The IOE Dean’s Race Equality Pledges 2023

We commit to meeting the following pledges for racial equality at IOE

Promoting an anti-racist culture by:  

• Initiating a listening forum for all staff in the summer term, which will be used to shape the Dean’s Race Equality Pledges for 2024. 
• Ensuring that our senior management team leads by example, with all members completing diversity training, unconscious bias training and ‘Where do you draw the line?’ training, so that they can prevent and address bullying and harassment. 
• Ensuring that all departments and professional services areas have offered their staff ‘Where do you draw the line?’ training, prioritising participation by the members of their management teams, and that they are promoting awareness of how any staff or students who experience harassment, including racism, can report this using UCL’s Report + Support system.

Improving our curriculum and pedagogy, including:

• Setting up an Educational Inequalities Task and Finish Group to audit activity in relation to attainment gaps across IOE and share best practice.
• Encouraging, supporting and sharing initiatives to diversify reading lists, decolonise curricula and engage with the legacies of eugenics.
• To improve access to postgraduate research degrees for people from under-represented ethnic and/or socioeconomic backgrounds, creating two full-time eight-week placements at the IOE, including a tax-free stipend of £3,000, as part of the In2research project.

Improving the diversity of our staff profile, particularly amongst senior academic staff, through action on recruitment and progression, including:

• Inclusion of positive action statements on all advertised posts, and ensuring that UCL’s guide to positive action and inclusive recruitment is followed.
• Opting in to UCL’s Positive Action Hiring Programme.
• Engaging with hiring managers to consider opting into the Accelerate to Leadership Scheme for senior roles (grade 8, 9 and 10) for secondments in IOE professional services roles.
• Ensuring that Inclusion Leads are involved in all departmental promotional panels.
• Providing equalities monitoring of our reward and recognition processes and making this analysis available to all staff via the IOE Intranet.

How were these pledges developed?

The pledges are the latest in a series that are reviewed and updated annually. This process has, over time, drawn attention to racism and taken action to address it. For example, following earlier pledges, IOE now monitors equality data as part of its REF environment statement. This includes analysing the publications we submit for assessment to ensure that no groups of staff are under-represented.

Last updated 24 March 2023.