use Fair Recruitment Specialists, and to use FRS for all Faculty-led recruitment, wherever possible.
  • To continue to develop understanding and interventions to tackle the BME Attainment Gap across SHS, led by the SHS BME Attainment Lead.
  • To develop a coherent strategy for research and education across SHS on “Diversity, Difference and Inequalities”.
  • To support the establishment of the new Centre for the Study of Race and Racism, based in the Institute of Advanced Studies, including the appointment of two new lecturers and an administrator, and the development of new Masters and PhD programmes in the study of race and racism.
  • To run a dedicated “Is a PhD for me?” event aimed at non-traditional/ BME Masters and final year UG students in SHS.
  • To contribute, as a lead Faculty, to the UCL WP “New Approaches” group.
Student & Registry Services
  • Prioritise Black, Asian and minority ethnic staff for leadership and management development programmes, e.g. the Future Leaders and Women in Leadership programmes
  • Utilise the Fair Recruitment Specialists wherever possible.
  • Ensure that recruitment panels include ethnic minority representation wherever possible.
  • Senior staff to continue to work as Inclusive Advocates.
  • Ensure that recruitment to the division’s Graduate Programme is representative of the various UK ethnicities.