Office for Institutional Equity
What we do
Realising our ambitions relating to equality, diversity, and inclusion add up to what we call institutional equity. Our Institutional Equity Strategy is founded upon the core principles of fostering inclusivity, promoting staff and student success, enhancing belonging, and promoting equitable culture and practice.
We are developing a dynamic approach to equality, diversity, and inclusion based around our Institutional Equity Strategy. Details of our policy commitments and action plans will be accessible through these pages as they are approved and adopted.
We are delivering several events during the month.
UEL Women's Network - Panel event
Date: Wednesday, March 9, 2022
Time: 4:30PM - 6PM
Join the Office for Institutional Equity and the UEL Women's network as we sit down to discuss how women have overcome bias and continued to succeed in their careers. We'll be discussing the following topics:
- Women & Motherhood: Question Mark not a full stop
- Women in the workplace
- Women and Wellbeing
The Hallmarks of An Inclusive Workplace
Date: Thursday, March 10, 2022
Time: 2PM – 3PM
Diversity in its broadest sense is a fact of life for every organisation, and is a celebrated and distinctive aspect of UEL's identity.
Progress from acknowledging the presence of diversity to a culture of active inclusion, however, requires conscious choices - it is not guaranteed or automatic. There are questions for organisational leaders at all levels, and for all colleagues relating to everyday behaviour and relationships. Additionally, our place of work is at the same time a space for learning, socialising, and living for our students. This adds to the mix of factors to consider in our aspiration to become the UK's most inclusive university.
Come and join this highly interactive session to share your perspective on the look and feel of an inclusive workplace. What do we already have in place, and what are the further areas of work required?
Fitzroy Andrew from UEL's Office for Institutional Equity will serve as lead presenter and facilitator for the session, drawing on over thirty-five years' experience of leadership, consulting, and coaching on EDI matters in a wide range of organisational settings in addition to his role at UEL.
From Bystanders to Allies: everyday inclusive leadership
Date: Thursday March 17, 2022
Time: 2PM - 3:30 PM
Being gender-inclusive, disability-confident, and anti-racist involves everyone playing an active role as allies, rather than a passive role as bystanders. This session explores what that means for us all.
Dismantling Barriers: the Impact of Culture & Capital
Date: Thursday, March 31, 2022
Time: 2PM - 3:30PM
Success takes more than individual talent and capacity, as important as that is. This session explores culture and capital as systemic factors to address, which require tackling historic gaps and deficits.
The Value of Reverse Mentoring
Date: Thursday, April 7, 2022
Time: 2PM - 3.30PM
Empowering people at all levels in an institution requires those with position power to envision 'walking in the shoes' of colleagues with different identities and lived experiences. This session explores the practical value of reverse mentoring in this context.
International Holocaust Remembrance Alliance (IHRA) definition of antisemitism
Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.
The University of East London has a zero-tolerance policy of any form of discrimination or harassment and is committed to supporting both a diverse and inclusive culture for students and staff alike. The University is a respectful and broad-minded environment where antisemitism, racism or hate speech of any form will not be tolerated. We recognise that progressing equality requires long-term institutional change and the University is continuing its work in this area to improve the representation, progression and success of all marginalised and under-represented staff and students within higher education. Freedom of expression is also an integral part of our values and the University remains committed to promoting and protecting free speech. The ability to rigorously discuss and challenge ideas is a full part of the University's work.
Statement of Expectations in relation to Harassment, Bullying and Sexual Misconduct
The University has adopted a zero tolerance to bullying, harassment, or sexual misconduct which means that any
The University has updated its policy on sexual misconduct and is in the process of reviewing its policy on Dignity at
The Sexual Violence and Misconduct policy and the Dignity at Work and Study Policy and Process both explain how to
Further guidance will be issued once the new policies are in place but any students or members of staff who feel they
Raise your concern with the Students' Union or Student Services or a member of academic staff who deals
Raise your concern with your line manager or with the HR Team. If you don't feel you can speak to your line
Alternatively, you may feel that you are able to talk or write to the perpetrator explaining how they are making you feel
You should keep your own written record of each incident of bullying/ harassment including what happened and the time
Formal stages of the procedure
If you feel that you have been unable to resolve the matter informally or feel unable to deal with the matter informally
The matter will then be dealt with under the formal stages of the procedure.
All University of East London students and staff are expected to adhere to the standards of behaviour required of them
The University has a range of policies and procedures in