1. LF programmes – equality and diversity Teresa Rees, Diane Bebbington and Rebecca Nestor

2. What’s this session about? A chance to discuss why and how we could promote equality even more actively in LF programmes Some concepts that might interest you A starting point for further discussion among programme directors Programme directors’ retreat What’s this session about?

3. What do we know about equality in HE? Programme directors’ retreat Fewer women VCs now than ten years ago Disproportionate number of VCs are Oxbridge graduates Engineering and physics – under 20 per cent female; modern languages, nursing, education – 60 per cent female 80 per cent of professors male, 76 per cent white male, less than 1 per cent BME female Minority ethnic women particularly disadvantaged - intersectionality Faith is a strong indicator and strongly differentiated Disabled staff report experience of discrimination and promotion barriers LGB staff report significant levels of negative treatment on grounds of their sexual orientation What do we know about equality in HE?

4. Why might universities care about this? Programme directors’ retreat Acute competition for the best researchers and students – but leaky pipeline continues Increasingly meaningful pressure from funders Class/socio-economic status – decline in applications from mature-age students To avoid complaints, stress, legal cases – opportunity cost Why might universities care about this?

5. The LF’s activities and plans Follow up from round table event on equality and diversity – informed by update paper Look at programme content and find creative, imaginative ways of including discussion of equality and diversity issues Look at marketing of and selection to programmes Investigate role and effectiveness of equality committees and their chairs Programme directors’ retreat The LF’s activities and plans

6. Think about your own experience… …of reaching a conclusion about something or someone instantaneously: ‘I like him/her’ ‘That feels right’ ‘This feels comfortable’ ‘That is an example of…’ Programme directors’ retreat Think about your own experience…

7. Schemas are a universal feature of how people think… Hmm, black... four legs... furry... Cat!

8. …but they may affect how we judge people In-group and out-group Stereotype threat Unconscious bias Programme directors’ retreat Schemas …but they may affect how we judge people

9. Judging ourselves: performance and stereotype threat Girls aren’t great at maths... Programme directors’ retreat Men aren’t empathetic... Judging ourselves: performance and stereotype threat

10. Judging others: unconscious bias and sex roles Programme directors’ retreat Judging others: unconscious bias and sex roles

11. ‘I’m not biased…’ Implicit association Programme directors’ retreat ‘I’m not biased…am I?’ https://implicit.harvard.edu/implicit/

12. ‘I’m not biased…’ Implicit association Programme directors’ retreat ‘I thought I wasn’t biased…’

13. Where can unconscious bias operate? making appointment decisions recruiting people conducting initial orientation interviews mentoring people (or not!) giving people training opportunities listening to people’s ideas and suggestions making promotion decisions Programme directors’ retreat

14. What can we do about unconscious bias? Micro- affirmations and appreciative principles Implementation intention Awareness Programme directors’ retreat What can we do about unconscious bias?

15. What can programme directors do? Programme directors’ retreat Content – exercises like this one Content - mainstreaming Speakers focusing on diversity Provocations Podcasts Marketing programmes Cameo testing for design What else are you already doing or considering? What can programme directors do?

16. Next steps Programme directors’ retreat Support? Reading list – comments? Checklist Websites What else? Next steps?