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Posts by cmatysova

Women in leadership

  1. Participation in the Aurora women only leadership programme is underway (more below).
  2. Women in Leadership event – Celebrating the impact of visible role models (more below).
  3. And in case you missed it, Equal Pay Day was on 10th November: equal pay day

With a gender pay gap at 14.1% in the UK, women are working for the rest of 2017 for free. Find out what UEL is doing about addressing the equal pay gap. Our Athena SWAN application also identified priorities to work towards.

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Why is my Professor not Black?

Date: Monday 27 November 2017

Time: 12.30-14.00

Location: UEL Stratford Campus – CC.G.05

Athena SWAN has made progress in terms of gender equality over the last ten years but there seems to be a slower response in acknowledging and tackling racism in academia. Improving representation of our students within academia is essential if we want to tackle the attainment gap and encourage more black students to progress into academia.

The most up to date demographics have just been released for UK academics. 9.7% of BME academics are professors, in comparison to 11.1% of white academics. Only 4.7% of black UK academics are professors. In 2015/16, 23.9% of professors were female. Of these female professors, only 0.5% were black.

Join our panel discussion and contribute to what will be a lively debate!


  • Dr Marcia Wilson, Head of School, HSB
  • Dr Deanne Bell, Senior Lecturer, Psychology
  • Dr Julie Botticello, Senior Lecturer, HSB
  • Ayaan Cabdi, Student Union Vice President (Welfare)
  • Dr Anthony Gunter, Principal Lecturer in Criminology, RDSBL
  • Dr Winston Morgan, Reader Toxicology and Clinical Biochemistry, HSB

All welcome! Click here to reserve your space!


Professors slide

Join us in the Race For Equality

The University of East London is about to embark on a campaign to try and improve racial equality at the institution.

Elite universities Oxford and Cambridge recently hit the headlines for their perceived lack of diversity in terms of the race and class of their student admissions.

UEL is in a very different position, as the majority of our students (65%) are from BAME backgrounds.  However, that is not reflected in the make-up of our staff, especially those in senior positions. There is also the sector-wide issue of an attainment gap in the level of academic achievement reached by students of different ethnicities.

We want to improve the racial dynamics at UEL for the better for everyone. To help facilitate progress towards race equality, we are currently working towards an application for the Equality Challenge Unit’s (ECU’s) Race Equality Charter (REC).

An important first step is for all staff to take part in a survey. We want to hear your views on working at UEL and whether you think there is anything we can do to advance race equality, and value diversity.

Marcia Wilson, the chair of the REC self-assessment team explained how the data from the survey will be used. She said

“The feedback from this survey will help to understand racial inequalities, identify areas for improvement and possible solutions; inform our planning and approach to improving race equality generally and inform our Race Equality Charter application specifically.”

It is important for us to understand the experience of ALL staff  at UEL in relation to race equality, irrespective of their race or ethnicity.

The application will be consulted on leading up to submission and made available on the intranet.

Please complete the staff survey which can be accessed here

Women in Leadership: Celebrating the impact of visible role models

you cant be what you cant see

Women in Leadership event and free individual WISE membership – read more below

You may also be interested in our EDI newsletter

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UEL recognised with Athena SWAN Bronze award

UEL has been recognised with an Athena SWAN bronze award for its work supporting gender equality.

Dr Lisa Mooney, UEL Pro Vice-Chancellor (Research and Knowledge Exchange), said, “We are extremely proud of this achievement. The institutional award application was the result of a collaborative effort and huge amount of work and dedication from across the institution.

“The outcome recognises our commitment and achievements to date and, importantly, that we have a robust plan in place to further promote and embed gender equality at UEL.”

Lisa chaired the steering group that guided UEL’s application. She and other University officials have been invited to accept the award at a ceremony in Glasgow on December 4.

Athena SWAN is a charter, established in 2005 and managed by the Equality Challenge Unit, which supports and encourages universities to work towards gender equality. Higher education institutions which join Athena SWAN commit to adopting the charter’s principles within their policies, practices, action plans and culture.

The Bronze award recognises UEL’s commitment to, and success in, supporting gender equality. The recognition is valid until 2021.

UEL submitted its application for a Bronze award in April 2017. The application involved a self-assessment process which took place over a year and was guided by a steering group comprised of representatives from across the University. The self-assessment created a better understanding of gender equality issues at UEL and directed the development of an action plan to address those issues.

Key priorities in UEL’s action plan included attracting, recruiting and retaining a diverse talent pool; developing a longer-term career development strategy which supports and facilities promotion aspirations for female academics at each career transition point; developing and implementing ways of working to facilitate an inclusive organisational culture such as through better representation and visibility of role models and developing a more flexible working environment for all support and academic staff.

The action plan also sought to align with the University’s broader Equality, Diversity and Inclusion Strategy, Corporate Plan and Academic Strategy. A core institutional goal is to improve the number of women and BAME (black, Asian and minority ethnic) senior staff members to better represent the local population.

The next step is for UEL’s individual academic departments to develop submissions. UEL also intends to apply for an institutional Silver award.

Clare Matysova, UEL’s Athena SWAN Project Officer, said, “The Athena SWAN self-assessment process acts as an essential management tool to facilitate gender equality.

“The success of our institutional application is so important and a key step in UEL’s Athena SWAN journey. It gives us the impetus to continue this work through our academic departments, looking at their specific contexts and advancing equality for all our staff and students.”

UEL has also recently signed up to the Equality Challenge Unit’s Race Equality Charter.

For more information:

IntranetAthena SWAN Race Equality Charter

Twitter: @UELAthenaSWAN @UEL_REC

Updates: EDI Newsletter