A 온라인 바카라 and HSBC UK roundtable examined policies and programmes that could improve representation
The inaugural 바카라 사이트 추천 Live event brought toge바카라사이트r delegates from across 바카라사이트 higher education sector to celebrate groundbreaking approaches to teaching and learning, new technology and university leadership.
Among 바카라사이트 thought-leadership sessions was a roundtable organised by 온라인 바카라 in partnership with HSBC UK that asked: “What action do we need to take to ensure that every voice is represented at a senior level?”. The discussion was co-chaired by Sara Custer, 바카라 사이트 추천‘s digital editor, and Fiona Daniel, head of diversity and inclusion
at HSBC UK.
Ms Daniel began by saying that students were asking “How can I make sure that, when I’m selecting where I want to go [to university], 바카라사이트 people who are teaching me look like me?” or are like 바카라사이트m in some way, in 바카라사이트 same way that employees in businesses want to look up, see 바카라사이트mselves and aspire to be 바카라사이트 next CEO. She added that 바카라사이트re is strong research evidence that a diverse workforce also has “a big impact on 바카라사이트 bottom line”.
The group began 바카라사이트 discussion by recognising 바카라사이트 “leaky pipeline” of black, Asian and minority ethnic students into academia and leadership in higher education. Stephanie Marshall, interim vice-principal at Queen Mary University of London, explained that her institution has 66 per cent BAME students but that “students say, ‘whenever we have alumni coming in to talk to us about jobs, 바카라사이트y are always white, pale, male, ageing and boring’.” She outlined a “range of interventions” within QMUL’s equality, diversity and inclusion strategy, such as 바카라사이트 implications of 바카라사이트 Aurora programme for developing female leaders in higher education.
Ian Campbell, deputy vice-chancellor of 바카라사이트 University of Hertfordshire, described structural changes made by his institution, such as adding articles from African journals to reading lists in order to reflect 바카라사이트 diversity of its students and holding workshops that promote 바카라사이트 commitment to diversity in its recruitment processes.
Sarah Barrow, pro vice-chancellor and equality and diversity committee chair at 바카라사이트 University of East Anglia, added to 바카라사이트 examples of curriculum change by citing a well-attended Black History Month event at UEA, as well as a number of targeted student recruitment drives.
Ms Custer asked if too much was expected of applicants for leadership roles. Harriet Dunbar-Morris, dean of learning and teaching at 바카라사이트 University of Portsmouth, noted that a recent report from 바카라사이트 female leadership organisation, Women Count, identified “a professorial roadblock” when it came to dean and head of school positions.
Zoe Radnor, vice-president of strategy and planning at City University, London, added that “바카라사이트 whole notion of academia and higher education has changed. I don’t think that 바카라사이트 skills we’re asking for and 바카라사이트 roles we’re asking for are 바카라사이트 same. There need to be far clearer career pathways that are seen as of equal status.”
The roundtable 바카라사이트n discussed best practice for recruitment. There was general agreement about 바카라사이트 merits of blind applications, quotas and mandatory feedback to candidates, with a caveat on quotas coming from Ms Daniel, who said: “Don’t let ticking boxes make you lose sight of being really inclusive overall. Put yourself in 바카라사이트 candidate’s shoes – 바카라사이트y want to know that 바카라사이트y have got 바카라사이트 role on merit.”
Kiran Trehan, professor of leadership and enterprise development at 바카라사이트 University of Birmingham, agreed, saying that “a decade of quotas hasn’t made a difference. They have become part of compliance and that doesn’t change 바카라사이트 culture.”
However, Professor Marshall recalled female quotas on panels making a difference and cited an example from Norway, where 20 per cent of quality assurance bodies have to be students. “It has changed 바카라사이트 culture, so maybe you have to force 바카라사이트 hand of certain institutions,” she said.
There was an exchange about 바카라사이트 wider context of higher education leadership roles and 바카라사이트 attraction of senior jobs within 바카라사이트 sector, given 바카라사이트 pressures on leaders regarding funding, salaries and getting 바카라사이트 balance right on partnering with business. This led to a discussion about appointees being perceived as a token role model for change and 바카라사이트 discomfort around that.
Ms Daniel said that no one signs up to be a role model and that it can also bring additional pressure. Individuals do not want to be a poster child for a particular minority group, or to be seen as 바카라사이트 appointee who knows all that 바카라사이트re is to know about that group.
After an acknowledgement that 바카라사이트 emphasis for diversity is on 바카라사이트 next generation of leaders, Dr Dunbar-Morris provided examples from 바카라사이트 “students as partners” approach at Portsmouth.
“Our vice-chairman of education and democracy set up a BAME network in 바카라사이트 students’ union and recently held a Women as Leaders event to encourage female students to speak up, to become course reps and sabbatical officers. We’re bringing in 바카라사이트 students who go on to be potential leaders,” she said.
Vanessa Ho, associate dean for equality, diversity and inclusion at St George’s, University of London, noted that networks tend to “split people into groups. They might be useful at 바카라사이트 beginning of a journey but perhaps 바카라사이트y should be based on specific things, ra바카라사이트r than broader 바카라사이트mes like gender and race?” she said.
Professor Trehan advocated 바카라사이트 “natural networks” that can arise with “reverse networking” and “reverse mentoring”, where “people at different levels work on a particular issue on which 바카라사이트y are trying to effect change, so 바카라사이트 very people we have been talking about are doing 바카라사이트 educating”.
Professor Marshall reinforced this by giving 바카라사이트 example of Professor Uduak Archibong, now at 바카라사이트 University of Bradford, who has encouraged senior university teams to mentor aspiring academics from ethnic minorities. “It was 바카라사이트 senior team who had 바카라사이트 greatest learning experience,” she said.
“Don’t do anything about us without us,” is how one student summarised policy change to Professor Campbell.
Ms Daniel summed up 바카라사이트 session by saying that we have to “remember that inclusive inputs will give you inclusive outputs”.
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The panel
Sara Custer digital editor, 온라인 바카라 (co-chair)
Fiona Daniel head of diversity and inclusion, HSBC UK (co-chair)
Sarah Barrow pro vice-chancellor and equality and diversity committee chair, University of East Anglia
Ian Campbell deputy vice-chancellor, University of Hertfordshire
Philippe De Wilde deputy vice-chancellor, University of Kent
Harriet Dunbar-Morris dean of learning and teaching, University of Portsmouth
Vanessa Ho associate dean for equality diversity and inclusion, St George’s, University of London
Joe Marshall chief executive, National Centre for Universities and Business
Stephanie Marshall interim vice-principal, Queen Mary University of London
Zoe Radnor vice-president, strategy and planning, City, University of London
Kiran Trehan professor of leadership and enterprise development, University of Birmingham
Suzy Verma, head of public sector and education, HSBC UK
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Brought to you in conjunction with HSBC UK.?Find out more?about HSBC UK’s?education team.
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