The IoPPN Diversity & Inclusion team (formally Athena SWAN Self-Assessment Team) began as a part of the Athena Scientific Women’s Academic Network (SWAN) charter, an Equality Challenge Unit charter to assess, address and challenge inequalities women face within the workplace.
In 2012, the IoPPN Women in Science project was formed to address imbalance among women academic staff and in 2014, the IoPPN was awarded the Athena SWAN Silver Award. While this was an extremely proud moment for us, it also revealed that, in order to create a truly inclusive environment for all our staff and students, further work was required around other protected characteristics.
Around the same time, King’s College London received a Bronze Race Equality Charter Mark (RECM) Award in 2015, and Athena SWAN charter expanded to include all genders, professional services staff, trans staff and students, and to consider intersectionality (read more about intersectionality below).
In keeping with this expansion and in order to look at diversity as a whole, we are now the IoPPN Diversity & Inclusion team. We are committed to continue discussing, implementing, promoting and monitoring strategies aimed at improving the working environment for all staff and students across the IoPPN.
Our key priority is to now focus on these areas as an essential component in building the most inclusive culture in the United Kingdom’s higher education sector.
We are accomplishing this by:
- following the Race Equality Charter’s principles to improve the representation, progression and success of minority ethnic staff and students within higher education, for example the launch of our Race Equality Network (REN) monthly lunch meetings,
- highlighted mental health vulnerabilities in the LGBT+ community and produced a film about this topic ‘Through the Rainbow Lens’,
- supporting King’s LGBT+ Staff Network and King’s Students LGBT Society,
- providing advice and support to parents or parents-to-be and creating parenting rooms at each campus across King’s (read more here),
- supporting those with caring responsibilities (read more here),
- changing policies and increasing transparency regarding promotions,
- initiating faculty inductions and mentoring programmes,
- organising multiple workshops and training programmes for staff and students, including unconscious bias training,
- marking national and international events, including Black History Month, International Women’s Day, International Day Against Homophobia, Transphobia and Biphobia (IDAHOBT),
- fostering an inclusive education environment for students – read King’s 7 tips for Teaching in the Context of Diversity,
- collaborating with Royal College of Psychiatry to deliver Women in Mind events,
- working with the local community, for example research projects and events with South London and Maudsley Hospital (SLaM),
- working with King’s colleagues, including King’s Health Inequalities Research Network (HERON) and King’s Biomedical Research Centre.
In 2013, taking inspiration from the ‘Wall of Fame’ on the King’s central campuses, the IoPPN main entrance has been transformed with a series of new picture windows to ensure that the building reflects the diversity of IoPPN students and staff. Read more
Following staff surveys in 2013 and 2016, many changes have been implemented to create a more balanced and diverse environment. Read more about or achievements and impact.
Who is involved in our work?
The IoPPN D&I team consist of the Self-Assessment Team (SAT) which includes departmental representatives from each faculty, the core team made of the SAT’s Chair, Deputy Chair, D&I Project Manager and D&I Project Officer, and is heavily supported by IoPPN D&I Champions, six D&I Working Groups and numerous Network Groups from across the IoPPN and King’s. Meet the people behind all D&I interventions.
For any D&I inquiries, contact us at email@example.com
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If you would like to learn more about D&I please take a look at some of the videos and reading materials on our Resources page.