1.

Race Equality Statement

1.1

The London School of Economics and Political Science is committed to promoting an environment of race equality. As such, the School is committed to promoting equality of opportunity and good race relations between persons of different racial backgrounds whilst working towards the elimination of unlawful discrimination.

2

Principles

2.1

LSE's mission, as defined in its Strategic Plan, is to be a world-class University Centre of the Social Sciences in the heart of London. Diversity of students and staff is pivotal to this objective, and is supported by Article 13.2 of the School's Articles of Association (dating from 1999), which reads:

"Everyone shall be entitled to equal treatment on the basis of individual merit and without unfair discrimination as regards admission to and membership of the Court of Governors and status as Governor, Council member, officer and employee of the Company, and as student or other individual associated with the Company, and as regards access to the benefits, facilities and services provided by the Company."

3.

Background

3.1

The McPherson inquiry report into the death of Stephen Lawrence, published in 1999, was the catalyst for the Race Relation (Amendment) Act 2000. The Report highlighted that 'institutional racism' is common within public service organisations and it was defined as:

"The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen, or detected, in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping, which disadvantage minority ethnic people. It persists because of the failure of the organisation openly and adequately to recognise and address its existence and causes by policy, example and leadership".

3.2

The School acknowledges the definition of 'institutional racism' and through this Policy and the School's Action Plan aims to guard against and eliminate it.

3.3

The Race Relations Act (1976), as amended by the Race Relations (Amendment) Act (2000) and Race Regulations 2003, requires all public sector organisations, including all Higher Education Institutions, to carry out general and specific duties in promoting racial equality. This policy continues to detail how the School envisages implementing these duties

4.

Implementation of the Policy

4.1

LSE's Strategic Plan 2004 - 2009, under the priority headed 'Supporting Excellence - Diversity and Equal Opportunities' set's out the School's key race equality objective (D.6.2) as to:

"Actively promote in the terms of Race Relations (Amendment) Act 2000 an inclusive culture for all ethnic groups recognising the diverse origins and backgrounds of employees and students positively and giving equal value to the unique contribution that their skills, knowledge and experience enables them to make".

4.2

The Strategy Plan also sets the School's performance target on race equality as

"The School meets by due dates all the benchmark targets set by REWG for the representation of staff and students from ethnic minority groups".

4.3

This Policy defines the School's approach to promoting race relations through key principles such as equality of opportunity, fairness and justice, access for all and the elimination of barriers and discrimination.

4.4

LSE aims to meet its commitment to race equality and its statutory requirements through mainstreaming this policy and by developing and implementing Race Equality Plans (REPs) throughout the key functions of the School.

5,

 Race Equality Plans

5.1

The School aims to mainstream race equality at three levels:

1. School level
2. Departmental / Divisional
3. Individual

5.2

Race Equality Plans have been developed at level i.and ii. above.

5.3

The purpose of having Race Equality Plans is to promote race equality and expose barriers and inequalities and to investigate their underlying causes. With the aim of taking remedial and preventative action where possible and to set tangible targets in action plans to address inequalities.

5.4

Recommendations made by Council, committees, internal and external guidance and auditing, and results of monitoring will all be taken into consideration during the review process of all Race Equality Plans.

6.

Race Equality - School level

6.1

The LSE Council in the role of the governing body for the School is liable (legally responsible) for the School to meet race equality related statutory requirements.

6.2

The Council established the School's Race Equality Working Group (REWG) to carry out specific duties in pursuance of the Race Relations (Amendment) Act and the Commission for Racial Equality Code.

6.3

The REWG provides a strategic steer in the implementation of Race Equality within the School and consults School Committees and Departments, and other relevant groups in the School and the wider community in which it operates. REWG is responsible for updating and implementing the School's Race Equality Plan.

6.4

The Director and Deputy Directors are responsible for issues of strategic direction in liaison with the Secretary of the School who is responsible for issues relating to compliance.

6.5

Membership of REWG reflects the diversity of the members of the School, which includes Governors, senior management, academics, support staff and students. The Terms of Reference of the group and full membership details are provided in Appendix 1.

6.6

REWG reports directly to Council on an annual basis. Council will evaluate the implementation of this policy at a corporate level through the scrutiny of the Annual Report and by approving and reviewing the School's Race Equality Action Plan. The Race Equality Policy will be reviewed every three years.

6.7

Equality Implications In Committee Reports: All committees are required to take race equality considerations in their relevant functions. This includes:

1. Human Resources Strategy Committee - considering strategic implications
2. Promotions Committee and Academic Support Staff Committee - to consider relevant policy issues

7.

Race Equality - Departmental/Centre Level

7.1

All Departments and large Centres are required to produce their own Race Equality Plan. REWG has produced a number of guidance documents to assist Departments in this process, including the Model Race Equality Plan and regular briefings and Checklists.

7.2

The Department / Centre will need to take into consideration the general and specific duties of the Race Relations Act alongside issues that impact teaching and learning, staff and student experience including issues such as recruitment/ admissions, developmental opportunities and achievements.

7.3

The Convener of each Department and Centre Director for each large Centre is accountable for the implementation of their Race Equality Plan and reporting their progress annually to the REWG.

7.4

Smaller Centres will adopt the Race Equality Plan of their affiliated Department and the Convener of that Department will be responsible for progress on race equality for the Centre.

7.5

Where appropriate, academic staff need to take into consideration the diversity of their students in regard to the curriculum.

8,

Race Equality - Divisions

8.1

All Divisions will be responsible for developing their own Race Equality Plans with the assistance of and guidance from the REWG.

8.2

Divisions are specifically required to carry out race equality impact assessments on all their existing and future policies and functions. Where inequalities are identified, remedial action will be taken. Race equality considerations need to taken into account in all business and contractual relationships, which the School enters into with partners, consultants, funding bodies, contractors and suppliers.

9.

Race Equality - Individuals

9.1

This Policy applies to all members of the School, including Court and Council, staff and students. It is the responsibility of each member of the School, to promote equality of opportunity between different racial groups and eliminate racial discrimination.

9.2

The School has produced a Diversity Toolkit to support all academics and staff in developing their understanding of race equality issues, a copy of this publication is available from Human Resources.

10.

Publication of The Race Equality Policy

10.1

The Race Equality Working Group will publicise its work by all means possible: through the LSE Website; through the Students' Union; through the committees of the School; and through an Annual Report approved by Council.

10.2

Departments and Centres are encouraged to use their own means of communication
such as their Departmental and Centre web pages to promote race equality.

11.

Complaints of Harassment and Discrimination

11.1

In the context of this Policy, the School will not tolerate any actions of harassment or
discrimination based on the race, ethnic origin, colour or nationality towards any member. If any individual feels they are being harassed or discriminated then they should consult with the School's harassment and discrimination policies.

11.2

The School's Harassment Policy also covers equality aspects such as gender, sexual orientation, disability and age.

11.3

Students can seek confidential support and advice from student services or the student Union. Staff are encouraged to discuss the matter with their line manager or seek confidential advice from a member of human resources team.

12.

Breach of policy

12.1

Any member of the School who is found to be in breach of this Policy will be considered for disciplinary sanctions.

13.

Related policies

13.1

This policy has links with the School's Equal Opportunities Policy, Harassment policy and procedures and Widening participation policy and initiatives.