Description
Universities are eager to celebrate diversity – at least in their marketingcampaigns. As Ahmed (2012:153) has written, diversity work is often just ‘a
branding exercise, a way of reimagining the organization as ‘being diverse’
through the inclusion of those who embody diversity’ rather than the expression
of a genuine commitment that is reinforced with measurable, accountable
action. How many of our universities, with published statements praising their
own commitments to diversity, have hiring, promotion, or pay gaps for staff and
withdrawal or attainment gaps for students based on race/ethnicity, gender,
disability, sexual identity, or caring responsibilities?
Multiple studies have shown that more inclusive working environments lead to
better innovation, more resilient organisations, and greater economic growth.
Inclusive work places can lead to higher productivity of underrepresented staff.
It should come as no surprise that students and staff who are fully included, feel
like they belong, believe that their voices are heard, know that their
contributions are valued, are likely to be more innovative and productive.
This keynote presentation will build upon my two-part post for Supervising
PhDs focused on Justice, Equity, Diversity, and Inclusion (JEDI) in supervisory
practices. I will explore a possible future in which institutional diversity
statements are accompanied by robust evidence of accountability for those
promises of equity. I ask us to consider: What might the future of research look
like if work environments and research communities were fully equitable and
inclusive? What kinds of innovative break-throughs could be made if systemic
barriers were no longer a burden? How might the world benefit from an
academia where everyone is welcome and included?
Period | 14 Oct 2022 |
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Event title | Researcher Education and Development Scholarship (REDS) conference |
Event type | Conference |