Putting equal opportunity policies into practice requires us to question our assumptions and to make active efforts to adopt inclusive practices based on gender, ethnicity, (dis)ability, sexuality and other grounds. This might require us to think about the contributions that can be made by people in groups other than those who usually participate. For example:
- An academic unit that was proposing to organise a series of speakers might give some thought to the gender balance and ethnicity of those invited to speak. There are several reasons for doing this. First, diversity of perspectives including the broadest sources of expertise are likely to improve the quality of academic experience. Second, it is unlikely that one sex or ethnicity can offer all knowledge in the area. Third, modelling equity and inclusive participation is a significant mechanism for change and an important demonstration to students of the Law School's commitment to its policies. For example, if a speaker series or conference panel was all male, it may be hard to dispel the impression that women's contribution and expertise has been overlooked.
- A student organisation associated with the Law School that was arranging functions or publications should ensure that their actions and products are inclusive of all students and sensitive to diverse backgrounds and expectations. In this way, the benefits of gender, cultural and (dis)ability diversity that the university provides can operate as positive benefits for all students, rather than as dividing or excluding factors. Events that involve gender or ethnically based exclusion are incompatible with the Law School's policy.
top of page
