Associate Projects

FACE Summit 2022

Hosted by Central Saint Martins

This free event was for everyone.

See dedicated page with links to filmed panels and speakers here

Radical Curriculum Decolonisation Action : 1. Modules

Lead Academic: Dean Liggett, Ulster University. Team - Bernadine Murray University of Chester, Seher Sadiq Northumbria University, Mal Burkinshaw Edinburgh University, John Boddy Falmouth University

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Radical Curriculum Decolonisation Action : 2. Curriculum Assessment

Lead Academic Deborah Campbell, Winchester School of Art: Team - Linda Mackie Winchester School of Art Prae Chaiphet London College of Fashion, Dr Jessica Holtaway Solent University.

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Radical Curriculum Decolonisation Action : 3. Historical, theoretical and cultural studies

Collective - Tegan Rush Central Saint Martins, Flavia LoscialpoSolent University., Elaine Igoe Chelsea School of Art, Sabine Lettmann Birmingham City University, Asiya Durrani-McCann Southampton University

Radical Curriculum Decolonisation Action : 4. Widening Participation

Lead Academic: Joyce Thornton, University of Westminster. Team - Erin Lewis Royal College of Art, Jess Holtaway Southampton Solent, Marc Provins Liverpool John Mores University, Nayaab Mahomed De Montfort University, Donna Bevan Southampton Solent.

Now completed this free film for all institutions features non-white fashion students on a range of fashion course and can be used as part of your outreach to Art and Design education at levels 1,2 and 3 and National Saturday Clubs. This film is made in association with the Westminster film department.

View film: Fashion Needs Colour here and please use it!

Food for thought…

Post grads only signify that white, middle-class people have been funded to look at creativity from a white perspective through the lens of white privilege.

With institutions pleading scarcity of Black and Brown job applicants, our academics of colour know differently, starting with the all-white interview panel when they apply for the job and moving to the obvious race-barriers of qualifications which require income and class privilege to achieve.

Why not FLIP your recruitment wording?

“We are looking for an accomplished educator with experience of global industry narratives and diverse fashion culture. We require applicants to have lived experience of Black fashion and Black culture in addition to standard European contexts and experiences.”

Best Practice: Recruitment

Wondering how your job wording could invite Black and Brown academics into the building? See the following recruitment statement from LJMU mentored by co-founder Andrew Ibi.

“The School of Art and Design is currently under-represented with regards to staff from a Black, Asian, and other Minority Ethnic background and is actively promoting diversity in its workforce. We welcome applications from all eligible applicants. However, we would like to encourage applicants from the Black, Asian, and other Minority Ethnic communities who are currently under-represented within this area of work. Appointment will be based on merit.”

“Employ more Black and Brown People. What’s the issue? All you have do is be explicit.”

Co founder - Andrew Ibi

UAL’s goal of 30% employment of Black and Brown academics by 2025 requires targeted action. Consultations are offered to Black and Brown academics prior to application. See this statement included in all of their job specs.

UAL is committed to addressing the under-representation of staff from Black and Minority Ethnic communities, using our student profile as a reference point.  During the Academic Futures recruitment campaign of 2021, we will therefore be offering application consultations to prospective candidates from this under-represented group. 

If you identify as a Black or Minority Ethnic candidate and would like to book an application consultation, please fill in this short form Academic Futures Consultation Expression of Interest.

Recruitment discussion with FACE.

Question

“Hi there FACE. At our institute we are thinking of making new appointments at a senior academic​ level. We want to ensure that any recruitment process engages with all of our colleagues, and this is particularly the case with Black and Brown academics and practitioners. 

I note that it is possible to post academic vacancies on the group's website, which is great, but I am keen to know if there are other networks, within the UK or beyond, that we should be participating with.”

Answer

Co-founders have been talking about exact issue, with Abid Qayum Head of Technical Services at the Royal College of Art. We will expand this strand of conversation at FACE Rep meetings.

Recruitment process is KEY and needs focussed development. We are working with Abid to develop knowledge of clearer routes to market and will post these conversations as we go.

So... the short pro-active answer is that while we investigate specific networks for this purpose, FACE can put your info on our website, promote it on our Instagram, prompt our individual members to promote it amongst their communities and be involved in this dialogue. Please give us the details and the link. And then please consider whether your institution would make a donation to FACE in exchange for our resources.

The question you raise, needs much ongoing discussion but here are 3 points from our discussion with Abid, which we hope begin bigger conversations in your institution and amongst your colleagues. Please keep us all in the loop at meetings and by email.”

Where is the acknowledgement by the institution that leaders have understood the value of race and culture narratives?

1. Language: To consider, and within your power at this stage, is the wording. Where is the specific invite to Black and Brown academics or technicians? Can they know they will be specifically welcomed? Where is the acknowledgement by the institution that leaders have understood the value of race and culture narratives; so vital for the relevance and credibility of their course; and that most importantly this individual will be part of a race-aware environment. (Please read the blog post on white denial to understand the inherent culture most Black and Brown academics experience when white people deny race issues). A clear message of race-aware process, that frames the job specifics is now needed. The wording can no longer be treated as fixed process and leaders must initiate new process immediately.

 The recruitment board is nearly always exclusively white

1. Interview: The recruitment board is nearly always exclusively white. What message does this deliver to the applicant in terms of the community they will experience? What biases do the interview panel bring? And what work have they done to recognise how isolating this experience will be for the applicant? We know the interview prioritises other aspects aside from skills, like who will fit in, who understands the culture of the university. This plays to white-centricity and the culture of white alumni having graduated with higher degrees. Please read the attainment gap post in the blog to question how the conversations be shaped going forward to acknowledge this inequality.

 How will this obvious and unspoken white-centric protocol be discussed prior to interview?

1. Attainment and progression: As Guardian reports show, Black and Brown academics experience considerable suppression of their progress, isolation within the workplace and multiple workplace aggressions as a result of white denial. This is corroborated by FACE member experience over and over again. How will this obvious and unspoken white-centric protocol be discussed prior to interview amongst white teams and in interview to acknowledge the learning being undertaken by said white teams?