Our vision
Many aspects of EDI in practice hinge on effective and thoughtful communication. Working across the Faculty, I want to help support an environment where colleagues can find information and like-minded people, there is a culture of understanding for differing circumstances and perspectives, and support is available where it’s needed. It is also important that we recognise where existing practice is already exemplary, and spread those good ideas more widely.
Resources for staff and students
The FPHS Race Equality/Equity Advisory Group (FREAG) checklist has received approval from both the FEC and the Faculty EDI Committee on November 23 and March 24, respectively. It was collaboratively developed by the GOS ICH Race Equity Group, led by Lola Solebo, along with EDI representatives from across the faculty.
We have created a comprehensive checklist outlining essential and core items that should be present in each department. We are asking institutes to implement the essential items listed. Additionally, the core items, which represent feasible, beneficial, and important activities, should also be taken into consideration.
Read the FPHS Race Equality/Equity Advisory Group (FREAG) Checklist
As part of UCL’s work on the Race Equality Charter, UCL has created a pool of highly-trained Fair Recruitment Specialists who will bring very valuable input into recruitment activity across UCL. The Specialists are volunteers drawn from UCL staff who identify as Black and Minority Ethnic (BME). This is in response to feedback from departments that it is often difficult to have sufficient ethnic diversity on panels, as BME staff are under-represented in certain roles and grades at UCL.
Since the introduction of the faculty appraisal season in 2018, staff engagement has significantly improved, with 94% and 91% of staff receiving appraisals in 2019 and 2018, respectively, compared to 80% in previous years. Despite this progress, we recognize the need to enhance the quality and consistency of appraisals. To address this, the Faculty launched an Annual Appraisal Survey to gather qualitative data on staff expectations and their fulfilment.
Faculty appraisal survey 2019, 2020 and 2021
Update: 2023
Expectations of appraisal have remained fairly static across the 3 years but the actual experience of them has improved over time. This is due to improvements in discussions across all areas but most prominent in ‘career progression’ and ‘work-life balance and wellbeing’. There is no significant difference in appraisal experience between genders. There is no significant difference in the appraisal experience between different job roles for both appraiser or appraisee.
Faculty Equality, Diversity and Inclusion Committee
The Faculty Equality, Diversity and Inclusion (EDI) Committee, chaired by the Faculty Vice-Dean (EDI), Jon Clayden, meets termly to discuss issues pertaining to the equality and diversity agenda. Its main remit is to monitor and review progress against the Faculty Equality Action Plan, to support the implementation of Institutes’ Athena SWAN action plans and to provide a forum in which the development of new initiatives to enhance equality measures can be explored, and to support the development of new Athena SWAN applications.
Faculty EDI team
EDI in the Faculty of Population Health Sciences is led by the Vice Dean (EDI) and a small group of Equity Leads, each focusing on a particular characteristic. Institutes and schools also have their own local EDI leads, groups and advocates that do crucial work at the local level, including preparing Athena Swan submissions and monitoring progress and sentiment. Almost all of these are voluntary citizenship roles, carried out in addition to staff and student members’ core functions.
Vice-Dean Equality, Diversity and Inclusion
Jon is Associate Professor at the UCL Great Ormond Street Institute of Child Health (GOSICH). He has been involved in EDI for over a decade, initially as co-lead of the local support group for parents, and most recently as academic chair of the institute’s EDI committee. He was heavily involved in GOSICH’s successful Athena Swan Gold award submission in 2020, and the successful Gold award renewal in 2025. Jon brings a considered, evidence-based approach to equity and inclusion.
EDI Equity Lead (Gender and Sex)
Preethi, Associate Professor at the Global Business School for Health, has decades of experience advancing gender equity through leadership and advocacy. Co founder of Women in Global Health India and a Harvard Lead Fellow, she has shaped policy and mentored 50+ women leaders worldwide. At UCL she is Athena Swan Gender Lead and was recognised by the Prime Minister in 2025 at 10 Downing Street for voluntary work supporting vulnerable women including those who are homeless, migrants and refugees.
EDI Equity Lead (Disability)
Hanady is a Lecturer at the Institute of Epidemiology and Health Care and an experienced leader in EDI and Disability. She has embedded inclusive practice in teaching and leadership, developed anti-bias and anti-racism initiatives, and contributed to national EDI standards. As Academic Lead for the Patient Pathway and Integrated Community Care module, Hanady has championed inclusive pedagogy and supported students and staff with disabilities.
Dorothy (Lijun) Qiu
EDI Equity Lead (Race)
Dorothy, the Faculty Education Officer, brings lived experience and a deep understanding of the challenges faced by individuals from different ethnic minority backgrounds. Having studied and built a career at UCL after moving from China, Dorothy has promoted EDI values through organising events, supporting student engagement, and co-leading workshops for Chinese women in the UK.