Mar 2 2015

Beatrice Webb – the early years

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March is Women’s History Month. Let’s take this opportunity to find out more about Beatrice Webb – the only woman among the four co-founders of LSE.

This post was originally published on the LSE History blog.

“The early spring months have always been sweet at Standish and the loveliest memories of my childhood gather round the first long days, when the dreary walks along the muddy roads directly after the midday meal, were replaced by the scramble among hyacinths and ferns, the gathering of primroses and violets and the building of grottoes in the hours of sunset and dusk.”

Beatrice Webb c1875

In 1884 Beatrice recalled her childhood at Standish House, Gloucestershire, where she was born on 22 January 1858. It was a period of her life about which she had decidedly mixed feelings.

Beatrice was the eighth daughter of Richard and Lawrencina Potter. Richard was a businessman,  involved in the delivery of prefabricated huts to the army during the Crimean War and in 1849 he joined the board of the Great Western Railway and later the West Midland Railway. He also had interests in railways in North America. His father, Richard Potter, was a wealthy businessman who became a radical, non-conformist MP for Wigan and supported the foundation of the Manchester Guardian. Lawrencina was the daughter of Liverpool merchant, Lawrence Heyworth who was born in Bacup, Lancashire, and built up a successful business trading with South America.

Beatrice’s birth was followed in 1862 by the birth of a long awaited son, Richard, and by a ninth daughter, Rosalind in 1864. Richard’s death in 1864 and her mother’s grief overshadowed Beatrice’s childhood and adolescence.

Beatrice Webb had no formal education but Richard Potter encouraged his daughters to read widely. They experienced the London Season and mingled with the family’s friends, including the philosopher Herbert Spencer who advised Beatrice on her reading. When he visited North America on business Richard Potter usually took two of his daughters with him. In 1873 Beatrice joined him on a trip which included visiting New York, Niagara Falls, Chicago and Salt Lake City and began to regularly keep the diary she was to continue until the end of her life.

Beatrice and Sidney Webb c1895

On the death of her mother in 1882, Beatrice Webb as the eldest unmarried daughter undertook the management of the household for the following ten years until her father’s death. At the same time the support of her sisters allowed her to organise four months of the year to undertake her own work beginning her interest in research and social investigation. This included an incognito visit to Bacup to visit her mother’s family, working as a rent collector in Katherine Buildings in the East End and undertaking research for Charles Booth’s Inquiry into London Life and Labour.

In 1883 Beatrice became infatuated with the radical politician Joseph Chamberlain, but it was not a match which would have enabled her own work. By 1888 Chamberlain had married elsewhere and in January 1890 Beatrice met Sidney Webb and with a courtship of fits and starts began a partnership of over fifty years whose fruits would include the founding of the London School of Economics and Political Science.

As she wrote in 1936:

“In old age it is one of the minor satisfactions of life to watch the success of your children, literal children or symbolic. The London School of Economics is undoubtedly our most famous one; ….”

Contributed by Sue Donnelly (LSE Archivist)

Read more about Beatrice and Sidney Webb in LSE’s digital archive, Webbs on the Web.

LSE 120th anniversary

Find out more about LSE’s history and join in the 120th anniversary celebrations at lse.ac.uk/lse120. #LSE120

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Feb 11 2015

LGBT History Month at LSE

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Lesbian Gay Bisexual Transgender History Month takes place across the UK every year in February. It celebrates the lives and achievements of the LGBT community. LSE Spectrum (@LSESpectrum), the LSE network for LGBT staff has the following events taking place later this month: 

A Night at the Movies with Spectrum!

Double Bill: ‘Paris is Burning’ and ‘Talking Transgender’

Date: Wednesday 18 February
Time: 6-8pm
Venue: 32L.LG.18, 32 Lincoln’s Inn Fields

Drinks and snacks provided.

paris-is-burning-posterParis Is Burning is a 1990 American documentary film directed by Jennie Livingston. Filmed in the mid-to-late 1980s, it chronicles the ball culture of New York City and the African-American, Latino, gay, and transgender communities involved in it. The film is considered to be an invaluable documentary of the end of the “Golden Age” of New York City drag balls, and critics have praised it as a thoughtful exploration of race, class, gender, and sexuality in America. Running time: 76min approx.

Talking Transgender introduces a group of transgender individuals who candidly share their personal stores with compassion, honesty and humour, to widen knowledge, to increase understanding and to promote an awareness of transgender issues. Running time: 26min approx.

To register: https://www.eventbrite.co.uk/e/a-night-at-the-movies-with-spectrum-double-bill-paris-is-burning-and-talking-transgender-tickets-15710343059

LSE Spectrum Literary Festival lecture


A Little Gay History

Date: Monday 23 February 2015
Time: 1-2pm
Venue: NAB 2.04, New Academic Building

Speaker: Professor Richard Parkinson
Chair: Sue Donnelly

Spectrum1Richard Parkinson will present a ground-breaking LGBT history project by the British Museum, drawing on objects ranging from ancient Egyptian papyri to images by modern artists such as David Hockney and films such as James Ivory’s Maurice, to discuss how and why museums should represent same-sex experiences as integral parts of world culture.

Richard Parkinson is Professor of Egyptology at the University of Oxford and was previously a curator at the British Museum. He is a specialist in Ancient Egyptian poetry of the classic period. Sue Donnelly is LSE Archivist.

All events in the Literary Festival are free to attend and open to all. E-tickets can available be booked online via LSE E Shop.

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Feb 6 2015

LGBT History Month – the Spectrum story

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This is an extract from a blog post that was originally published on the LSE History blog.

Spectrum at LSE

LSE Spectrum logo

Spectrum is the LSE LGBT+ staff network for lesbian, gay, bisexual and trans(gender) people. (The + relates to other sexual and gender identities: e.g. pansexual, asexual, intersex, polysexual etc.).

The network was formed in May 2008 by a small group of LGBT+ staff, led primarily by Sarah Bailey, Chris Connelly and Gillian Urquhart, who became the first Chair. Sarah organised an LGBT tea and cakes event in the East Building, paid for by the then Staff Development Unit. Thirteen staff members attended and discussed whether there was a need for a staff network at LSE – the answer was yes. A common theme was the need for support; for many, feeling unable to be out in the workplace meant they couldn’t engage with colleagues equally and participate in basic social conversations while at work.

The group decided upon aims and objectives early on: to promote the interests of lesbian, gay, bisexual and transgender staff and to give them a stronger sense of visibility and presence in all aspects of School life. Spectrum met monthly, but the perceived stigma around being an LGBT staff network meant that the group weren’t initially sure if they could even use LSE meeting rooms or advertise in staff newsletters.

The network grew slowly but steadily and LSE’s then Director Howard Davies spoke at the launch event, which was held in the Shaw Library in May 2009. In the same month, Spectrum commemorated International Day Against Homophobia (known as IDAHOT – now including Transphobia and Biphobia) by organising an incredibly bold same-sex hand-holding event on Houghton Street and Spectrum leafleting on Houghton Street and the Senior Dining Room.

Staff needed Spectrum in 2008 and they need it today. Over the past seven years, Spectrum has grown into an active and influential network, co-hosting sell-out public events with academic departments on marriage equality and LGBT human rights in Russia, whilst working behind the scenes with School governance to address more systemic barriers to inclusion for LGBT+ staff and students. Spectrum has played a key role in the School’s participation in the Stonewall Diversity Champions nationwide network, and continues to work with Stonewall to improve policy and strategy to better include people who are LGBT+.

Barriers to inclusion and equality persist at LSE, just as with society at large. As Spectrum looks forward, challenging these barriers and maintaining a firm LGBT+ voice at the heart of the School community remains paramount to our aims.

Spectrum is always keen to engage with LGBT+ members of the School as well as those who support LGBT+ issues. Email spectrum@lse.ac.uk to be added to our mailing list, where you can keep up to date with what is going on in Spectrum. Also, visit our website lse.ac.uk/spectrum or follow @LSESpectrum on Twitter.

Contributed by James Deeley (Spectrum Chair, LSE) and Gillian Urquhart (Spectrum founder member, LSE)

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Jan 28 2015

Arthur Lewis – LSE’s first black academic

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Arthur Lewis was the first black academic at LSE. At a time when UK higher education is starting to think about the lack of black people in academia, Sue Donnelly looks back at Arthur Lewis’ life and hurdles at the time.

This post was originally published on the LSE History Blog.

Arthur Lewis

Arthur Lewis

23 January 2015 marks the centenary of the birth of the Nobel Prize winning economist, William Arthur Lewis (1915-1991) – whose appointment in 1938 to a one year teaching contract, later converted to a four year appointment, makes him LSE’s first black academic.

Lewis was born in St Lucia and left school at 14 after completing the curriculum, working as a clerk in the civil service. Lewis’s ambition was to be an engineer, but aware that neither the government nor white businesses would employ a black engineer he decided on a career in business and planned to study business administration.  In 1932 Lewis won a government scholarship to study in Britain and in 1933 arrived at LSE to study for the B.Commerce degree.

LSE’S B.Commerce degree started in 1919 and students studied economic theory and economic history alongside statistics, accounting, commercial law and elements of geography. The course was taught by LSE luminaries such as Lionel Robbins, Friedrich Hayek, John Hicks and Arnold Plant who was Professor of Commerce.  Plant, who had taught in South Africa, was interested in the economic impact of racial discrimination particularly on the labour market, and was supportive of Lewis throughout his time at LSE. In his Nobel Prize biography Lewis called his studies at LSE “marvellous intellectual feasts”. In 1938 Lewis obtained at first class degree and obtained a scholarship to begin a PhD. His thesis The Economics of Loyalty Contracts was completed in 1940.

Although academic life was successful Lewis later recalled that he was “subjected to all the usual disabilities – refusal of accommodation, denial of jobs for which he had been recommended, generalised discourtesy and the rest”. In 1937, despite his first class degree, he was rejected by the Colonial Services for a post as an administrator in Port of Spain, Trinidad. Ironically by 1941 he was undertaking research for the Colonial Office.

Lewis’s appointment to a temporary assistant lectureship in 1938 reflected this ambivalence. Although the decision to appoint Lewis was unanimous the LSE Director, Alexander Carr-Saunders felt the need to restrict his teaching and explain the appointment to the Court of Governors:

LSE students Grove Lodge, Cambridge

LSE students at Grove Lodge, Cambridge

“He would therefore not see students individually but in groups. The Appointments Committee is, as I said, quite unanimous but recognise that the appointment of a coloured man may possibly be open to some criticism. Normally, such appointments do not require the confirmation of the Governors but on this occasion I said that I should before taking any action submit the matter to you.”

This did not prevent Hayek describing Lewis as one “one of our best teachers”. During LSE’s evacuation to Cambridge during the Second World War as one of the few teachers not called up for civil or war service, Lewis undertook a heavy burden of teaching – particularly as his classes contained both LSE and Cambridge students. The 1942-1943 LSE Calendar records that Lewis was teaching transport economics, and business economics alongside an elements of economics course which included money, banking and international trade. In 1944 colonial economics was added to the list and in 1947 Lewis was appointed Reader in Colonial Economics.

Alongside this heavy teaching load Lewis was also working for the Colonial Office after being recommended by LSE as “the most suitable member of staff”  to undertake a report on the financing of mining and industrial development in the colonies. Some Aspects of the Flow of Capital into the British Colonies was published in 1942 and was followed by further reports and Lewis’ appointment as secretary to the newly formed Colonial Economic Advisory Committee (CEAC). Lewis’ desire to set economic research in the context of the wider needs of Britain’s colonies often conflicted with the Colonial Office’s narrow technocratic agenda and Lewis’s 1944 resignation letter described his time as secretary as “largely a waste of time” – but it helped in defining his views on development economics.

In 1948 Lewis joined Manchester University as a full professor, leaving in 1957 to advise the government of newly independent Ghana. He was Principal of University College of the West Indies becoming the first Vice Chancellor of the University of the West Indies. He was knighted in 1963 and from 1963-1983 held a professorship at Princeton University. He also headed up the Caribbean Development Bank.

In 1979 Sir Arthur Lewis was awarded the Nobel Prize for economics for “pioneering research into economic development research with particular consideration of the problems of developing countries”. He died in Bridgetown, Barbados, in 1991.

Sue Donnelly is the Archivist at LSE.

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Dec 3 2014

The Audacity of Race: Dismantling the norms of the professional landscape at LSE

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Monday 8 December, 12.30 – 2.00 pm

Race inequality in UK universities has been well-documented in a succession of studies that span two decades. An in-depth report in 2011 by the Equality Challenge Unit (ECU) on the experience of BME staff in the HE sector acknowledges very little progress has been made despite robust legislation and expressions of commitment to race equality across the sector.

The first of this three part conversation series explores the lived experience of Black and Minority Ethnic (BME) academic and professional services staff, and how institutional policy and practice may affect BME staff differently. The session will also examine what this means in practical terms for the School community at large.

This session will be introduced by the Provost, Stuart Corbridge, and led by Carolyn Solomon-Pryce, Equality and Diversity Manager and Dr. Ohemaa Nkansa-Dwamena, Student Counsellor.There will be a panel of speakers with expertise in this field chosen from across the sector.

A sandwich lunch will be provided prior to a prompt start at 12.30 pm.If you’re interested in attending please book a place asap via the training portal: /training-system/userBooking/course/7439020or send an e-mail to Equality.And.Diversity@lse.ac.uk, as spaces are limited. Please note that the invitation to this event is being extended to external audiences as well.

Attendees wishing to ask questions are encouraged to send them to Equality.And.Diversity@lse.ac.uk ahead of the session, if possible, as this may also be helpful for the panel of speakers in facilitating the discussion during the session.

There is a third session from this year’s series of E&D events, following earlier sessions on the age diverse workforce, as well as misogyny and homophobia. We’ll be very pleased to have you or your colleagues join us for this interesting and lively series of lunchtime meetings.

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Nov 14 2014

New equality and diversity sessions this term!

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Want to learn more about equality and diversity and what it means in the workplace? There’s a range of equality and diversity sessions coming up for LSE staff in the next few weeks – make sure you book your place!

Equality and Diversity Awareness
Monday 24 November, 10am

The aim of this three hour workshop is to provide staff with an overview of the key equality and diversity issues, so they are able to recognise discriminatory practices within the workplace and are better equipped to promote good practice within the School.

Staff will be able to identify their own values and prejudices more clearly and work in diverse teams with greater awareness of the behavioural issues that may arise.

Fair Treatment and Respect for Managers
Friday 12 December, 10am

Everyone should be treated with dignity and respect at work.  Bullying and harassment of any kind are in no-one’s interest and should not be tolerated in the workplace. This interactive course is designed to effectively promote a culture of fair treatment and respect in the work-place and therefore reduce the number of cases in the first place. It helps managers prevent bullying and harassment and to deal with any cases that occur.

By the end of this course you will:

  • Define what is bullying and harassment
  • Know why managers need to take action
  • Have a summary of the key legislation
  • Help prevent bullying and harassment and deal with cases that occur
  • Consider your own behaviours and the importance of being a good role model
  • Have practical application and ‘safe environment’ practice

Fair Treatment and Respect for Staff
Friday 19 December, 10am

This interactive course explores the challenges when facing incidents of bullying or harassment and will highlight how clear, empathetic and adaptable communication can not only offer support to those dealing with such cases but also effectively promote a culture of fair treatment and respect in the work-place and therefore reduce the number of cases in the first place.  As well as drawing on various behavioural psychologies and communication models, the programme will also ensure that all employees are aware of both the legislative and corporate policies that are in place to protect them.

By the end of this course you will:

  • Know what is bullying and harassment – what does the law say and how does bullying feel like?
  • Know why and when can accusations of bullying or harassment happen?
  • Prevent negative behaviour – identifying potential risks and tools for personal protection
  • Consider communication and interaction at all levels – adapting personal approach to the situation
  • Know what you should do if you feel you are being bullied, if I am accused of bullying or see others being bullied?
  • Have practical application and ‘safe environment’ practice
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Nov 6 2014

Tackling Misogyny and Homophobia – lunchtime session

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Monday 10 November 2014, 12.30 – 2.00 pm, OLD.321

The men’s student rugby club circulated a leaflet at the Freshers’ Fair that included many reprehensible statements, including misogynistic and homophobic comments. The immediate response included statements from the School and the Students’ Union condemning the leaflet, followed by the SU disbanding the club, and the School carrying out a disciplinary investigation of the students whose profiles appeared in the leaflet. The incident has raised broader questions for the School community as a whole, which includes how common are such views among the student body, as well as how can the School tackle such views.

This session will be led by Peter Howlett, the Dean of Undergraduate Students, and Carolyn Solomon-Pryce, Equality and Diversity Manager, and will encompass much of the broader discussions taking place within the School over the past month.

There will be a sandwich lunch provided prior to a prompt start at 12.30. If you’re interested in attending please book a place asap via the training portal: https://apps.lse.ac.uk/training-system/userBooking/course/7435032

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Oct 15 2014

October is Black History Month

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Although we are halfway through October, there are still Black History Month events ongoing at LSE.

Black Achievement Conference

18 October 2014

The Black Achievement Conference is a free one-day event for African-Caribbean students in Years 10, 11 and 12, and their parents and carers. The conference is designed to help students and their families to plan for their future by providing a taste of higher education. The event aims to inspire students to aim higher, think bigger, realise their potential and make informed decisions about what to do with their futures. Apply by 17 October!

“Race”, Ethnicity and Post-Colonial Studies – Fall Film Screening

22 October 2014

Alumni Theatre, New Academic Theatre (NAB LG.09)

Brought to you by the Race, Ethnicity and Post-Colonial Studies Working Group-Walking stories is an interwoven account of two racist attacks in Milan and Florence and the victims’ painful attempts to piece the fragments of their lives back together.

 The LSESU ACS Black Ascent 2014

23 October 2014 

Club Quarters Hotel, 61 Lincoln’s Inn Fields, London, WC2A 3JW

Come and join the LSESU African Caribbean Society as they celebrate Black History Month with their event ‘Black Ascent’. Hear debates from an amazing range of speakers and meet the ACS team!

LSESU Liberation trip: Black Chronicles exhibition

10 November 2014 

Rivington Place, Shoreditch

Don’t miss this one-off chance to see some of the first photos of Black people in Britain. Come along to this SU-run trip have a exclusive tour of the Black Chronicles II Exhibition at Rivington Place in Shoreditch.

Interested in joining LSE’s BME staff network EMBRACE?

EMBRACE (Ethnic Minorities Broadening Racial Awareness & Cultural Exchange) is LSE’s BME staff network. EMBRACE exists to raise awareness of and influence change around culture and diversity issues which affect LSE staff. It seeks to promote mutual understanding through equality, transparency, respect and recognition. The aim of the network is to provide support as well as development and networking opportunities for all members.

EMBRACE is open to all members of LSE staff.  If you would like to be added to the mailing list, or if you have any suggestions or feedback, please email embrace@lse.ac.uk.

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Oct 9 2014

Director’s message to School community following the Men’s Rugby Club incident

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8 October 2014

Colleagues,

Most of you will be aware of the deplorable incident at Freshers’ Fair last week. The LSE Men’s Rugby Club handed out a leaflet that was homophobic, misogynistic, and otherwise offensive. The Club embarrassed itself, its sport, and the School.

I am proud of the LSE Students’ Union for taking prompt and decisive action. They have dissolved the Rugby Club, at least for the current year. You can find the statement by SU General Secretary Nona Buckley-Irvine here: http://lsesu.tumblr.com/post/99409601163/updated-statement-about-the-rugby-club.

LSE is also conducting an investigation, led by the Office of the Secretary. As is always the case with inquiries into individual conduct that could lead to disciplinary action, this proceeds without publicity, and with a strong concern for due process. I have asked that this be completed as expeditiously as possible. It is important, however, to make clear that the School condemns this and all actions that undermine mutual respect and inclusivity within the LSE community, including the denigration of anyone based on genderor sexual orientation.

But I write not simply about this particular incident or specific responses to it. This case calls our attention to broader issues. LSE is not free of the hostility and bias on lines of gender, sexual orientation, ethnicity and class that we see and criticise in other institutions and in society at large. We should hold ourselves to a high standard. Moreover, it is not enough to say we condemn hostility and bias against female and LGBTQ members of our community. We must act in stronger and more effective ways to achieve a truly inclusive, safe, and open institution.

We have a policy on Equality and Diversity which we need to live up to – and we need to make sure no one thinks of this merely as compliance with the law or as a set of bureaucratic procedures. We need to examine our policy to be sure it is adequate, and we need to look seriously at how we respond to negative incidents – including those with less publicity. But even more, we need to find positive, proactive ways to reduce bias and hostility and increase mutual respect and support. This goes for issues of disability, nationality, ethnicity, religion (or non-religion) as well as class, gender, and sexual orientation. This is a matter of culture, but also of individual actions for which everyone should feel responsible, and of how the institution works. It is important for staff as well as for students. It is a matter of wellbeing, but also of moral and even intellectual responsibility. Not least of all, it is one of the ways, along with research and teaching, in which LSE should aim for excellence and leadership.

In order that we make strides forward in this, I have asked our Registrar, Simeon Underwood, to draw up plans for a School-wide programme of practical action to combat bias and abuse based on gender or sexual orientation. This may include changes to the existing Equality and Diversity Executive Group or Consultative Forum or the creation of a new Task Force. As he develops plans, Simeon will work with other leaders in the School, including HR Director Indi Seehra. He will seek the help of representatives of key campus organisations, including Spectrum, the Gender Equality Forum and relevant societies within the Students’ Union. I have asked him to report back to me by Monday 27 October at the latest, and for this issue to be on the agenda of the Director’s Management Team on Tuesday 28 October. We will report back to the larger School community after this. If you have suggestions for practical actions the School could or should be taking, please contact Simeon at s.underwood@lse.ac.uk or contact the leaders of organisations working on these concerns. And of course you may write to me directly as many of you already have done.

Finally, I should like to use this message to apologise on behalf of the School, especially to our female and/or gay first-year students, who had to face this abuse during their first few days at LSE. The School and the Students’ Union both have counselling and support services and I encourage you to make use of them. But the School also has organisations prepared to campaign for change and I encourage you to make use of them as well.

Despite this embarrassment, we are enormously proud of LSE and proud partly because it does not choose to stand still and accept injustice or abuse but works to change them. Sometimes that means changing ourselves as well as the larger society. But if we can make positive change, we can turn this embarrassment into another reason to be proud.

Professor Craig Calhoun
Director and President

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Oct 9 2014

Statement from the Gender Equality Forum and Spectrum in response to the Men’s Rugby Club incident

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For the statement from Professor Craig Calhoun, President and Director of LSE, please see here - http://blogs.lse.ac.uk/diversity/2014/10/directors-message-to-school-community-following-the-mens-rugby-club-incident/ 

You can also follow the latest news on the Freshers’ Fair incident here - http://www.lse.ac.uk/newsAndMedia/aroundLSE/archives/2014/LSE-statement-on-Freshers-Fair-incident.aspx

8 October 2014

Members of the Gender Equality Forum (GEF) and Spectrum (the LSE’s LGBT+ forum) are outraged but not surprised at the Men’s Rugby Club handing out misogynous, homophobic, racist and classist leaflets in Freshers’ week.  We welcome the speedy decision of the LSESU to disband the Men’s Rugby Club for the rest of the academic year and their commitment to a broader challenge to hate speech and everyday inequality at LSE. In addition we call upon the LSE to recognise the gravity of both the specific incident and the broader context within which it has arisen.  We are clear that this event reflects a wider culture of inequality and elitism that needs to be transformed; any response that frames the incident as exceptional would be unacceptable.

We call on the School to provide a dynamic and proactive response that shows the School’s commitment to equality for all its members. Staff, faculty, researchers and students want their anger at the leaflets’ message to be taken seriously, and demand recognition of the pervasive issues of inequality that mar many people’s experience at the LSE.  We are concerned that LSE’s response thus far seems to be focused on damage limitation rather than real interrogation of the broader issues, a concern underlined by a historic failure to show real leadership on the need for change. New and existing students, staff, researchers and faculty at the LSE have a right to expect the School to ensure a safe environment within which all of us can thrive (as promised in the Strategic Review).

The GEF and Spectrum expect:

  • Full information on the time frame of the School investigation of the incident, including details of who will be conducting it and the process of their appointment.
  • A full statement from the School concerning its commitment to addressing sexism, homophobia, racism and classism at all levels across the school.
  • A firm action plan to transform the LSE’s elitist and hostile culture, and details of the process and extent of group consultation and open fora on these issues at the School.
  • A clear commitment to appropriate resourcing, monitoring and transparent reporting on the substantive outcomes of that plan, such that this does not remain a paper exercise.

LSE’s recent failure to secure a Bronze Institutional Award under the ECU’s Gender Equality Charter Mark, as well as our placement 314th out of 369 by Stonewall for our efforts to tackle discrimination and create an inclusive workplace for LGB employees, underlines many people’s sense that the School’s stated commitment to tackling inequality remains superficial. LSE has a strong Ethics Code to which it is obliged to adhere, and the failure to meet this commitment risks further damaging the School’s national and global reputation.

Provided the above conditions are met, the GEF and Spectrum are willing to work with the DMT as part of our ongoing efforts to create a safer and more inclusive environment at LSE. We see the issues arising from this incident as a real opportunity for LSE to take a lead in addressing everyday and institutional inequality.

Gender Equality Forum

Spectrum

Other concerned School members

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