Nearly three years on from the publication of the Respect Commission’s report, Dialogue learns more about the progress that has been made and what’s next.
The Respect Commission published its final report in the summer of 2020 after a year of research. The report was welcomed by the University, which pledged to address the issues in the report raised by actioning its 20 recommendations.
Dr Shaid Mahmood, Pro-Vice-Chancellor for Equality, Diversity and Inclusion.
Dr Shaid Mahmood, Pro-Vice-Chancellor for Equality, Diversity and Inclusion (PVC EDI), has been working with key colleagues and students, including the Respect Oversight Group and the Respect Project Board.
Shaid said:
Thank you to everyone who played a part in bringing this seminal work together and delivering on the report’s recommendations, the vast majority of which are now implemented.
“The Respect Project Board and the Respect Oversight Group have now resolved to transition the work on Respect into a new strategic framework so that it better connects to our wider work on fairness, equity, diversity, inclusion, and engagement.”
Shaid continued: “Where Respect recommendations have not yet been completed, most are already in progress, with actions to be delivered throughout the academic year. So, this is a timely and a welcomed transition, emphasising the progress that has been made.
“This includes a significant simplification of our processes to deal with unwanted behaviour, and the introduction of our policy relating to concerns, bullying and harassment. This policy allows individuals to raise concerns at a local level, improving relationships quickly and effectively.”
Other actions include the establishment of an EDI Fund, which provides up to £50,000 annually for members of the University community who wish to lead and develop initiatives related to EDI. Shaid will be reviewing the fund to position it within the new framework.
The Counselling Service can now offer cultural-specific services, and ‘Respect, Values and Behaviours’ training is now available for staff and students.
Shaid added: “The University has also been working with Advance HE on an Inclusive Leadership Programme, so that leaders and all other staff can create a truly inclusive culture together.
We are providing opportunities for members of our community to make their voices heard, including listening to their invaluable input into the institution’s Values and Purpose as part of the University’s refresh of its ten-year Strategy.
“We are also continuing to work towards gender and race equality through the Athena Swan and Race Equality Charter workstreams; this work will continue to be developed to inform wider intersectional action in areas of disability and gender identity.”
Shaid continued: “While we celebrate our achievements on Respect, which have only been possible through the hard work and determination of our staff and students, we acknowledge that there is still more to do.
“I have ensured that I have met a lot of people in my first year at Durham University and I have learnt that there still remain gaps that we know we need to address. We want to be an institution which is known for its inclusive and respectful culture and which staff and students alike are proud to be a part of.
“So, we intend to push forward on addressing racism, sexism, homophobia and classism, growing our confidence and capability to have open, honest, safe and respectful conversations, continuing to work to ensure that our staff and students feel that they belong and have the best of experiences here at Durham.”
Dialogue will soon be able to update our community on the new strategic framework, as Shaid explains: “I am working with my colleagues to bring forward an EDI strategic framework, linked to the University’s Strategy refresh, to help cohere activities and integrate them with strategies such as Research, Education, Widening Student Experience and of course our Global work. That coherence and integration is vitally important for us to work as a team across Durham University.
“The new strategic framework will take forward the work begun by the Respect Commission, ensuring any remaining tasks are completed and evolving the project within our drive towards becoming a truly inclusive institution.”
Professor Karen O’Brien, Vice-Chancellor and Warden, said: “The Respect Commission recommendations were a starting point, rather than the end destination, and it is now up to us as a community to ensure the legacy of the Respect Commission lives on in what we do, the decisions we make, and how we treat one another.
“This approach will be further cemented by the establishment of a staff-focused People Committee with a clear remit for respect and behaviour nestling within a broader focus on fairness, equity, diversity, and inclusion.
"Our approach to this work is captured well in the following Inclusive Culture statement: Together, we celebrate difference, value one another and are each responsible for creating an inclusive community that is respectful and fair for all.”
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