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LSE's Race Equity Action Plan

Race Equity Priorities

LSE have identified six key priorities to focus on, and embed into our wider Race Equity Framework; the primary vehicle for advancing race equity and inclusion at LSE.

These draft commitments and example actions are high-level, with the full set of priorities, actions, timelines and accountability in progress. The plan is regularly reviewed by the Race Equity Steering Group, which is chaired by LSE’s President and Vice Chancellor and includes representatives from the EmbRace network.   

Following this, a programme of work will connect new and existing initiatives – there will be multiple opportunities for ongoing involvement along the way, continuing the conversations that have already taken place with students and staff. 

The high-level race equity and inclusion priorities, which are just some of the example actions which continue to be shaped, include:

Addressing and building confidence amongst staff around race equity

  • Ensuring external accountability is embedded across LSE's approach, to ensure alignment with good practice and maintain oversight

  • Publishing transparent dashboards and annual reports of LSE’s demographics and progress against priorities 

  • Ensuring there are valuable discussions with, and insight and feedback from, staff and students; with ongoing communications on updates to the plan and next steps

  • Activity that is embedded and connected to the work already taking place to ensure long-term sustainability, and integrate race equity into LSE's everyday institutional culture.

Building a diverse pipeline of future social scientists

  • Putting in place the PhD admissions plan, to progress diversity in PhD admissions and funding

  • Increasing diversity among early career fellows and researchers

  • Supporting progression/promotion through access to opportunities, sponsorship and mentorship, recognition and sharing of citizenship work

  • increasing representation at the assistant professor level

Better support, career development and progression of professional services staff

  • Implementing inclusive recruitment policies

  • Supporting staff through systematic professional development processes

  • Extending the Fair Recruitment Advisor Scheme to lower grades where appropriate 

Making School leadership and governance more diverse and inclusive

  • Monitoring and increasing staff representation on important decision-making committees and boards

  • Providing leadership training to colleagues from underrepresented groups 

Ensuring that our highly diverse global student population sees LSE as an inclusive and enabling place

  • Carrying out a programme of work to identify issues faced by our international students, with a particular focus on those from underrepresented backgrounds

  • Continue and champion existing student-focused initiatives

Addressing the awarding gap for undergraduate and postgraduate taught students

  • Working closely in partnership with students to narrow this gap

  • Making data on ethnicity awarding gaps available to Heads of Departments; to enable evidence-based actions to be taken

  • Targeting support for managers to engage with issues of race, racism and allyship at LSE 

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Race Equity Framework

Race Equity Framework Find out about ongoing work to advance race equity