The politics of equality and diversity in Higher Education

Melanie Crofts, Andrew Pilkington

Research output: Contribution to conference typesPaperResearchpeer-review

Abstract

The aim of this paper is to provide an exploration of the perspectives relating to equality, diversity and anti-discrimination legislation from multi-actors at different levels of seniority and with varying involvement with equality issues and diversity management within a Higher Education institution. The role of management has been regarded as key in providing the leadership required and sending out the message that equality and diversity issues are significant in order to ensure that legislation is adhered to, not just by the letter, but also the spirit. “This top-down commitment and support was regarded by line managers as extremely important for leading the cultural change which was felt necessary in order to achieve equality for all...” (Greene, A. et al (2005) p36) The same may be said of the role of management within Higher Education Institutions where “[t]he extent and importance of managers in higher education has increased considerably in recent years as UK higher education has expanded…and the commitment of senior managers to equality of opportunity is clearly of considerable significance…” (Deem, R et al (2005) p82) Management perspectives of the meaning of equality therefore have an impact on establishing the priorities for an institution thereby determining how equality and diversity issues are dealt with. In addition, a comparison between management perspectives of the meaning and scope of equality and other members of staff as well as students is significant as these perceptions may differ depending on the role and status of the individual. Previous research has found that “[t]here appeared to be a considerable gulf between the views of staff…and the perceptions of their senior managers.” (Deem, R et al (2005) p6) Differing perspectives of equality may affect the relationships between various actors within the institution and how the politics of equality and diversity are managed. Of particular interest are the views and perceptions of equality and diversity practitioners within Higher Education. Their position and role within the case study institution is unique as they are neither regarded as part of the academic departmental structure of the institution, nor part of the management structure and are therefore poised somewhere in between. Once again, their positioning within the institution, their role and status will be explored and the impact on the politics of diversity management considered. This research aims to further understanding of how perceptions of equality and diversity, and the role of equality and diversity practitioners, affect the management of equality and diversity within Higher Education and implications for the practice of equality will be considered
Original languageEnglish
Publication statusPublished - 24 Jul 2012
Event5th Equality, Diversity and Inclusion International Conference 2012 - Toulouse, France
Duration: 24 Jul 2012 → …
http://www.edi-conference.org/

Conference

Conference5th Equality, Diversity and Inclusion International Conference 2012
Period24/07/12 → …
Internet address

Fingerprint

equality
politics
education
management
manager
legislation
commitment
affirmative action
cultural change
leadership
staff

Keywords

  • Equality
  • anti-discrimination legislation
  • higher education
  • management perspectives

Cite this

Crofts, M., & Pilkington, A. (2012). The politics of equality and diversity in Higher Education. Paper presented at 5th Equality, Diversity and Inclusion International Conference 2012, .
Crofts, Melanie ; Pilkington, Andrew. / The politics of equality and diversity in Higher Education. Paper presented at 5th Equality, Diversity and Inclusion International Conference 2012, .
@conference{cbd0056a0c1849a6aea5120f769fa7b2,
title = "The politics of equality and diversity in Higher Education",
abstract = "The aim of this paper is to provide an exploration of the perspectives relating to equality, diversity and anti-discrimination legislation from multi-actors at different levels of seniority and with varying involvement with equality issues and diversity management within a Higher Education institution. The role of management has been regarded as key in providing the leadership required and sending out the message that equality and diversity issues are significant in order to ensure that legislation is adhered to, not just by the letter, but also the spirit. “This top-down commitment and support was regarded by line managers as extremely important for leading the cultural change which was felt necessary in order to achieve equality for all...” (Greene, A. et al (2005) p36) The same may be said of the role of management within Higher Education Institutions where “[t]he extent and importance of managers in higher education has increased considerably in recent years as UK higher education has expanded…and the commitment of senior managers to equality of opportunity is clearly of considerable significance…” (Deem, R et al (2005) p82) Management perspectives of the meaning of equality therefore have an impact on establishing the priorities for an institution thereby determining how equality and diversity issues are dealt with. In addition, a comparison between management perspectives of the meaning and scope of equality and other members of staff as well as students is significant as these perceptions may differ depending on the role and status of the individual. Previous research has found that “[t]here appeared to be a considerable gulf between the views of staff…and the perceptions of their senior managers.” (Deem, R et al (2005) p6) Differing perspectives of equality may affect the relationships between various actors within the institution and how the politics of equality and diversity are managed. Of particular interest are the views and perceptions of equality and diversity practitioners within Higher Education. Their position and role within the case study institution is unique as they are neither regarded as part of the academic departmental structure of the institution, nor part of the management structure and are therefore poised somewhere in between. Once again, their positioning within the institution, their role and status will be explored and the impact on the politics of diversity management considered. This research aims to further understanding of how perceptions of equality and diversity, and the role of equality and diversity practitioners, affect the management of equality and diversity within Higher Education and implications for the practice of equality will be considered",
keywords = "Equality, anti-discrimination legislation, higher education, management perspectives",
author = "Melanie Crofts and Andrew Pilkington",
year = "2012",
month = "7",
day = "24",
language = "English",
note = "5th Equality, Diversity and Inclusion International Conference 2012 ; Conference date: 24-07-2012",
url = "http://www.edi-conference.org/",

}

Crofts, M & Pilkington, A 2012, 'The politics of equality and diversity in Higher Education' Paper presented at 5th Equality, Diversity and Inclusion International Conference 2012, 24/07/12, .

The politics of equality and diversity in Higher Education. / Crofts, Melanie; Pilkington, Andrew.

2012. Paper presented at 5th Equality, Diversity and Inclusion International Conference 2012, .

Research output: Contribution to conference typesPaperResearchpeer-review

TY - CONF

T1 - The politics of equality and diversity in Higher Education

AU - Crofts, Melanie

AU - Pilkington, Andrew

PY - 2012/7/24

Y1 - 2012/7/24

N2 - The aim of this paper is to provide an exploration of the perspectives relating to equality, diversity and anti-discrimination legislation from multi-actors at different levels of seniority and with varying involvement with equality issues and diversity management within a Higher Education institution. The role of management has been regarded as key in providing the leadership required and sending out the message that equality and diversity issues are significant in order to ensure that legislation is adhered to, not just by the letter, but also the spirit. “This top-down commitment and support was regarded by line managers as extremely important for leading the cultural change which was felt necessary in order to achieve equality for all...” (Greene, A. et al (2005) p36) The same may be said of the role of management within Higher Education Institutions where “[t]he extent and importance of managers in higher education has increased considerably in recent years as UK higher education has expanded…and the commitment of senior managers to equality of opportunity is clearly of considerable significance…” (Deem, R et al (2005) p82) Management perspectives of the meaning of equality therefore have an impact on establishing the priorities for an institution thereby determining how equality and diversity issues are dealt with. In addition, a comparison between management perspectives of the meaning and scope of equality and other members of staff as well as students is significant as these perceptions may differ depending on the role and status of the individual. Previous research has found that “[t]here appeared to be a considerable gulf between the views of staff…and the perceptions of their senior managers.” (Deem, R et al (2005) p6) Differing perspectives of equality may affect the relationships between various actors within the institution and how the politics of equality and diversity are managed. Of particular interest are the views and perceptions of equality and diversity practitioners within Higher Education. Their position and role within the case study institution is unique as they are neither regarded as part of the academic departmental structure of the institution, nor part of the management structure and are therefore poised somewhere in between. Once again, their positioning within the institution, their role and status will be explored and the impact on the politics of diversity management considered. This research aims to further understanding of how perceptions of equality and diversity, and the role of equality and diversity practitioners, affect the management of equality and diversity within Higher Education and implications for the practice of equality will be considered

AB - The aim of this paper is to provide an exploration of the perspectives relating to equality, diversity and anti-discrimination legislation from multi-actors at different levels of seniority and with varying involvement with equality issues and diversity management within a Higher Education institution. The role of management has been regarded as key in providing the leadership required and sending out the message that equality and diversity issues are significant in order to ensure that legislation is adhered to, not just by the letter, but also the spirit. “This top-down commitment and support was regarded by line managers as extremely important for leading the cultural change which was felt necessary in order to achieve equality for all...” (Greene, A. et al (2005) p36) The same may be said of the role of management within Higher Education Institutions where “[t]he extent and importance of managers in higher education has increased considerably in recent years as UK higher education has expanded…and the commitment of senior managers to equality of opportunity is clearly of considerable significance…” (Deem, R et al (2005) p82) Management perspectives of the meaning of equality therefore have an impact on establishing the priorities for an institution thereby determining how equality and diversity issues are dealt with. In addition, a comparison between management perspectives of the meaning and scope of equality and other members of staff as well as students is significant as these perceptions may differ depending on the role and status of the individual. Previous research has found that “[t]here appeared to be a considerable gulf between the views of staff…and the perceptions of their senior managers.” (Deem, R et al (2005) p6) Differing perspectives of equality may affect the relationships between various actors within the institution and how the politics of equality and diversity are managed. Of particular interest are the views and perceptions of equality and diversity practitioners within Higher Education. Their position and role within the case study institution is unique as they are neither regarded as part of the academic departmental structure of the institution, nor part of the management structure and are therefore poised somewhere in between. Once again, their positioning within the institution, their role and status will be explored and the impact on the politics of diversity management considered. This research aims to further understanding of how perceptions of equality and diversity, and the role of equality and diversity practitioners, affect the management of equality and diversity within Higher Education and implications for the practice of equality will be considered

KW - Equality

KW - anti-discrimination legislation

KW - higher education

KW - management perspectives

UR - http://www.edi-conference.org/

M3 - Paper

ER -

Crofts M, Pilkington A. The politics of equality and diversity in Higher Education. 2012. Paper presented at 5th Equality, Diversity and Inclusion International Conference 2012, .