“Race equality is a vital building block in our ambition to become the most inclusive university of our kind, and with a Race Equality Charter submission, we will be able to develop our approach and priorities in response to what we have heard from staff and students”

Philippa Lloyd, Vice-Principal of Policy and Strategic Partnerships and Acting Vice-Principal for People, Culture and Inclusion at Queen Mary

Why is race equality work important to Queen Mary?

Staff engagement, satisfaction, and increasing diversity across our communities is one of the ways in which Queen Mary measures the progress towards our Strategy 2030 target to become “the most inclusive university of its kind, anywhere”. The target is to have Black, Asian and Minority Ethnic staff (on the terminology, please see our Short Guide to Understanding Race and Ethnicity Language and Terminology) at all levels represented to reflect the diverse demographic of Greater London (i.e. 40% of the total population), providing relatable role models to all our staff and students.

Applying for a Race Equality Charter Mark means that Queen Mary will arrive at an evidence-based action plan to progress race equality based on careful scrutiny of data from across the university, and on the lived experience of diverse staff at Queen Mary. The endorsement and implementation of the action plan will be supported by the Senior Executive Team and the Equality, Diversity and Inclusion Steering Group.

We are working to reduce our ethnicity pay gaps by supporting the career progression of junior BAME staff. In addition, we are working to improve the representation of BAME female colleagues in senior grade roles by building on the positive impact of developments in academic promotions processes. Current insights show the need for a dedicated action plan to progress race equality, and this will build upon work of the existing actions that are underway.

How will the Race Equality Charter application work to inform race equality work at Queen Mary?

Our Race Equality Action Group at Queen Mary has been repurposed to act as the Self-Assessment Team (SAT) for the Race Equality Charter (REC) application, with a refreshed membership that represents staff and students, and brings together expertise on crucial aspects of race equality with the vital input that comes from lived experience. The Self-Assessment Team is co-chaired by Alex Prestage (Head of Equality, Diversity & Inclusion) and Georgina Hosang (Reader in Mental Illness & Chronic Diseases, Wolfson Institute of Population Health).

Over the course of 2023, the REC SAT’s data analysis, which includes the outcomes of dedicated staff and student surveys, will lead into an action plan that senior leaders and the wider university will be consulted on. This will be followed by a submission in Spring 2024. The action plan will then be implemented for its five-year duration up to 2029, when it will be refreshed or upgraded through a further submission or award renewal.

How can you contribute?

• Promote relevant events and contribute your ideas on race equality work at Queen Mary, or helpful resources for one of the awareness days or months that are marked at Queen Mary (for example, Black History Month). To do so, please contact Afua Acheampong or Katharina Smith-Muller.
• Join the mailing list for the Race Equality Staff Network by contacting Afua Acheampong or Katharina Smith-Muller.
• Ensure that you have completed the mandatory Introducing Inclusion training and consider deepening your learning by accessing the Queen Mary Bystander training.                                         
• Update your My HR profile - like all of our evidence-based equality work, race equality work also heavily depends on colleagues disclosing as much information as possible. You can also find further guidance on how to be a good ally on our Queen Mary webpages
• Report any incidents that you are a victim or a witness of to our Report and Support service. It is, unfortunately, in the nature of racism that some incidents appear small, but build up to a pattern in the lived experience of those affected. It can also build up to a pattern if reported, which in turn helps to address these experiences.

Resources

Short Guide to Understanding Race and Ethnicity Language and Terminology 

E-learning on Introducing Inclusion and being a Queen Mary Bystander

Further resources for (self) education on race equality and the Black Lives Matter movement under the Black Lives Matter tab.

Recordings of the Black History Month 2022 Lunch and Learn sessions at Queen Mary