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Action-agenda

FGGA statement and action agenda regarding diversity and inclusion, Faculty Board FGGA, July 2020 We aim to provide a respectful, inspiring and inclusive learning and working environment for all staff and students. Not only do we value diversity and inclusiveness because it is our social responsibility and moral obligation, but also because it contributes to more creativity and innovation. In order to accomplish this FGGA seeks to develop and maintain inclusive spaces for learning, working (teaching and research) and collaboration.

A substantive commitment from staff and students is required to create an internal cultural change, where we uphold anti-racist values and address institutional racism and other forms of exclusion or discrimination as well as their impact on the faculty community (students and staff). To achieve this, we have designed an action agenda with steps to uphold these values in practice. Our agenda is in line with the University’s Diversity and Inclusiveness Work Plan.

By creating official consultative bodies: a taskforce and two sounding board groups, one for students and one for staff, and appointing designated officers: a diversity officer and contact persons, we aim to make inclusiveness and diversity an integral part of our work. The Faculty Board mandates the taskforce, in collaboration with these official consultative bodies and officers, to implement the action agenda, made up of 10 points, and to organise dedicated working groups for each action point. Students and staff are strongly encouraged to participate in these working groups. To register/sign up for one of the working groups and to send in your comments or suggestions, please contact us via diversityoffice@fgga.leidenuniv.nl.

This agenda should be seen as a total package which we will use to prepare for and facilitate the structural and cultural change. The proposed points are clearly defined action points, declaring the Faculty’s long-term commitment to a continued

institutionalization of diversity and inclusiveness. The action agenda focusses in particular on addressing anti-racism, anti-sexism, anti-homophobia, queerphobia, etc. The action agenda will be continuously updated to incorporate new developments and insights that benefit the Faculty.

In the FGGA newsletter, the Faculty will be regularly informed about this agenda and the progress of the implementation of each action point. Twice a year, the Faculty Board will discuss the progress with the Faculty Council.

Action point        Discription
Diversity officer
  • Coordination and monitoring of projects arising from the action agenda; reports to the dean.
  • Collaboration with the contact persons of the institutes and centers.
  • Faculty representative, in close contact with the university diversity officer.
  • Coordination of complaints procedure for complaints about discrimination and racism.
Contact persons Support the faculty diversity officer and assist in the organization of (awareness) activities.
Welfare services
  • POP corner on Campus The Hague and an on-call (external) advisor with relevant expertise.
  • Support aimed at underrepresented groups of students and staff, including first-generation students, students with a migration background, "students and staff of color".
Code of conduct
  • Making the current code of conduct stronger and more concrete and thus achieving greater impact.
  • Guidelines for our community on how to behave in social media (a social media code).
Complaints procedure
  • Establish an easy-to-find, clear and appropriate procedure describing all steps: incident reporting, submission of complaints, handling of complaints, escalation to university ombudsman / mediator.
  • Clarity about the disciplinary procedures related to violations of the Code of Conduct and communication about this to the faculty community to ensure that everyone knows what is expected of them with regard to diversity and inclusion.
Awareness
  • An awareness campaign consisting of, among other things, discussions with students and staff about specific themes (anti-racism, gender, finding a job, etc.), training and communication tools aimed at different target groups.
  • Organizing activities in which the faculty community shows that we are proud of our diversity.
  • Organizing public events and discussions, for which the faculty will build coalitions with specific organizations in The Hague and in the region in order to further profile its own D&I ambitions to our immediate living and working environment.
Inclusive curriculum
  • To create an inclusive learning environment, other approaches and perspectives must also be included in the courses. Students and teachers are taught how to find more varied literature. When a specific, for example Eurocentric or Dutch, approach is chosen for a particular course, the choice will be substantiated.
  • Program and course (learning) objectives are reconsidered, looking at how D&I can be incorporated in terms of skills, case studies, concepts, methods, assignments, etc.
Inclusive recruitment and selection for staff An inclusive environment involves recruiting and selecting employees from different parts of the world, including the global South and / or staff engaged in research and education with a focus on the global South.
Inclusive student recruitment and retention The recruitment of students will broaden and sometimes also specifically focus on students who have so far been reached less often and / or drop out faster ('students of color', first generation students, students with migration and / or non-Western background, students with disabilities and other groups).
Classroom behaviour The teachers will pay explicit attention to inclusion and diversity within the curricula, with an emphasis on how to treat each other in a respectful manner during lectures and how to deal with discriminatory comments during lectures.

 

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