OIE MAGAZINE
PRIDE & ALLYSHIP
ISSUE NO. 01
June 2024
“Who you are is beautiful and amazing.” Laverne Cox
TABLE OF CONTENTS
04 Letter from the Dean
14 M&G director, Mark McLane: “I came out to colleagues at a work party” 20 Why an EDI Strategy is good or the institution.
06 History of PRIDE
10 Pride and Allyship:
Celebrating Diversity and Building Inclusive Communities
24 OIE Events
LETTER FROM THE DEAN OF OIE DR. JUMMY OKOYA
Welcome to the latest edition of our magazine at UEL, where we proudly celebrate Pride Month with our students, staff, and wider community. 🏳️ 🌈
At UEL, social justice is a golden thread woven into our core values, guiding us as we embark on the next phase of Vision 2028. The Office for Institutional Equity stands as the torchbearer, strengthening and accelerating our commitment to social justice. In the OIE, our work is anchored on four key pillars: inclusivity, success, belonging, and equitable culture and practice. Our efforts have been recognized through the Race Equality & Athena Swan institutional-level silver award, marking our transformative work within the sector. We are dedicated to fostering an inclusive and equitable culture, ensuring every member of the UEL community feels empowered, respected, and enabled to shape their experience. Celebrating Pride Month with our LGBTQ+ community epitomizes the essence of our work at OIE, promoting inclusivity, acceptance, and equality. This month, we stand united to raise awareness, celebrate successes, and honour the LGBTQ+ history. Let's continue to proudly fly the rainbow flag, embodying our values of inclusion, courage, and passion, and making our LGBTQ+ community thrive, belong, and flourish at UEL.
🌈 #PrideMonth #Inclusion #Diversity #Equality
Dr Jummy Okoya With Pride
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About the OIE
The Office for Institutional Equity (OIE) was established in October 2019 to provide institutional leadership in shaping an inclusive and equitable environment for all within the UEL community, and supporting the creation of an anti-racist institution. Our Vision Our vision is that UEL is known as the UK’s most inclusive university, and delivers sector- leading outcomes because of its inclusiveness. We will advance an inclusive, equitable, respectful and anti-racist environment for staff, students and stakeholders. We will also support the delivery of UEL’s legal obligations, under the Public Sector Equality Duty, with the elimination of discrimination, the advancement of equality of opportunity and fostering of good relations across all of UEL’s diverse communities. What we do The Office for Institutional Equity (OIE) works to promote equitable opportunity and outcomes within the university. We provide strategic leadership and collaboration to departments across the University so that together we can deliver sector-leading outcomes for our students and become a student-ready university. The Dean and staff lead outreach, prevention, information, consultation, and training initiatives, to fulfil those commitments to diversity and inclusion for all members of the university community. The OIE team also offers education, guidance and resources to raise understanding of diversity, equity, and inclusion issues. The Office also supports the University’s compliance with its statutory obligations and internal policies concerning non- discrimination, equity as well its public sector equality duty.
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OIE MAGAZINE | ISSUE 01 | JUNE 2024
HISTORY OF PRIDE
Robert Waterson Dean of Health, Sport and Bioscience, UEL
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History of Pride:
Pride month began in 1970, a year after the iconic 1969 stonewall riots which was a series of riots for gay liberation. The stonewall riots took place over a number of days starting in June 1969 and began after a police raid at the Stonewall Inn in New York. Activists Marsha P Johnson, Sylvia Rivera and Storme DeLarverie are those key people who have become credited with this incredible movement. It is important for us to recognise our history with something that popular culture view as just a party once a year.
What is pride today?
For me, it is three fundamental things: A protest A sharing of knowledge A celebration
Protest – while some people may say LGBTQ+ issues are sorted, look at the number of hate crimes. I go on Twitter daily and I see some sort of hate crime just for someone for being true to themselves – they are battered, bloodied and bruised. Those photos are a daily reminder that Pride isn’t just a protest, and it is a chance to make people remember we are here and who we are. Secondly, it is a chance to learn who we are and where we are going. It is an opportunity to share knowledge about what being LGBTQ+ means, in London and also educating ourselves about what it means around the world, as well as the history of the community. Being gay is still illegal in 62 countries, and in six of those you can be given the death penalty for being homosexual.
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Thirdly, it is also a celebration and we have to celebrate the freedoms we have today, whilst thinking about the countless number of people who married into false marriages, killed themselves or were killed through hate crimes. We have to commemorate the lives lost, and we have to love one another, whilst also celebrating Pride and the parade in London where the month culminates with a celebration. Next Steps: Of course, we still have a way to go, and lot to learn from the private sector. I hope we can make further change by working closely together on policy, such as a Trans policy. New English regulation and legislation has already or is about to come into force that interact with existing, producing a more nuanced environment to navigate through. This includes the Higher Education (Freedom of Speech) Act 2023. The University is updating its policies to both ensure they remain compliant and clearly promote expected behaviours in line with our values and vision. The policy update will incorporate 5 key principles: Challenge and debate are central to the pursuit of knowledge within universities. It is recognised that the expression of individual views and opinions may cause offence to some. ‘Being offended’ is not a sufficient basis for complaint nor is it legally protected. Censoring or marginalising some groups to protect others is not allowed. Nevertheless, all members of the University community are required to behave with dignity and tolerance for others in work and study. Our diversity is our strength – in ideas and viewpoints as well as in individual life experiences. We want every member of staff and student to bring their whole selves to work and study, to feel supported and treated with dignity and respect, whilst also being open to constructive challenge, encouraged to consider alternative viewpoints, as well as to recognise what is not acceptable behaviour. Fear of being cancelled either way can mean leaders don’t speak out or support causes, but as leaders it’s our role to understand that what we say carries weight, and that we think before we speak/publish things.
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It is a month to reflect on the progress made in the recognition and protection of the human rights of LGBTIQ people, to zoom in on outstanding challenges, and raise awareness about the levels of discrimination, harassment and violence LGBTIQ communities around the world continue to face every day, even in countries with explicit legislative and policy protections in place.
Being openly gay is a big part of who I am, and I don’t want to hide it. I want to be authentically myself.
I’ve experienced physical as well as verbal abuse as a victim of ridicule and hate, and every LGBTQ+ person carries shame.
Progress is being made - since 2019, 11 countries have legalized marriage equality. Since 2017, 13 countries have removed laws criminalizing LGBTQIA+ sexuality.
Policies protecting the rights of sexual and gender minorities are also progressing. Recently, United Nations bodies have called for transgender-friendly HIV care, protection of the rights of intersex people and an end to discrimination against LGBTQIA+ people in health services.
However, there is still a long way to go, and with discrimination and stigma remaining, serious health disparities and other inequalities persist.
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PRIDE AND ALLYSHIP: CELEBRATING DIVERSITY AND BUILDING INCLUSIVE COMMUNITIES Office for Institutional Equity Pride Month, celebrated every June, is a vibrant time of year when the LGBTQ+ community come together to celebrate their identities, achievements, and the progress made toward equality. It is also a time for allies to stand in solidarity, offering support and advocating for the rights and acceptance of LGBTQ+ individuals. The intertwined concepts of pride and allyship form the foundation of a more inclusive and understanding society.
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Understanding PRIDE
PRIDE Month commemorates the LGBTQ+ community's rich history, the milestones achieved, and the ongoing fight for equality. It originated from the Stonewall Riots of June 1969, a landmark event that catalysed the modern LGBTQ+ rights movement. At the University of East London (UEL), we celebrate PRIDE to recognise the resilience, courage, and contributions of our LGBTQ+ students, staff, and community. PRIDE is more than parades and festivities; it's a powerful assertion of self-acceptance and a call for equal rights. It encourages individuals to embrace their true selves without fear and promotes a culture of openness and inclusion.
The importance of Allyship
Allyship is crucial in building a supportive and inclusive university environment. Allies stand in solidarity with the LGBTQ+ community, advocating for their rights and actively working to dismantle discrimination and prejudice. At UEL, we believe that every member of our community can be an ally and make a significant impact.
Here's how we can all contribute to being effective allies:
Educate Ourselves : Knowledge is the foundation of effective allyship. By understanding LGBTQ+ history, issues, and terminologies, we can better support our peers and colleagues. 1. Listen and Empathise : We must listen to and respect the experiences and perspectives of LGBTQ+ individuals. Empathy fosters deeper connections and understanding. 2. Use Inclusive Language: Respecting chosen names and pronouns and using language that affirms identities is crucial in creating a welcoming environment. 3. Advocate for LGBTQ+ Rights: Support policies and initiatives that protect LGBTQ+ individuals from discrimination and promote equality in all areas, including education, healthcare, and employment. 4. Promote Visibility: Use your platform to raise awareness about LGBTQ+ issues. Whether through social media, university events, or personal conversations, promoting visibility helps normalise diverse identities and foster acceptance. 5.
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Allyship at UEL
Here at UEL, there is a heightened commitment to creating an inclusive campus where everyone feels safe and valued. Our ongoing initiatives include: Inclusive Recruitment Training: we provide inlcusive recruitment training to ensure fair, unbiased hiring practices. Promoting LGBTQ+ and racial diversity and helps to create an equitable and inclusive workplace for all identities. Inclusive Policies: Our policies are designed to protect the rights of LGBTQ+ individuals, ensuring equal opportunities and treatment for all. Celebratory Events: Throughout PRIDE Month and beyond, we host events that celebrate LGBTQ+ culture and achievements, fostering a sense of community and belonging.
Moving forward together
While we have made significant strides, our journey towards full equality continues. As we celebrate PRIDE Month, let's renew our commitment to being allies not just in June, but throughout the year. By standing together and supporting one another, we can build a more inclusive and equitable University of East London.
‘When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organisation.” Pat Wadors
M&G DIRECTOR, MARK MCLANE: “I CAME OUT TO COLLEAGUES AT A WORK PARTY” an interview by Shruti Tripathi Chopra, FT
M&G’s director of diversity and inclusion Mark McLane worked at Whirlpool when he decided to introduce Carlos — his then-partner, now husband — to all his colleagues and put the company’s commitment on diversity and inclusion to the test. He became the first out chief diversity officer for Whirlpool in the US.
This is his story:
Why did you decide to come out at work? I came out at work because my colleague and dear friend Don was concerned about inviting me to a company function he was hosting at his home and not inviting Carlos. To compound matters, I am godfather to Don’s oldest daughter. Although Carlos didn’t mind, I didn’t want to tell my young god-daughter and her brother that I’d be attending her father’s party with all our work friends but without Carlos. Equally, I didn’t want to say we couldn’t talk about “Uncle Carlos” around our work friends. The children had never known anything other than Uncle Mark and Carlos and I did not want to have a conversation that would change that reality.
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What advice do you have for someone who’s scared to come out at work? Coming out at work has to be a personal decision and it has to be in someone’s own time. Describe that day for us — how were you feeling? I arrived ahead of Carlos and mingled with my colleagues — most of whom were directors and vice-presidents of the company. Carlos arrived about an hour or so later, at which point I began introducing him to my colleagues. To say, I was apprehensive would be an understatement! The reception that we both received was one of warmth and welcome. As the event progressed, a few senior leaders took the time to approach me individually to say that it was a pleasure meeting Carlos and they were glad he could join the event. One senior leader in particular put her arm around me to say how happy she was to meet my wonderful partner. She then told me that she was the executive sponsor of the Whirlpool Pride network and asked me to help her to make the network an even more vital colleague resource group. She asked me to help her better represent the business of Whirlpool through the network. It was this day and this change in my life that put me on a positive path to becoming the first out chief diversity officer in the US for Whirlpool Corp a few years later.
Was it a difficult choice?
Yes, it was. But what I knew was that I would not compromise my family for the sake of my job, and it was the right decision because I underestimated the level of support that I received from my colleagues. Additionally, I found that by coming out and no longer having to cover, it allowed me to live a more authentic life overall, taking the energy and anxiety that I expelled on covering up who I was and redirecting it to living my best life.
There is a realisation in coming out that you don’t anticipate, which is you continue to come out for the rest of your life.
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Every time I used the word ‘partner’ (now husband) in the US and now globally, I have a slight hesitation about what the reaction will be and I am still surprised that the reaction is positive. When I speak with new employees and I talk about my husband, inevitably someone comes up after an event to thank me for being open and for reinforcing that they can be themselves in the organisation.
What can finance firms (and other organisations) do better to support LGBTQIA+ employees?
As out leaders, we have to be visible role models to show that living your authentic life is not only possible but has a huge upside for yourself, your family and our broader community. Companies have to include LGBTQIA+ colleagues in every policy, making certain that everyone is treated equitably. Senior leader allies have to be visible and partner with their LGBTQIA+ colleagues to make these positive changes happen because it is only through partnership that positive change will continue to happen.
Catch Mark McLane speaking at UEL’s Pride event.
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CONGRATULATIONS UEL
UEL is only the third institution in the country to attain a REC Silver status. UEL has been honoured with a prestigious Silver Race Equality Charter Award – only the third institution to have gained the accolade. The award marks the work UEL has undertaken to create an inclusive and diverse community. Read more here
UEL achieves Athena Swan Silver! UEL has been honoured with the prestigious Silver Athena SWAN Award. The University was commended for its thorough engagement with the revisions by Advance HE and is congratulated on achieving a Silver award. Read more here
WHY AN EDI STRATEGY IS GOOD FOR THE INSTITUTION
An article extract from Interact
Many see PRIDE month as a celebration solely for the LGBTQ+ community, but this time of year is an opportunity for all of us to pause, celebrate acceptance, and push for progress. Despite a currently complex landscape, EDI continues to be critical for organisations and their people. PRIDE month is a great opportunity to jumpstart EDI efforts. The lessons and stories from PRIDE can help us better support our employees, improve organisational culture, and even boost performance.
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Unfortunately, EDI has seen widespread political, social, and legal pushback recently. This environment presents challenges, but it doesn’t have to mean defeat. While some companies and organisations are cutting EDI programs and budgets, others are simply adapting their messaging around it in response to increased scrutiny. For example, many have replaced the acronym with alternative words or phrases in their internal and external communications. Efforts may be less public right now, but they’re continuing behind the scenes. This landscape makes it more important than ever to fight for EDI and, if necessary, get creative with our tactics. And with June as a reminder to reflect on and prioritise diversity, equity, and inclusion, now is an ideal time to reinvigorate our strategy and efforts.
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“ Decades of research concludes that socially diverse teams have proven to be more innovative than homogenous groups.
It's official. Diversity makes us smarter.
It’s something that has been under the spotlight for many years – how do organizations improve the equity, inclusion, and diversity within their workforces? Aside from it being a moral imperative, creating a balance in our teams where individuals feel safe, valued, and represented has untold business value. Decades of research from experts in sociology and psychology, economists, and organizational scientists conclude that socially diverse teams are more innovative than homogenous groups. This means, the more varied your teams are in gender, sexual orientation, ethnicity, and race, the better they are at comprehending complex ideas, working together towards solutions, and collaborating to solve problems more efficiently. While it makes sense that groups with more diverse expertise are more likely to be better at solving complex, non-routine challenges, science has proven that social diversity brings about the same benefits. Why? Simply put, people with different backgrounds bring unique angles and new information. Additionally, interacting with different people adjusts each personal mindset, enabling the individual to take on alternative viewpoints and understand the effort required in reaching a consensus.
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What benefits does EDI bring?
While DEI should be a prerequisite in talent acquisition in every organisation, the business benefits are manifold:
Higher profit margins
While corporate bottom lines shouldn't be a reason for nurturing a diverse workforce, it's an undeniable truth: those businesses who are proven to have a healthy diversity record also have higher profit margins. In fact, a recent study in the Harvard Business Review found that companies with above-average total diversity have 19% higher innovation revenues and 9% higher EBIT margins, on average
Optimized performance
A report from Deloitte saw that those companies that had a strong history of maintaining a diverse, equitable, and inclusive workforce were twice as likely to meet or exceed their financial targets. The study also saw that they were eight times more likely to achieve better business outcomes. This positivity impacts employee sentiment too, with happiness and satisfaction levels increasing in diverse workplaces.
Strong and steady growth
With this increase in performance and higher profit margins, steady growth inevitably follows. The Center for Talent Innovation studied publicly traded companies and found that those with greater diversity workforces were 45% more likely to have an expanded market share in the past twelve months than those who didn't. On top of this, the more diverse organizations were 70% more like to have captured a new market too.
Click here to read the full article by www.interactsoftware.com
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OIE EVENTS
20th June 2024 - Pride Celebration with Mark McLane, Docklands, Lounge, 2pm-5pm. 26th June 2024 - Join OIE at the University Development Week, ‘Progressing Social Justice at UEL’. 4th July 2024 - EDI Conference ‘Inclusion in action: Sharing good practices’, RDSC 9am -16:00 pm 10th July 2024 - Athena SWAN Silver Award celebration- RDSC RD1.02, 15:00-17:00 pm
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