Supporting statement.
Over the last 20 years my career has been dedicated to leading community development and diversity strategies across the public, private and voluntary sectors. I have worked as a senior leader and consultant both at a community and strategic level for a diverse range of communities in the UK, Europe and India. Having designed co-produced over 40 diversity programmes for national organisations I am well versed in the challenges of influencing impactful change across complex organisations and the public. I have directly worked to access untapped talent of ‘underserved’ communities and created a plethora of programmes that have increased social and political participation. Aligned to the criteria set out in the job description …show more content…
Within the space of two years, I restructured UAL’s approach to equality and diversity, progressing the organisation’s Ofsted equality rating from ‘non-compliant’ to ‘excellent’. Subsequent to undertaking a cross organisational audit I wrote a diversity strategy that set the organisation on the path of becoming exemplars’ of diversity practice within the Higher Education sector. The audit highlighted the low level of satisfaction and retention of international/minority students and staff. The related loss of financial and creative capital established a clear business case for the governing body to significantly increase resources for the diversity agenda. I set-up a new department that became a diversity hub for the executive, governors, staff and students. My new team gave birth to diversity committee and associated specialist networks: Religion and Belief, Black Minority Ethnic, LGBT (lesbian, gay, bisexual and trans) and Disability. Negotiating KPI’s for the committee and networks ensured oversight and accountability for strategic diversty priorities. With a strong foundation laid, I led my team to deliver a number of : an international campaign for International Day Against Homophobia with representative from 6 countries, a campaign ‘Here and now! Campaigning for Diversity’, inset training programme for academic staff, research into the experiences of diverse students and an associated publication, a high profile conference on Black contributions to British arts, a development programme for leaders to address unconscious bias and career advancement programmes for minority staff (leading to an increase in Women and BME staff in senior positions). I deployed the resources of staff and student social media specialists to promote the benefits of diversity across the organisation and this further raised the profile of
Over the last 20 years my career has been dedicated to leading community development and diversity strategies across the public, private and voluntary sectors. I have worked as a senior leader and consultant both at a community and strategic level for a diverse range of communities in the UK, Europe and India. Having designed co-produced over 40 diversity programmes for national organisations I am well versed in the challenges of influencing impactful change across complex organisations and the public. I have directly worked to access untapped talent of ‘underserved’ communities and created a plethora of programmes that have increased social and political participation. Aligned to the criteria set out in the job description …show more content…
Within the space of two years, I restructured UAL’s approach to equality and diversity, progressing the organisation’s Ofsted equality rating from ‘non-compliant’ to ‘excellent’. Subsequent to undertaking a cross organisational audit I wrote a diversity strategy that set the organisation on the path of becoming exemplars’ of diversity practice within the Higher Education sector. The audit highlighted the low level of satisfaction and retention of international/minority students and staff. The related loss of financial and creative capital established a clear business case for the governing body to significantly increase resources for the diversity agenda. I set-up a new department that became a diversity hub for the executive, governors, staff and students. My new team gave birth to diversity committee and associated specialist networks: Religion and Belief, Black Minority Ethnic, LGBT (lesbian, gay, bisexual and trans) and Disability. Negotiating KPI’s for the committee and networks ensured oversight and accountability for strategic diversty priorities. With a strong foundation laid, I led my team to deliver a number of : an international campaign for International Day Against Homophobia with representative from 6 countries, a campaign ‘Here and now! Campaigning for Diversity’, inset training programme for academic staff, research into the experiences of diverse students and an associated publication, a high profile conference on Black contributions to British arts, a development programme for leaders to address unconscious bias and career advancement programmes for minority staff (leading to an increase in Women and BME staff in senior positions). I deployed the resources of staff and student social media specialists to promote the benefits of diversity across the organisation and this further raised the profile of