LONDON’S GLOBAL UNIVERSITY
EQUALITIES AND DIVERSITY COMMITTEE
Monday 30 June 2014
MINUTES
PRESENT:
Professor Graham Hart (Chair)
Ms Wendy Appleby
Dr Caroline Bressey
Professor Annette Dolphin
Ms Sarah Guise
Mr Rex Knight
Ms Bella Malins
Professor Anthony Smith
Dr Eva Sorensen
Dr Cecil Thompson
Mr Ben Towse
Mr Nigel Waugh
In attendance: Ms Rachel Port (Secretary) and Baroness Diana Warwick
Apologies were received from Reverend Charlotte Ballinger, Professor Anthony Finkelstein, Ms Katie
Kokkinou and Professor Nick Tyler.
Key to abbreviations
BME Black and Minority Ethnic
DARO Development and Alumni Relations Office
EDC Equalities and Diversity Committee
EdCoM Education Committee
HEFCE Higher Education Funding Council for England
HR
Human Resources
ISD
Information Services Division
LGBT Lesbian, Gay, Bisexual and Transgender
OVPR Office of the Vice-Provost (Research)
REF
Research Excellence Framework
RESG Race Equality Steering Group
SMT Senior Management Team
SWAN Scientific Women’s Academic Network
UoA
Unit of Assessment
Preliminary Business
13
MINUTES OF THE MEETING OF 15 MAY 2014
Confirmed:
13.1
The Minutes of the meeting of EDC held on 15 May 2014 [EDC Mins.6-12, 15.05.14].
Equalities and Diversity Committee – Minutes – 30 June 2014
14
MATTERS ARISING FROM THE MINUTES
[see Minute 17 below]
15
CHAIR’S REPORT
Noted:
15.1
The Chair noted that he had no business to report back from the Provost’s SMT at this EDC
meeting.
Business for Discussion
16
‘WHY ISN’T MY PROFESSOR BLACK’ – NEXT STEPS
Received:
16.1
The above paper at EDC 3-6 (13-14) introduced by Dr Caroline Bressey, Race Equality
Steering Group.
Reported:
16.2
It was noted that Dr Nathaniel Coleman, UCL Philosophy, gave a talk at the highly
successful ‘Why isn’t my professor black’ event held in March 2014 that was chaired by the
Provost. The Provost asked that a paper be prepared for the SMT to discuss what action
should be taken to address the issues raised. The paper at EDC 3-6 (13-14) was coauthored by members of the RESG and the HR Equalities and Diversity Team, and was
discussed by the Provost’s SMT on 4 June 2014. The paper set out three recommendations
as follows: (i) develop PhD studentships specifically for BME students; (ii) target recruitment
specifically at BME candidates and (iii) emulate Yale’s Faculty Diversity Initiative.
Discussion:
16.3
The Chair noted that the Provost’s SMT had determined that EDC be tasked to take
ownership of the issues raised in the above paper. The committee was then invited to
discuss the recommendations in turn.
16.4
Recommendation 1 - It was considered that there were a number of complexities about
policies around establishing PhD studentships specifically for UK/EU students from
underrepresented ethnic groups. It was suggested that bursaries specifically for BME
students also be considered and that DARO be consulted about using philanthropy for such
activities. It was proposed that a working group consisting of members of the RESG,
Equalities and Diversity Team, DARO, Student Funding, and the OVPR be formed to
develop a proposal on studentships specifically for BME students for discussion at a future
EDC meeting for subsequent consideration by the Provost’s SMT.
16.5
Recommendation 2 - It was proposed that each faculty should identify at least one new or
vacated academic post each year that it would commit to fill with a candidate from an ethnic
group that was underrepresented in the respective faculty. This recommendation had been
built based on the case study of the Department of Philosophy that had committed itself to
appointing more female academics. It was considered that this figure of one post per year
was somewhat conservative given the proposed increase in the ‘net diversity’ of senior staff
at grades 9 and 10 by no less than 1% each year across faculties and divisions within the
draft revised Equalities and Diversity strategy below. However, it was noted that
departments were tending to use head hunters to recruit for senior academic posts and that
they could be engaged to supply a preferred shortlist for BME candidates, as they did for
female candidates upon request. It was also considered that selection panels should be
2
Equalities and Diversity Committee – Minutes – 30 June 2014
more proactive in attracting BME applicants for academic posts and that a guidance note
might be produced for such panels on this activity.
16.6
Recommendation 3 – It was noted that UCL already had collaborative links with Yale and
that the Provost was due to visit them in 2014-15 session. It was proposed that UCL should
use its existing links with Yale to learn more about which approaches they had used to
increase faculty diversity had been successful given it was considered likely they could be
replicated within the UK legislative framework.
16.7
The Chair expressed his thanks to Dr Bressey for the report and hoped that the RESG
would welcome that EDC felt that the proposed actions underpinning the recommendations
could be stretched further.
RESOLVED:
16.8
That EDC endorsed the three recommendations at EDC 3-6 (13-14) above.
ACTION: EDC officers (to note)
16.9
That a working group consisting of members of the RESG, Equalities and Diversity Team,
DARO, Student Funding, and the OVPR be formed to develop a proposal on studentships
specifically for BME students for discussion at a future EDC meeting.
ACTION: Sarah Guise
17
UCL EQUALITIES AND DIVERSITY STRATEGY 2014-19
[EDC Min.11, 15.05.14]
Noted:
17.1
Subsequent to the last meeting, EDC members were invited to supply written feedback on
the draft proposed objectives for inclusion in the revised UCL Equalities and Diversity
Strategy to the Head of Equalities and Diversity, with a view to a final draft version of the
document being discussed at this meeting.
Received:
17.2
The draft revised UCL Equalities and Diversity Strategy 2014-19 at EDC 3-7 (13-14)
introduced by Sarah Guise, Head of Equalities and Diversity.
Reported:
17.3
It was noted that both the students and the LGBT group had supplied helpful feedback on
the draft objectives. However, the common feedback was that the document be kept
concise and that it contain a maximum of seven objectives which meant that every viewpoint
could not be incorporated into the revised Strategy.
Discussion:
17.4
The Chair expressed his thanks to all those members who had supplied comments on the
draft version of the strategy document and for the work by the Equalities and Diversity
Team. The new strategy should be in place for the start of the 2014-15 session. EDC
considered it to be good that the document was brief but that it should be linked to the UCL
2034 strategy so that it appeared to be part of an overall strategic framework. It was
suggested that the introductory section be expanded to show what objectives were linked to
the UCL 2034 strategy as well as indicating the duties of the Provost and Faculty Deans in
realising the objectives. It was also generally considered that each of the objectives required
some supporting background text while the lack of figures was noted. The Chair then invited
EDC’s views on the draft objectives in turn.
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Equalities and Diversity Committee – Minutes – 30 June 2014
17.5
Objective 1 – It was noted that this objective included promotion and that whilst a 1% year
on year target might not sound especially challenging, in some areas across UCL it would
be difficult to meet. A similar objective was contained within the previous strategy and EDC
queried whether this new one was any more achievable given UCL had a very low
academic staff turnover rate at 2%. Some EDC members considered that having an
unattainable target to be very dispiriting whilst others felt that the 1% target year on year
looked very modest compared to UCL’s competitors. It was agreed that this objective be
reworded to show that the net diversity of senior staff would increase year on year (but by
no specified amount) to reach a target of 5% by 2019 to make this target appear to be
stretching. It was considered that data would be required to show how UCL had increased
its performance against this target and that it might form an appendix to future reports on
progress against the objectives.
17.6
Objective 2 – Although the Staff Disability Forum was concerned about the accessibility of
UCL’s central IT systems, the Vice-Provost (Operations) intended to meet with the Director
of ISD to discuss the matter and related issues. It was considered that this objective was
already a work in progress and not especially stretching. With this in mind, EDC agreed that
this objective be dropped, meaning the new Strategy would now contain 6 objectives, but
that there was scope for either the Disability Forum to propose a new objective covering
disability in its place, or that a new objective be added covering a different equalities area in
due course.
17.7
Objective 3 – The Registrar noted that UCL would start to collect student caring
responsibilities data in 2015 and once the data was returned, analysis would be undertaken
that could assist with future action planning. It was suggested that students did not disclose
disability information as there was concern amongst medical students especially that they
might be deemed unfit for practice if they did so. EDC agreed that it would be important to
increase awareness of the UCL support available for students, as well as making clear the
reasons behind UCL seeking such data, to increase the disclosure rate. This objective was
considered to be more about outreach than monitoring and that wording along the lines of
‘with a view to increasing outreach’ be added at the end of the current text. Given the
objective was also non numeric, as it was likely to cover a small number of students, it was
suggested that the wording ‘universal and timely disclosure’ be inserted. EDC also agreed
that objective 7 (but in light of the above to become objective 6 in the final version) should
follow directly after this objective so that both the student objectives were situated together
in the document.
17.8
Objective 4 – While it was noted that UCL already had policies around pregnancy, childcare
and caring responsibilities, the ways in which line managers were informed of, and
implemented, them differed across the institution. It was intended that these issues in
relation to staff on research grants be covered in the supporting action plan. EDC suggested
that the word ‘paternity’ be inserted within the objective and that an alternative word instead
of ‘treatment’ might be used.
17.9
Objective 5 – It was noted that UCL hoped to achieve an institutional Silver SWAN award
and Silver Race Charter Mark. EDC agreed that no change was required to this objective.
17.10 Objective 6 – It was considered that the wording of this objective be revised to indicate that
UCL would ‘explore and understand’ the BME student attainment gap as members noted
that there were gap variations across UCL.
17.11 Objective 7 – Although EDC considered this to be a long objective it was noted that UCL
Admissions Office were looking at the specific areas noted within the text. After some
discussion, it was agreed that the objective remain unchanged but that ’across UCL’ be
inserted at the end of the current wording.
RESOLVED:
4
Equalities and Diversity Committee – Minutes – 30 June 2014
17.12 That the comments above on the draft revised UCL Equalities and Diversity Strategy 201419 be incorporated into a final draft version by the Head of Equalities and Diversity for
circulation to EDC via email for final comment and approval, via Chair’s action, and for
subsequent approval by the Provost’s SMT and Council.
ACTION: Sarah Guise / EDC officers (to note)
18
GUIDANCE FOR STUDENTS TRANSITIONING
Noted:
18.1
The above guidance at EDC 3-8 (13-14).
Reported:
18.2
Members were invited to supply any comments on the guidance to Fiona McClement,
Equalities and Diversity Adviser.
ACTION: EDC members (to note)
Business for Information
19
REF 2014 – EQUALITIES IMPACT ASSESSMENT
Noted:
19.1
The above paper at EDC 3-9 (13-14).
Reported:
19.2
The Chair noted that the paper clearly noted the differentials around age and disability. The
criteria used in the REF 2014 exercise was externally driven and that UCL would be
involved in advising HEFCE on equalities and diversity issues for the next REF 2020
exercise. All UoA leads received comprehensive training on equalities and researchers
were encouraged to declare any disability.
20
DATES OF MEETINGS IN 2014-15 SESSION
Noted:
20.1
Dates for meetings of EDC in 2014-15 session would be notified to members in due
course. 1
RACHEL PORT
Academic Support Officer (and Research Governance Co-ordinator)
Academic Services, Student and Registry Services
[telephone 020 7679 8879, UCL extension 28879, email: r.port@ucl.ac.uk]
October 2014
1
Subsequent to this meeting the dates for meetings in 2014-15 session were confirmed as: Wednesday 12
November 2014 - 1.30pm - 3.30pm; Tuesday 3 March 2015 - 11.00am - 1.00pm and Tuesday 2 June 2015 9.30am - 11.30am.
5