An advocacy package for UCL Black, Asian and Minority Ethnic (BAME) staff who want to progress into leadership.
Resources required:
- Funding/partners to collaborate on programmes.
Available evidence of impact:
- Innovative practices emerging from programmes.
- Increased engagement in leadership.
- Increase intake up of mentoring schemes.
Links to available resources:
- Emerging Leaders | UCL Human Resources – UCL – University College London
- B-MEntor Academic Mentoring Scheme | Office of the President and Provost (Equality, Diversity & Inclusion) – UCL – University College London
- Inclusive Advocacy | Office of the President and Provost (Equality, Diversity & Inclusion) – UCL – University College London
- About Accelerate to Leadership | UCL Human Resources – UCL – University College London
- Fair Recruitment Specialist Scheme | Office of the President and Provost (Equality, Diversity & Inclusion) – UCL – University College London
Implementation and potential challenges:
- Partnerships with HR departments.
- Access to funding streams and collaborations.
- Communities of practice.
- Culture change.
How to Use:
- Allocate resource to manage the mentoring process – design of programme, recruitment and matching of mentors/mentees, as well as monitoring progress.
- Universities would need to form links with HR departments to think about formal arrangements and support at institutional levels.
