60 second interview — Professor Alex Hughes, University of Westminster
As part of our plans to drive forward a more inclusive vision of doing business in London, we’ve launched a series of short interviews to find out what some of our members are doing to improve inclusion and diversity (I&D) within their own organisations. Today we hear from Professor Alex Hughes, Deputy Vice-Chancellor for Global Engagement and Employability at the University of Westminster.
Q: Why is having an inclusive and diverse working environment so important?
Inclusive environments are undoubtedly far richer and more effective than those in which diversity is limited or absent. Not only do they allow for more openness and increased collaboration between colleagues, but they also encourage mutual learning — something that is compulsory for any workplace looking to improve its I&D approach.
Q: What has your career journey highlighted for you in terms of the value of embracing diversity?
Above all, nothing is more valuable than having the opportunity to work with colleagues from different backgrounds in understanding what a truly diverse and inclusive environment looks like, means and requires. Diversity and inclusion can’t be tokenistic: hard, sometimes challenging work is needed to realise and sustain I&D commitments.
Q: What was the spur for your business in becoming more proactive on I&D?
At the University of Westminster, we have always been a highly diverse community of colleagues and students, yet we wanted to formalise and further embed our commitment to EDI (Equality, Diversity and Inclusion), partly in response to external events and frameworks. Colleague EDI networks, formed over recent years, were a critical catalyst to that process. Supporting them and engaging in active dialogue was key, as was the formation of an EDI Committee, with strong representation from the colleague networks and other key teams.
Q: When it comes to improving diversity at a senior level, what does your company do to support people from under-represented groups in their journey to the top?
We are currently embedding a range of practices related to this through our organisational development work. This includes attention to I&D matters in personal development planning, the creation of learning and development programmes and opportunities to support talent growth, inclusive recruitment practices and mentoring, and a commitment to positive action. Attention to I&D and its related data informs the senior promotions process.
A number of companies are also choosing to support our EDI programmes, recognising that diversifying future talent pipelines entering industry, starts at University level. From providing scholarships for underrepresented students, to providing work placements and employee mentors, companies are valuing the diverse array of talent Westminster provides, and choosing to support their futures in really impactful ways.
Q: What are the most innovative steps your company has taken on I&D?
The formation of our EDI Committee and the institution of an annual EDI action plan, involving colleagues and teams across our institution, have been vital. Of particular impact was the creation and implementation of a Commitment Plan, forged in 2020 after the murder of George Floyd, and geared to standing against racism in all its forms. This is carefully monitored to ensure it remains on track.
Q: Are there any other companies that you feel are at the forefront of this journey?
Not specifically, but I believe that the organisations most successful in making I&D work an essential priority are those with an ongoing commitment to supporting and engaging proactively with networks and individuals from marginalised and underrepresented groups.
Q: What is a key piece of advice for companies just starting their inclusion and diversity journeys?
Bring together and listen to representatives from every level of your organisation, and take the time needed to do that. You should always pay attention to who is doing the essential I&D work — it’s hard graft and requires full support and commitment from organisational leaders and managers.
Engagement with those leaders and managers is critical for I&D commitments to be delivered, and so too are the effective internal communications related to it.
If your organisation would like to find out more about the ways they can partner with the University of Westminster to help drive forward organisation’s EDI agenda, email Jordan Scammell, Head of Development at development@westminster.ac.uk