The rationale for equality and diversity: How vice-chancellors and principals are leading change
This research looks at the broadest interpretation of the business case for equality and diversity in higher education institutions and suggests how vice-chancellors and principals can lead change.
Often, the business case for equality and diversity, within the higher education sector and beyond has been conceived in mainly quantitative terms – in effect, something of a cost/benefit analysis of the return on investing in equality and diversity.
Based on interviews with 12 university leaders, the report gives insight into their personal values and motivations as well as the institutional drivers and benefits of championing the equality and diversity agenda.
The research makes specific recommendations for vice-chancellors, chairs of council and governing with regards to:
- personal leadership
- encouraging active involvement from governing bodies and vice-chancellors
- holding leaders to account for progress
This research was commissioned by ECU on behalf of a partnership of seven key bodies involved in higher education. The other partners involved were:
- Committee of University Chairs (CUC)
- Higher Education Funding Council for England (HEFCE)
- Leadership Foundation for Higher Education (LFHE)
- Universities and Colleges Employers’ Association (UCEA)
- Universities UK (UUK)