Diversity Digest

Equality, Diversity & Inclusion at King's College London

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StellarHE Leadership Programme 2023 – Recruiting Now!

December 9, 2022 /

StellarHE is a targeted leadership development programme to support Black and Minority Ethnic academics, researchers and Professional Services staff. The programme has been designed specifically to develop and implement leadership strategies that reflect the unique challenges and experiences of Black, Asian and Minority Ethnic academic and professional staff across Higher Education.

King’s is dedicated to developing and supporting diverse talent and inclusive leadership and the university is committed to supporting members of the King’s community to take part in the StellarHE programme. The programme is for staff who aspire to operate at a senior, strategic level here at King’s and contribute to our institutional commitment to advance race equality.

The application process for the 2023 is now open!

Updated Deadline: 17:00 on Wednesday 18th January 2023

What is included? 

The scheme includes:

  • Ten one-day virtual workshops
  • Leadership diagnostics
  • Two individual Borderless Coaching sessions
  • One virtual Action Learning Set
  • Completion of a Leadership Challenge project
  • The programme also includes the opportunity to join the Beyond StellarHE Alumni network.

Key Programme Dates

  • 6 March 2023 Readiness Session
  • 17 March 2023 Managers Race to Action Session
  • 20 March 2023 M1 – Orientation & My Leadership Journey
  • 3 April 2023 M2 – Race Strategic Context in HE
  • 18 April 2023 M3 – Authentic Leadership, Identity and Race
  • 4 May 2023 M4 – Leadership Purpose & Vision
  • 24 May 2023                   M5 – Status Now – Leadership MoT
  • April/May 2023 Action Learning and Assessments – Factor8 & Borderless Coaching
  • 8 June 2023 M6 – iLead 360 – Cracking the corporate Code
  • Jun/Jul 2023 Action Learning
  • 12 July 2023 M7– Presence – iBrand & Communicating with Impact*
  • 13 July 2023 M8 – Career Strategy and Leaderships Signature*
  • September 2023 Coaching

*All the workshops are virtual apart from those annotated. Find out more on the StellarHE website.

Participants would be expected to participate in all of the sessions. 

Programme cost

The Equality, Diversity & Inclusion team intend to fully fund up to 1 place open to staff from across the university and part-fund 2 places on the scheme in collaboration with faculties & directorates. In addition, many faculties & directorates from across KCL have also committed to funding additional places should their staff be successfully selected. A list of faculties & directorates who have agreed to fund places will be added to this page in due course.

  • The programme fee is £4,495 + VAT per participant.
  • Successful applicants who are parents and carers are eligible for further financial support to enable them to participate from the Carers’ Career Development Fund.

Eligibility criteria

  • StellarHE is targeted at Black and Minority Ethnic (BME) individuals who aspire to senior leadership positions in Higher Education.
  • StellarHE is targeted at middle and senior managers – we advise that applicants are currently in roles grade 6 and above (see FAQs below).
  • Professional services, research and academic staff are all eligible to apply.
  • Staff members on fixed term contracts can apply for StellarHE as long as their contract continues at least 6 months after the programme has finished or you can provide evidence it will be extended.
  • You must be available for all the programme dates (see above)

How to apply

  1. Speak to your manager about StellarHE and confirm they are happy to support your application. If you apply the EDI team will contact them to ask for a supporting statement.

 

  1. Check that you are available for all the dates listed above and meet the eligibility criteria.

 

  1. Complete the expression of interest form by Midday Monday 16th January 2023.
You can apply for a place here.

How will my application be selected & assessed?

The answers in your application form, the personal statement and your manager’s statement will all be used to assess your suitability for the programme.

The application questions in the form will each be scored from 1 (does not meet the criteria) to 5 (significantly exceeds the criteria).

Your application will also then be scored against the King’s criteria.

The King’s criteria asses the strength of the application with regards to how the applicant demonstrates the positive impacts the programme could have on their career, their team and on race equality at King’s.

  • The impact of the programme on the individual and their career, i.e.:
    • Show they have proactively thought about career progression/development and how StellarHE will feed into this.
    • Demonstrate their capability and potential as a manager/leader.
  • The impact of the programme on the applicant’s team, department and King’s more widely, i.e.:
    • Show how they will apply learning to others, both locally and more widely.
    • What benefit this will have.
  • The impact of the programme on race equality at King’s, i.e.:
    • Demonstrate a commitment to Race Equality at King’s or externally (e.g., active membership of the Race Equality Staff network, personal activism in team/dept etc).

As you write your application you should think about how you are demonstrating these King’s criteria.

Islamophobia Awareness Month 2022

November 7, 2022 /

This November marks the 10th anniversary of Islamophobia Awareness Month being founded. Equality, Diversity & Inclusion Project Officer, Safyan Rahman, explores this years IAM theme ‘Tackling Denial’. 

Islamophobia Awareness Month (IAM) is a campaign founded in 2012 by a coalition of Muslim organisations. It aims to highlight the impacts that misconceptions and discrimination can have on Muslims and showcase the positive contributions Muslim communities make within society. November 2022 marks the 10 year anniversary of IAM which has spent the last decade rapidly building engagement with supporters, putting on hundreds of events across the country and embarking on several profile-building media campaigns.  

Each year the campaign adopts a theme, with this years’ specific focus ‘Tackling Denial’. It aims to raise awareness of the denial of Islamophobia within political and social spaces, highlighting the dangerous and pervasive impacts such denial can have on Muslims around the globe. Denying or diminishing the existence of Islamophobia, whether institutional or in day-to-day interactions, prevents meaningful conversations on how to tackle Islamophobia. IAM aims to spotlight this theme as a means for generating uncomfortable yet valuable conversations and collective education.  

Islamophobia has a pervasive impact on communities around the world. Opinion polling by the Muslim Council of Britain (MCB) found that 22% of Britons had negative feelings towards Muslims and that 33% believed equal opportunities had gone too far when it comes to Muslims. In October 2020, the Home Office published data showing that over 50% of the UK’s religious hare crimes had been targeted towards Muslims in the preceding year. In 2014, the Office for National statistics found that Muslim men were up to 76% less likely to find UK employment compared to white, male British Christians of the same age and carrying the same qualifications. Muslim women were 65% less likely.  

These attitudes and actions do not manifest within a vacuum and are often influenced by narratives presented about Muslim communities by national policy-makers, media broadcasters and other prominent media forms, demonstrating that what are traditionally considered ‘overt’ and ‘covert’ acts of Islamophobia are inherently linked. This is evidenced by a 2019 study conducted by the MCB which concluded that the UK coverage of Muslims was predominantly negative, with 59% of industry coverage of Muslim-based stories containing negative themes.  

Islamophobia Awareness Month encourages people to educate themselves on the context of Islamophobia within the UK but also to think proactively about their role in tackling it. Islamophobia will inevitably affect a large portion of King’s Muslim community (staff, students and visitors), making it more important that as a community we actively seek to continue educating ourselves and understand the importance of this campaign. As a starting point, we encourage all members to explore the following resources:  

Educational resources 

Internal resources  

  • Sign up to Active Bystander training on SkillsForge to learn how to become an effective ally for all marginalised communities against bullying and harassment.  
  • Book the the newly updated Diversity Matters training to increase your knowledge on the importance of a diverse workforce.  
  • Contact diversity@kcl.ac.uk if you would like us to put on a Tackling Microaggressions training session within your staff group, directorate or Faculty. Separate sessions for students and staff can be held.  
  • Read the Religion & Belief Policy which outlines our expected behaviour of all members of the King’s community in relation to religion and belief. 
  • Use Report + Support to report any incidents of islamophobia, bullying or harassment, and to receive support.  

For further information on how to get involved with Islamophobia Awareness Month and, be kept up to date on events happening in your local area, and how to spread awareness of the campaign, visit the IAM2022 webpage.  

At King’s we affirm our commitment to the safety of all staff and encourage all to use this month to reflect on how they can further their self-education and get involved with Islamophobia Awareness Month.  

You can also follow the organisers of IAM on Twitter. 

Want to Learn more about Equality, Diversity & Inclusion at King’s College London?

The Windrush Generation – Britain’s Builders

June 22, 2022 /

To mark Windrush Day, Hannah Gordon, a first-year English student at King`s College London, remembers the legacy of the Windrush generation and their contribution to Britain.

 

Picture of the ship Empire Windrush.

The ship Empire Windrush.

Waving hands and smiling faces spill out of the Empire Windrush as it approaches Tilbury Dock. A new generation of hopeful arrivals determined to make their mark in the ‘mother country’ and build a better life for them and their families back home. Unbeknownst to them, they would face racism, inequality and discrimination that would define British race relations for years to come.

The Windrush generation, as most are known, have become the face of the dynamic global hub, which is Britain. In 2018, the Windrush Scandal became headline news with numerous cases of wrongful detentions and deportations of these migratory pioneers, who were invited by the British government to live and work. This scandal prompted widespread condemnation but more importantly, a conscious drive to honour the contributions of the Windrush generation. Subsequently, every year on the 22nd of June we celebrate Windrush Day commemorating their indelible sacrifice to Britain.

Both my grandparents were part of the Windrush generation. My grandmother was a night shift nurse in the NHS for 40 years and lived in Ladbroke Grove during the Notting Hill riots. My grandfather was an auto- electrician and then a machine operator- spanning 30 years. So, as we approach Windrush Day, what better time to learn more about the effort, resilience and duty of this generation who helped mould Britain into the cultural powerhouse it is today?

Lord Kitchener (calypsonian)

Lord Kitchener (calypsonian).

Contributions to the Public Sector

Picture of two nurses from the Windrush generation.

Picture of two nurses from the Windrush generation.

The NHS is a cultural institution to Britain. It embodies ideas of equality and accessible rights to all – regardless of circumstance. No wonder it took a staring position at London`s 2012 opening ceremony- think Britain think NHS. Today, 20 % of the NHS’ workforce is from Black and Minority Ethnic Backgrounds and it is the most diverse workforce in the whole of Europe. Caribbean nurses from the Windrush Generation played a massive part in building the NHS helping to fill the labour shortage. Despite experiencing racism and discrimination, they pursued in their roles demonstrating dedication to their job, family, and Britain.

Many of the Windrush generation also worked in Transport for London. Transport for London actively recruited in the Caribbean and by 1956 they had enrolled dozens of workers – both men and women. Around 20% of TFL workers are still from Black and Minority Ethnic Backgrounds today. This transport network, iconic to London, still bears the Windrush imprint.

Contributions to Music
Large sound system.

Sound System.

Music has been long associated with the Windrush generation. From the sound systems, which became a vocal point for black youth seeking identity in hostile Britain, to genres like Reggae, Dub and Ska. Dub, which remixed records, became the premise for modern day genres like drum and bass as well as house music.

Contributions to Literature

As the conversation surrounding race in fields of education and literature becomes more prominent. Writers like Zadie Smith, Malorie Blackman, Sam Selvon and Benjamin Zephaniah are more widely recognised. Walk into waterstones and their books are in some of the most noticeable displays. The influx of diverse literature was a massive contribution of the Windrush generation. Writers like Sam Selvon helped popularise the creole voice in writing and his subversive style is often adopted by ‘contemporary figures like Zadie Smith’.  Other mobilising movements, like the Caribbean Arts Movement and the Caribbean Voices helped attract an audience to these new styles of writing.

Sam Selvon sat at a desk holding papers.

Sam Selvon

I have only scratched the surface of the Windrush Generation’s achievements. There are so many more exciting stories and experiences to share. We must continue to read, educate, and honour the debt they paid for this country as Britain`s builders.

References
Want to Learn more about Equality, Diversity & Inclusion at King’s College London?

International Day Against Homophobia, Biphobia & Transphobia Reflections

May 19, 2022 /

In our latest Diversity Digest Blog, Jake Orros (he/him) an Equality, Diversity & Inclusion Project Officer here at King’s College London reflects on IDAHOBIT DAY. That’s International Day Against Homophobia, Biphobia & Transphobia which is marked across the world on the 17th May.  He explores why the day is needed in 2022 and signposts to how you can make a difference and also access support. 

Jake Orros standing on the 8th floor balcony of Bush House with Views of Westminster in the background as the sunsets.

Jake Orros, Equality, Diversity & Inclusion Project Officer.

IDAHOBIT Day – that’s International day against homophobia, transphobia & biphobia is marked this week. Now observed annually across the globe on the 17th May since its inception in 2004. The 17th of May is significant because it was on this day in 1990 the World Health Organisation declassified homosexuality as a mental disorder. This year’s theme is “Our Bodies, Our Lives, Our Rights”.

In 2022 some may ask ‘why IDAHOBIT is still needed?’  And the same question could be asked of pride events and other LGBTQ+ observances.

After all it has been 32 since years since the UN declassification of homosexuality as a mental disorder. And from a UK perspective; sexual activity between men was decriminalised in 1967. The ban on LGBT people serving in the armed forces was first lifted in 2000 and remnants of legislation removed in 2016. In 2001 the age of consent was equalised. Section 28 was finally repealed in 2003. In England & Wales the first same-sex civil partnerships were entered into in December 2005 & marriage followed in March 2014, with Scotland & Northern Ireland following (although it took the latter until 2020 and with a nudge from central government in Westminster). Trans people have been able to change their gender since 2005. LGBT people can build their own families and adopt children. All these stops on the journey to finding true equality, belonging,  acceptance and inclusion should be celebrated, despite arriving with much delay at each of these!

In 2022 IDAHOBIT Day is still very much needed. Despite all the advances listed from a UK perspective – more needs to be done, both at home and abroad. The fight for true equality, acceptance and inclusion is still very much in progress, and now is not the time to ease off the accelerator in the battle against homophobia, transphobia & biphobia globally. Here are some examples:

From a UK perspective

Conversion Therapy – The Government has still not banned harmful conversion therapy, 4 years after promising to do so. There have been repeated delays and U-turns. In the recent Queen’s Speech the government proposed a bill to be passed this parliament to ban conversion therapy, however, the government has indicated this legislation will only protect LGB individuals and not members of the Trans community. This is deeply worrying, with many including the British Psychological Society expressing concern that not all members of the LGBT community will be protected by this new legislation. Any legal ban on conversion therapy must be inclusive of all forms of supposed ‘therapy’ and must be implemented without further delay.

Hate Crime – Instances of reports of hate crimes against members of the LGBTQ+ community have been on the steady rise, more on this can be found in this article. Additionally, the figures collated by the charity Stonewall make for a sobering read on their LGBTQ+ facts and figures webpages. A combination of factors are likely to be behind the increased reporting of instances of hate crime against LGBTQ+ people. 1) A real terms increase in instances where LGBTQ+ people are target; 2) the true extent of the problem is being revealed as more feel able to share their lived experience. What is clear is that LGBTQ+ people in Britain are still targeted because of their sexuality, gender identity or gender expression.

Global perspective

Legislation – approximately 69 countries still have legislation on the books that criminalise LGBTQ+ people. Let that sink in. By simply living as their true authentic selves’, individuals risk prosecution or worse. According to the Human Dignity Trust 11 jurisdictions currently impose or have the sentencing option to impose the death penalty on those engaging in consensual sex between same-sex individuals in private. And 15 jurisdictions criminalise transgender peoples expression/gender identity. Some may say that prosecutions of LGBTQ+ individuals in many of these jurisdictions are low/non-existent. This argument misses the point. This legislation stigmatises being LGBTQ+; it creates a hostile environment that legitimises homo/bi/transphobia. The impact & burden on the mental and physical health of LGBTQ+ people should not be underestimated.

In the shadows of historic legislation – In countries where legislation no longer remains criminalising members of the LGBTQ+ community, the laws that once stood can cast long shadows over the community. Anti-LGBTQ+ sentiment and fear may remain engrained in cultural norms and collective societal behaviours. It can take time for social acceptance of LGBTQ+ people to become the main narrative.

An example of this has recently come to light in the UK press in response to Her Majesty’s government’s proposal to send refugees landing on the UK’s shores to Rwanda. Many have questioned the Home Office’s proposals and the impact it would have on LGBTQ+ people. The Home Office acknowledges that there are indeed concerns. Stating in their own Equality impact assessment of the new partnership that ‘Homosexuality was de-criminalised [in Rwanda] in 2010. At this stage, investigations point to ill treatment being more than one off, but it does not appear to be systemic.’ Coupled with this the UK’s Foreign, Commonwealth and Development Office website issues the following guidance to LGBTQ+ travellers to Rwanda – ‘Homosexuality is not illegal in Rwanda but remains frowned on by many. LGBT individuals can experience discrimination and abuse, including from local authorities. There are no specific anti-discrimination laws that protect LGBT individuals.’

What is clear in this instance is that it can be a mixed bag abroad. Lack of anti-LGBTQ+ legislation does not equal universal acceptance or safety. It should be noted that individual experience can differ for those living in a country and for those visiting temporarily for work or holidaying. There can also be regional variances and wider rural vs urban considerations to take into account. The takeaway here is that we can use IDAHO day to highlight both the archaic legislation that remains on the statute books across the globe; and the homo/bi/transphobic views held or perceived to be held by a significant minority that may persist long after decriminalisation.

Personal perspective

Homo/bi/transphobia does not always manifest itself in large overt attacks on an individual or community, often it is delivered via small actions that may be best described as microaggressions. These low intensity actions delivered over numerous occasions have an accumulative effect that can be equally hurtful, harmful, and damaging.

Earlier this year I visited a friend who lives outside of London. The weather had been beautiful, and we were heading out to grab some locally produced ice cream to wrap up what had been a brilliant day. At some point on our hunt for ice cream we started holding hands. Such an innocent act. In 2022 two men holding hands in public should not be revolutionary or an act of defiance. Everyone should be able to hold hands with the person of their choice and feel safe, feel confident and feel free.

As we approached a pub, an individual sitting outside made eye contact with myself and my friend, they turned to the person they were sat with and brought their attention to us. Both locked eyes on us and our connected hands as we approached. We continued walking. Then came an inaudible comment from the individuals sat down, clearly about us, about our connect hand, delivered in a tone that was certainly not welcoming. We did not let go but tightened our grip as we glanced at one another, decided to avoid confrontation, and walked on towards ice cream. I was stunned and angered by their small but overt act. Their microaggression.

Do people make comments about mixed-sex hand holding? Imagine holding hands with someone of the same sex and walking down the street and being met with multiple mini incidents like the one I recently experienced. Sure, you can shrug it of once, twice, three times – these microaggressions accumulate. It can be exhausting. It can be isolating. This is why we need to tackle all incidents of homo/bi/transphobia no matter how big or small. Regardless of size it is not acceptable.Power of Love IDAHOBIT Day Poster.

IDAHOBIT day acts as a rallying point to call for an end to abuse, stigma, and discrimination. The day also acts as an important opportunity to recognise and celebrate LGBTQ+ identities, individuals, and the wider community. Celebrating who we are is important; it grounds us, gives us renewed purpose & determination and reminds us why it is so important to continue to push for a world free of injustice, intolerance, and hate.

In the past month there have been several stories that should be amplified and celebrated;

  • Firstly, this week Jake Daniels has become the UK’s first openly gay male professional footballer to come out in 30 years whilst still playing. He follows hot on the heals of Australian player Josh Cavallo who publicly came out last October. Jake’s public action at the start of his career is courageous. There are already many out players in women’s football and there are countless other LGBTQ+ players who are not out publicly. I personally hope that we will reach a point where the idea of ‘coming out’ is not a news story and that people are simply accepted for being themselves. This said the fact that Jake feels confident and able to share his story and use his influence to enact positive change should be applauded. Now let’s focus on his sporting prowess and not his sexuality alone.

 

  • Secondly, the Netflix book adaptation of Alice Oseman’s ‘Heartstopper’ has recently hit the screens. The show has received phenomenal reviews for its wholesome portrayal of teens falling for each other. The show is hugely relatable. The show and comics were written about teenagers with teenagers in mind as the primary audience; the show has gone on to attract a much larger audience. Twitter has been full of LGBTQ+ people commenting that they wished they had a show like this, characters like this and a plot like this when they were younger. It is brilliant to see authentic & relatable LGBTQ+ stories for all audiences entering the mainstream.

 

  • Thirdly, the UK now has a dedicated LGBTQ+ museum called ‘Queer Britain’; it has just opened its doors to the public in its first physical home 4 years after the museum was founded, it is situated near King’s Cross. The museum sets out to document and celebrate LGBTQ+ histories & identities that have often been forgotten or not given the attention they deserve in the mainstream. The museum will act as a rallying point and showcase the diverse stories of the community.
What you can do to help

We all have a duty to stand up to hate. We all have a responsibility to counter homophobia, biphobia and transphobia. We can each take steps big and small to tackle hate & injustice and celebrate amazing LGBTQ+ individuals.

Here are some things you can do to make a difference:

  • Visit the IDAHOBIT Day website.
  • Donate to an LGBTQ+ charity tackling hate – we have listed some in the section below.
  • Write to your MP to support a trans inclusive ban on conversion therapy. You can do this really easily via a charity like Mermaids.
  • Volunteer with an LGBTQ+ charity or event or help fundraise for them.
  • Report hate crime via the independent charity Crimestoppers.

For members of the King’s College London community you can:

  • Visit our LGBTQ+ allyship toolkit.
  • Get involved with our LGBTQ+ staff network Proudly King’s.
  • Attend one of our upcoming training courses:
    • Request Trans Matters Training for your team.
    • Attend Microaggressions training.
    • Check out our Diversity Matters training, including the new e-course.
Where you can seek support

For members of the King’s College London Community:

External support available to all: 

Want to Learn more about Equality, Diversity & Inclusion at King’s College London?

I am proud to be

October 1, 2021 /

In double celebration of Black History Month’s 2021 theme of ‘Proud To Be’ & a special birthday, Sarah Guerra, Director of Equality, Diversity & Inclusion at King’s has penned poem to mark the momentous month.

image of sarah guerra, director of equality, diversity and inclusion

Sarah Guerra, Director of Equality, Diversity and Inclusion at King’s College London.

I am proud to be 

A daughter of immigrants (They get the job done. Yes, I am proud to be 

a Hamilton fan, too.)

A diasporic Trini and Mauritian and grateful for all the roti that’s brought to my life 

Politically black even with my light brown sugar skin  

A daughter of nurses and a lifelong devotee and beneficiary of the NHS 

Someone who started life in that council block in Joyce Avenue, N18 

A sister of a Met police officer (but terrified at what tragedy any day might bring) 

A mother of four unbelievable young women who will all leave their indelible mark on the world (and on me!) 

A committed and demanding partner for life – Who knew my Beautiful Stranger awaited me at that Somerset House basement party? (I only want to be with you.) 

Surprised to discover the joy of hard cardio in my fourth decade, such a regular at Tooting Leisure Centre that they all know me (Yes, Citizen Khan is an icon, cheers Adil) 

A born and bred Londoner – unusual for being from ‘the North’ and now joyous in Tooting – have you been? Home of Sadiq and in Lonely Planet’s top 10 coolest neighbourhoods on EARTH (the Guerra effect?)  

A survivor – of rape and sexual assault, and of racism and sexism in a world that has tried its best to keep me down 

An Equality Warrior battling for the rights of everyone, particularly those society often chooses to overlook  

Seen by others as brave, adventurous, scary and hilarious 

An Olympic standard Netflix binger (other providers are available) and avaricious reader and cinema enthusiast (Shonda, Ava, Steve, Spike, Zora, Zadie, Toni, Chimamanda thank you for enriching my life so!) 

A world traveller – 42 countries at my last count (a real source of pride and pleasure) 

A foodie – pondering food, cooking and eating are really some of my most favourite activities 

Channelling the gifts of Maya Angelou: Still I rise in my career despite the snakes and ladders, concrete ceilings, glass cliffs and ritual humiliations  

A brown girl in the ring at King’s – all too often the only one 

A smart woman and a thought leader. People listen when I talk, and they remember my name (picture and hear Irene Cara here – Fame, I’m going to live forever) 

Someone who may have no rhythm and be tone deaf but who dances to the beat of her own drum (and sings the tunes in her own head – thank you Tracy, Madonna, Tina and Beyonce for being the soundtrack of my life)! 

Someone who loves passionately and commits evangelically to what she believes in  

I am proud to be me – my own little piece of black history celebrating my half century 

A black, bi, menopausal, warrior princess  

Sarah Guerra  

Happy Black History Month 2021 and Happy 50th Birthday to me. 

 

 

 

 

Learn more about Black History Month 2021 – Proud To Be – here.

It Starts With You – Mutual Mentoring and Data

August 18, 2021 /

EDI Consultant and Mutual Mentoring lead, Nicole Robinson, explains the link between data and King’s Mentoring Schemes, and how a better understanding of our our university can benefit all staff. 

Have you ever wondered what King’s does with your personal data? 

It is common to see information about data protection and storage, but you may wonder why we need this information from you in the first place. You may be reluctant to provide this information to your organisation. This may be especially true when we are asking you to provide personal details, such as your sexual orientation or trans history.  

One of the positive outcomes of providing your data however, no matter who you are, is that it helps us to develop evidence-based, targeted equality, diversity, and inclusion (EDI) interventions including our Mutual Mentoring and More than Mentoring schemes.  

In December 2020 King’s launched the first pilot wave of our Mutual Mentoring scheme. Mutual Mentoring aims to increase confidence across King’s in championing all areas of EDI by matching a senior leader with a volunteer who has knowledge or experience of a prioritised area of EDI. The senior leader, in turn, can offer guidance on leadership, career progression and development. The scheme is currently in the pilot stage, and there are hopes to scale it up in future. 

In the first wave of the pilot, EDI Project Officer Lauren Blackwood was matched with VP Education, Professor Nicola Phillips for six months. In reflecting on the partnership, Lauren said; 

‘We both felt safe and comfortable to talk quite frankly. I was very surprised about how authentic I felt I could be on a frequent basis. It was great to be signposted to academic materials related to my interests, and to understand why specific approaches were taken and the constraints that exist at different levels. I feel proud of my growth over the last two years, and I have gained so much from both the Mutual and More than Mentoring schemes. 

The More than Mentoring scheme is separate from the Mutual Mentoring scheme. For the last four years, the scheme has matched mentors and mentees with shared lived experience to foster deeper understanding and connection between members of the King’s community. Staff who have participated in the scheme have reported feeling more connected and supported, and many staff return to participate year-on-year, often moving from mentee to mentor. The scheme has grown each year, partly because of testimonies and encouragement from other staff. Staff like Nirmal Sampathkumar, a Post-Doctoral Researcher from IoPPN, who took part in the scheme this year. Nirmal shared his experience working with Lucy to colleagues as part of a collaborative webinar, and encouraged others to join the scheme; 

https://web.microsoftstream.com/video/af2c40dc-7d0e-4460-96af-6c7beac80c15 

We’re looking forward to opening the scheme again in the new academic year.  

To be able to run positive action initiatives, King’s must be able to evidence why they are needed, which is why King’s needs to be informed about your personal data. King’s mentoring schemes are a direct result of staff updating and providing their equal opportunities and diversity monitoring data. When these interventions are recognised by external accreditations such as the Race and Gender Equality charter marks, they also improve our ability to access funding for even more initiatives: it flows back into research, back into our staff experience, and to supporting our students.  

diagram showing the progression of how data is collected and used

How is your data collected and what is it used for?

And it starts with you.  

To submit your Equal Opportunity data today:  

  • Log into HR digital services  
  • Access My Profile (click your photo in the top left or right-hand corner of the screen)  
  • Click Equal Opportunities in the drop-down menu on the left and update the details in My Profile.  

All your personal data is anonymised will never be identifiable. Visit Equal Opportunity Data webpages to see how your data is used and protected.  

 

Ace and Agender – Turning Discomfort into Confidence

July 12, 2021 /

Ali Gibson (any/all pronouns) is the current Vice President Education (Health) at King’s College London, and a third-year medical student as of September. Ali’s blog talks about experiences growing up and the euphoria of finding a gender identity.

I was 16 when I first found and started using the label ‘Asexual’ to describe me, after at least two years of feeling different. Whilst my friends entered and experimented with sexual relationships, my teenage years came and went without sexual feelings and as you do, you put it down to something else; I was yet to hit puberty, or to meet the right person, when I would be magically fixed and all about the sex. It never materialised, and so I ended up internet searching ‘no sexual attraction’ and found Asexuality. Labels can be contentious but for me, finding that there was a group of people who didn’t experience sexual attractions or desires in varying forms was eye-opening. It didn’t cause a revelation of something I wasn’t already, instead it just made sense and came with a community who had all been (at least similar) boats. 

The one thing I neglected confronting as a teenager was my gender. It would be wrong to look back now and not think I have probably questioned my gender for about the same length of time as my sexuality. It’s hard to explain what it feels like as all our references come from within the binary society we live in, but I never felt like a ‘girl’, and I never felt like a ‘boy’. Nor did I really aspire to either perception I had of what that meant. As I grew up I was proud of the fact I didn’t own any make-up, skirts or dresses, things I considered feminine, and I spent most of my childhood scraping my knees on scooters, bikes and rollerblades. I was a ‘tomboy’, and proud. But that label fades and I went through puberty to find myself confronted with being a woman, with breasts and periods and a reproductive health condition to boot. I have long hated my tight curly hair, despite much adoration from others, shaving it off at 17 under the guise of raising money (which I did do, so not all selfish). I’ve had an unnecessary complex around being able to wear a baseball cap and not look like cartoon character Crystal Tips, which has bothered me for seemingly no reason. 

At the end of January just past, having bought a baseball cap on sale, I twisted my short but significant curls up onto the back of my head and (with great skill) put on the cap. I looked at myself in the mirror and for the first time in an immeasurable amount of time saw someone who looked like me, who looked like I want to. Full of emotion I laughed in surprise at myself and this person I saw in front of me. It followed weeks of wondering if I should change my label; I was four months into my time with KCLSU in a job where there’s a short time to get things done, nevermind having to reintroduce yourself. And I knew I wasn’t unhappy being a cisgender woman (someone born biologically a woman who also identifies as a woman) – but could I be happier and more comfortable as someone non-binary? 

Ali, KCLSU Vice-President Education (Health) and soon to be third-year medical student

I took time off at the beginning of March and came back using my new name, Ali – a name I used online which had been wholly accepted by the people I met there and felt like a name and a person I had created for myself. This was the new me, the me that university had bloomed, the me that felt I had a place. I am so thankful to all of my colleagues across KCLSU and King’s who have wholeheartedly accepted my name change, some astute colleagues even picking up on it before I formally let people know. If I had to stick a pin in it, I’d say my gender is ‘Agender’ – I have none, I just don’t feel it, and I’ll keep my hair short and wear t-shirts with television references and baseball caps as long as it feels good. Where in the past I was uncomfortable with someone drawing attention to my non-femininity (bullies would jeeringly ask me, a complete stranger, whether I was male or female, a common sentiment used by transphobic people), I now actively don’t mind what pronouns someone uses for me, and find it quite liberating when someone’s assumption differs from my biological sex.

It’s taken me five, maybe seven years to get here, but meeting people who are transgender, non-binary and gender diverse has shown me the alternative, and is one of those things I wish 14-year-old me had been exposed to. Because it’s only when we break out of the binary, and share with our young people the vibrancy and inclusivity the LGBTQ+ community has to offer, that we can turn discomfort into confidence. 

Ali Gibson (any/all pronouns) is the current Vice President Education (Health) at King’s College London, and a third-year medical student as of September. Ali’s blog talks about experiences growing up and the euphoria of finding a gender identity.

The Legacy of the Windrush generation

June 24, 2021 /

On the 22 June 1948 the ship Empire Windrush arrived at Tilbury Docks bringing over 500 people from the Caribbean to the United Kingdom. 73 years on Sociologist & Civil Servant, Dr Vivienne Connell-Hall (PhD) reflects on the impact and legacy of the Windrush generation on Britain.

Dr Vivienne Connell-Hall

This week marks the 73rd anniversary of the SS Windrush arriving at Tilbury Docks.

When the England football manager, Gareth Southgate, and his team walked out on the pitch for their opening match of the current UEFA Euro 2020 tournament, they were already part of an ongoing controversy.  The manager had announced that his players would continue to “take the knee”.  This is the gesture that many sportsmen and sportswomen have been participating in, which is kneeling for a few seconds before the commencement of their game(s), in support of racial equality.  Started by Dr Martin Luther King and his colleagues during the civil right movement in the US and revived by Colin Kaepernick, an NFL quarterback, in 2016, it has now been fused with the BLM movement, since the murder of George Floyd.

As this event unfolded, I was reminded of the birth of the UK Black power movement of the 1960s when people such as Frank Critchlow, Darcus Howe, Olive Morris, Farrukh Dhondy and many others were forced to stand up to multiple injustices that they faced at the time (whether from the police or their neighbours), particularly when they were wrongfully charged with inciting the Mangrove “riots” and rightly acquitted by the courts.  Some of those people were among the group of immigrants who set sail on the SS Windrush in 1948, leaving their homes, their families and their loved ones, thinking that their journey would take them to the Motherland for a better life but they were not prepared for the challenges of injustice and inequality that awaited them.

Their activism of the 1960s and 1970s is widely seen as a template by their descendants, utilising some of those strategies to deal with similar issues that are still being faced some 60 years later.

As the awful events of the summer of 2020 unfolded, once again Black people took to the streets.  Like the Mangrove protestors, the descendants of those “Windrushers” – third, and in some instances, fourth generation – demonstrated that they possess the tenacity and determination to deal with new battles.  For example, the “Windrushers” dealt with hostility, direct discrimination and exclusion in all spheres of life, now we have to deal with subtle, indirect discrimination and micro-aggression, in the main.

Has nothing changed, then, I hear you ask, dear reader?  Of course, there have been significant changes. We have more anti-discrimination legislation than any country in Europe, we have Black history month, we have more Black people on TV, more MPs from diverse backgrounds in prominent roles in government, we have an Asian Mayor of London and a Windrush descendant as Mayor of Bristol.   The Windrush descendants are living a life that very few of those Caribbean passengers, who disembarked from the SS Windrush at Tilbury Docks on that June day in 1948 were able to.  But they laid the foundation for Black Britons today – from their service during WWII, the Bristol bus boycotts, signs reading “no blacks, no dogs, no Irish”, protests and challenging unfairness through the courts. Nonetheless, there are still challenges to be met, three generations on.  When England’s Black footballers walked out on the pitch for their first game in the Euro 2020 tournament, supported by their team-mates and manager, they were facing one such challenge, asking that racial justice be further advanced.  They were booed, booed by their own supporters in the friendlies leading up to the start of the tournament but the boos grew less at this game.  So what did the team do?  They won the match 1-0, the only goal scored by a Windrush descendant.

So as the Windrush commemoration starts we ask the question, what is their legacy?  I say, they have bequeathed their descendants the right to be Black Britons and not perpetually be regarded as “immigrants” and perseverance (among other things), even when the tasks seem insurmountable and the goal distant.  We may get weary, and some days it may feel like we are on our own, but we keep going and the goal of racial justice is within reach. That is the legacy of the “Windrushers”.

Anti-racism Reflections – what does our report card look like?

May 25, 2021 /

In this blog, Director of Equality, Diversity and Inclusion, Sarah Guerra, reflects on the progress we’ve made in making King’s an actively anti-racist university, a year on from the murder of George Floyd. 

This last week I have been able to return to fitness classes at the gym (4 in one week to get my sluggish body moving again – go me!).  Most of my classes have been taught by Fiona – who has been motivating us by saying ‘success is finishing the class wanting to come back.’

This has really struck me as I reflect as an Equality, Diversity and Inclusion (EDI) practitioner on the anniversary of George Floyd’s tragic, very public and utterly preventable murder.

It is a cliché to say it has been two years like no other. A global pandemic that has seen us all in the UK, as far as possible, confined to our homes. A period where collective and social responsibility has meant that social contact has been fraught with danger. And then, if the pandemic was not already intense enough, we add to that the recognition by many that we have a similar level of dangerous toxicity in the form of racism.

2020 and 2021 has been a time when the world seemed to be collectively galvanised to address racism in a way that I have never seen before. I am still curious as to why the death of George Floyd, whilst horrific, was so catalytic.

What was distinctive about this event that motivated people so differently?

The systemic racism that enables everyday violence and exclusion of people of colour – particularly Black people – was not news to those of us that make up the Black, Asian and Ethnic Minority community or, in fact, the global majority!

It is something that those of us who experience racism have been highlighting forever and an issue that many professionals and activists have been seeking to address for a long time. Whatever it was – something about the confluence of events and experiences in 2020 and 2021 – it led many more people in the world to realise and accept that as a global community we were moving too slowly to combat the toxic, pervasive, all-consuming virus that is racism.

That eruption of world feeling was felt very strongly here at King’s. On June 9th 2020 , we held a powerful leadership summit where we made a commitment to being an anti-racist university. This, alongside the growing access to educational resources and increased attention, created a window of opportunity for a change in pace in achieving anti-racism outcomes. At least, that is how it has felt to me.

Now, in my 4th year at King’s as Director of Equality, Diversity and Inclusion, I experience almost daily a mixture of conflicting feelings that fluctuate between pride and shame, pragmatism and ambition, fear and frustration. I am proud that we, collectively at King’s, are taking our equality, diversity and inclusion ambitions and particularly, our commitment to being anti-racist, seriously. Yet, I am frustrated with the pace of change. I am vexed that the good work we do often rests in siloes and isn’t something enough people are aware of or involved in.

I know that there is a widespread lack of trust, general suspicion and dissatisfaction amongst many, particularly those from Black, Asian and Minority Ethnic backgrounds. People tell me that they don’t believe there is a real commitment to King’s being anti-racist. They tell me that progress is too slow or non-existent. This is very understandable but also upsetting and demoralising.

I find myself questioning and second guessing myself? Have I sold out? Am I institutionalised? Am I too lenient on those around me in senior leadership? Am I out of touch? Do I even know what I am talking about? Am I letting people down, particularly people of colour? I know it’s not about me and that no one person can make the difference needed by themselves, but as the lead professional in this space, I feel the weight of responsibility and take our lack of progress and the resulting community feeling very strongly.

What I have witnessed here at King’s tells me that we are an organisation of enormous heart and ambition, but that our complexity and desire to be collaborative also makes us slow and ponderous. That can be perceived as resistance.

I have worked with many organisations to get leadership to pay attention and act, being forced frustratingly frequently to prove the point that race, and other inequality exists; laboriously and repetitively identifying the evidence of inequality and its impact. I know many individuals, practitioners and networks still face this daily, and maybe it is what many at King’s are experiencing.

As we continue this battle against racism, it is more important than ever that we all proactively support and prioritise our personal wellbeing, especially in this week that might be particularly traumatising for the Black community. You can find some links to wellbeing support here, these resources having been researched for Black people and for non-Black allies.

However, for me it is still – disturbingly – refreshing and frankly surprising when those in power at King’s don’t require repeated proof. Where instead they are willing to examine and tackle the roots of all inequality, and they take on the work themselves – something which in 2020/1 seems to have shifted us significantly forward. For example, every area of professional services has taken forward activity to tackle racism, and every faculty has an EDI committee and set of priorities. You can find out more about the breadth of our anti-racism work here.

So, as an experienced practitioner, I judge there to be something qualitatively different here at King’s to what I have experienced before. But, I also realise how intangible and ephemeral that is; that it may be invisible and to some extent makes no difference to those suffering on a daily basis. I also recognise that many people have become so frustrated and fed up that they refuse to make any more allowances for our slow progress.

This is where Fiona’s ‘success is finishing the class wanting to come back’ really strikes me. In each conversation we have and activity we run around race equality and developing anti- racism, I feel the need to strike a balance between identifying the issues and empowering those around me to take action, by building their confidence, capability and commitment. This is a fine judgement to make, though.  How hard do I push? How strong do I make my language? I want them to ‘want to come back’. I want them to grow and engage – I don’t want them to withdraw. When I first started here at King’s, one of our most senior leaders told me I had to judge all my actions carefully so that I wasn’t rejected by the ‘immune system’ of the organisation. I found this both useful and telling – was this advice given to white/male people starting too, I wondered? The reality though is this is the line I walk as a practitioner – as a bi woman of colour, each and every minute.

The anniversary of George Floyd’s death gives me and us a good point to reflect and consider: have we made all the progress it was possible to make this year in being anti-racist, in our ambition to be intersectional by default? I doubt it, but what has stopped us? What are we doing that is working and what we should magnify? What can we do better and faster in this coming year?

I am keen for all members of the King’s community to engage with those questions and send us in your reflections and ideas. So, please do take some time to reflect – perhaps the inordinately long time of 9 minutes and 29 second that Derek Chauvin had his knee on George Floyd’s neck – and let us have your thoughts and views. You can share any thoughts and reflections you have with us via email, at diversity@kcl.ac.uk.

 

 

Bias or No Bias? The EDI Question

April 6, 2021 /

This blog is part of a series from Director of Equality, Diversity and Inclusion, Sarah Guerra, where she will be addressing the ‘whole picture’ of EDI, why it is important, and how we go about making effective, systemic change.

Often EDI is reduced to conversations about unconscious bias training, which was seen as a panacea when it first arrived. Like much in the EDI arena, it is a useful tool and mechanism, but is not in itself a complete solution to complex and interconnected structural issues.   

The purpose of providing Bias training is to create awareness, in individuals and groups of employees, about the concept and reality of implicit bias.  

Implicit attitudes are positive and negative evaluations that are much less accessible to our conscious awareness and/or control. Essentially, they are thoughts and beliefs that shape what we think and how we act, which we are unaware of.  

Bringing in the perspectives of others and creating self-awareness helps to highlight thinking and/or behaviour that is done unwittingly, provide ways of adjusting automatic patterns of thinking and eliminate discriminatory behaviours. It also highlights what behaviour is expected in the workplace. This training can take many forms, from e-learning programmes or PowerPoint presentations to in-depth workshops with interactive talks and exercises, the latter having the greater impact on building awareness and helping to change behaviour. At King’s this kind of training is a key component of our strategy. We have developed Diversity Matters and Trans Matters training which we deliver and tailor to staff teams of 5 – 20 people on request. In parallel, we support and build communities through our staff networks, which provide peer-support for staff with particular protected characteristics, and the More than Mentoring programme, which pairs staff members who share personal characteristics to enable a deeper understanding and connection between participants. Please follow the links above and get in touch if you are keen to engage with any of these projects! 

For training programmes to be effective, they need to dovetail with other initiatives so that employees see training as part of an ongoing journey in changing behaviour and creating a more diverse and inclusive workplace. This is why King’s has an ongoing programme of senior leadership development in relation to EDI and our management and leadership passports. To ensure that awareness continues long after training is completed, we encourage activities such as asking participants to share stories on social collaboration channels where we generate ongoing discussions. To join the conversation you can follow us on Twitter and our internal intranet pages or join a network.  

Throughout the organisation we need to provide communication that helps all teams to build empathy for, and understanding of, the experiences of minority or disadvantaged groups. Success comes when the responsibility and accountability for diversity is clearly part of the organisation’s leaders’ objectives. This needs to be coupled with active encouragement and systemic support for people to share any instances of bias, and crucially for these to be followed up and dealt with effectively. At King’s we are doing a variety of things, these range from introducing cultural competency modules to ensuring we have an Anonymous Disclosure Tool which staff, students and external visitors can use to anonymously disclose incidents of bullying, harassment, sexual misconduct or hate crime. 

Job adverts are an important area to consider when addressing bias. There are two types of bias in job adverts, explicit and implicit (as with everything else). Explicit biases are those that we can control or be clear about, such as levels or types of qualifications, particular audiences and types of candidates. In contrast, implicit biases are unconscious perceptions, stereotypes and beliefs that have been developed from past experiences and influences. These can be very powerful and are much harder to pinpoint.   

Much work has already been done at King’s to make job adverts more inclusive. We have tried to address gendered words, remove jargon and ensure straightforward titles that specify the role, skills and experience required.   

Like many organisations we are taking major steps towards becoming a more welcoming and inclusive place to work. We take the opportunity to demonstrate this in our job adverts by stating our commitment to be an equal opportunity employer. This positive step shows our commitment and the importance we place on it. 

Another tool for reducing bias is a name-blind recruitment process. This removes information, such as age, gender, name, education and even the number of years of experience from CVs, which might otherwise prejudice an application. This is a proven way to overcome unconscious bias and promote greater diversity. It has increased in popularity over the last couple of years after a series of studies, including one by Nuffield College’s Centre for Social Investigation, showed that people with ethnic names needed to send out 60% more applications than job seekers with ‘white’ sounding names before they got a call back . Name-blind CVs encourage the recruitment of new employees without identifiable information, so that personal bias doesn’t creep in.   

To implement a name-blind recruitment process well, an organisation should start by determining the absolute necessities an applicant must possess to fill the role and remove the information that has no bearing on a person’s ability to competently carry it out. If needed, the extra information can be collected but separated from the application process. The success of your name-blind hiring would be captured in diversity recruitment metrics by measuring the statistics for shortlisting, testing, interviewing, hiring and retention before and after blind hiring. When I first arrived at King’s the concept of name-blind recruitment was felt to be near impossible at a University. Whilst we have not yet implemented it, people now regularly ask me why we are not doing it – this shows how times change.   

So, I’ll end as I began – training and awareness on unconscious bias is an important part of any EDI strategy, as is understanding where and how it shows up in practice. So please all take all the opportunities available to undertake training and build your awareness. But the critical difference is made when you a) apply that learning and b) use that learning to develop a real curiosity as to why inequalities exist and persist.   

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