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Inclusion

EDI at LSE Philosophy

We do not tolerate discrimination or harassment of any kind and are committed to creating and maintaining a safe environment for everybody, and in particular for people from for marginalised and underrepresented groups within our community, as described in the UK Equality Act 2010 (which protects against discrimination on the basis of: age; gender reassignment; marital status; being pregnant or on maternity leave; disability; race including colour, nationality, ethnic or national origin; religion or belief; sex; sexual orientation).

We also recognise that people from marginalised groups are often disproportionately affected by systemic issues such as discrimination, and we work to ensure ongoing education and training for all members of our department to promote understanding, respect, and inclusion.

Over the last several years, we have worked together to make progress towards a community in which every member is given due respect and consideration. Among the steps taken, we have:
  • Run a climate survey among staff and PhD students in 2021 to gauge concerns and identify where we needed to improve, and again in 2024 to assess progress and areas where further improvements are required.
  • Organised training for all staff members and PhD students on sexual harassment at work. Selected staff have also completed further training, to enhance our knowledge.
  • Founded an active Minorities and Philosophy (MAP) chapter.
  • Founded an Equality, Diversity and Inclusion (EDI) committee, with membership from across the Department and chaired by the Deputy Head of Department. This committee meets at least once per term and prepares termly Departmental EDI meetings, to which all are invited. These meetings are well-attended and provide an open and inclusive space for a variety of perspectives and concerns to be heard. The meetings have led to many practical measures, including: allocating more funding to our Widening Participation work and Minorities and Philosophy chapter; increasing bursaries for students of limited financial means for our Departmental weekend away; agreeing a restrictive departmental interpretation of School rules on personal relationships; and creating a student charter on respectful behaviour in the classroom.
  • Made our curriculum more diverse and inclusive, both in terms of reading lists on established courses and through introducing novel courses, such as Philosophy of Gender and Race and Global and Historical Perspectives on Philosophy.
  • Adjusted hiring practices to improve accessibility for applicants of all backgrounds (for example, by adjusting the timing of our processes and the structure of our campus visits).
  • Worked with the School on improvements to its processes of dealing with allegations of sexual harassment and supporting those who make a report.
  • The department is also subscribed to the Good Practice Scheme of the Society for Women in Philosophy and the British Philosophical Association.

We recognise that creating a diverse and inclusive community is a continuous process that requires the requires constant input and efforts from everybody involved. All members of our community are encouraged to participate in our efforts to promote equity, diversity, and inclusion and to create a safe and welcoming environment for all.

Further support for equity, diversity and inclusion is provided by the School’s well-being office, as well as through department programmes such as the EDI committee, the MAP chapter, as well as safe contacts. You can find all the information on the following pages. If you have any questions or feedback about this policy, please contact the Deputy Head of Department, who is also Chair of the EDI committee.