2 - Intelligent Leaders, Intelligent Spaces

Summary

Introduction

As an undergraduate I had an internship at an agency writing recruitment advertisements. The ads ranged from the small ‘want’ ads for salespeople or programmers to the full-page spreads in newspapers and magazines for directors and executives. I was no Don Draper from Madmen. I didn't particularly enjoy the job, but it taught me to know my audience. And I learned that I enjoyed pitching ads for some audiences more than others.

Now, I am the Director of Library, Archives and Learning Services at the University of East London (UEL). The university is located in the Borough of Newham, one of the poorest in London, with an ethnically diverse population that was one of the most adversely impacted by COVID-19. The University has a 70% Black, Asian and minority ethnic (BAME) student population and a staff population of almost 70% White. So, many students do not see themselves in the staff population. Most of the students are the first in their families to attend university. According to UEL internal data, the degree-awarding gap (percentage difference between groups receiving a 1st/2:1 or A/B grade) between BAME and White students was about 13% in 2019/20, down from 21% the previous year. However, the gap between Black and White students was just over 17%, down from roughly 25% the previous year.

The University has undertaken a range of measures to close the degree-awarding gap. It has created an Office of Institutional Equity (OIE), the first of its kind in the UK, to lead on the delivery of an ambitious action plan to achieve the Race Equality Charter (REC). The REC is a framework created by Advance HE to aid institutions in identifying and challenging the barriers that block the progression of BAME students and staff (Advance HE, 2020). The UEL action plan includes staff training on inclusive teaching practices and anti-racism as well as reviews of such institutional policies and procedures as recruitment, performance management and disciplinaries. The OIE also monitors the equality, diversity and inclusion data for trends, sector benchmarking and achievement of targets.

Key to the success of narrowing the degree-awarding gap is staff knowing their audience. We must see the whole student – their lived experiences, academic needs, caring responsibilities, work demands – so that we can provide the right level of support to lead to successful outcomes for the students.