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Diversity Plan: inclusion and the individual

20 Nov 2018

Vice Rector Chantal Van Audenhove calls the 2018 policy and action plan for diversity a document about inclusion: fitting in, feeling well and feeling accepted – but translated into policy terms. It has become a focused, well thought out plan that needs to make a difference for who is somehow not given his/her/x due at KU Leuven.

Vice Rector Chantal Van Audenhove calls the 2018 policy and action plan for diversity a document about inclusion: fitting in, feeling well and feeling accepted – but translated into policy terms. It has become a focused, well thought out plan that needs to make a difference for who is somehow not given his/her/x due at KU Leuven.

Chantal Van Audenhove: “It’s a new plan that fits in with the series of policy plans of this policy team. But it was not our intention to reinvent the wheel, of course. We started with an inventory of what was already here: who does what for which group? In doing so, we were hoping to discover what was needed. Soon, however, it became clear that this idea of a simple list was no easy task. So much was already happening, just very disparately. That is why one of the focuses of the new Diversity Plan is to counter this fragmentation.”

Rector Luc Sels: “A practical example, for instance: the welcome activities for new students. Every student society does this at a different moment, with their own approach. The international students have their welcome a week earlier. Students with a disability at yet another moment. There is nothing wrong with this, but some form of organisation might perhaps enable a more inclusive approach. And, at the same time, it might also make the whole process less rigid. For example, why do these foreign students all have to be in a separate group, ‘the international students’?”

Another focus of the Diversity Plan is that disadvantaged groups are no longer the only key aspect. “That is correct,” says Vice Rector Van Audenhove, “but we are obviously not talking about ‘abolishing’ these disadvantaged groups. That would be impossible – and very undesirable. Target or disadvantaged groups will always remain a central aspect in every diversity policy. You just have to be aware of the complex reality of diversity. People might belong to multiple disadvantaged groups. Moreover, two people belonging to the same disadvantaged group do not necessarily face the same problems. So, you have to pay attention to the individual character of differences. Muslim athletes might especially need the specific study possibilities that we have for athletes, while Muslims who want to practice sports might find their way to our sports facilities, but not to our ideological platforms.”

Luc Sels: “If you only work with tightly defined disadvantaged groups, it’s ultimately the university that decides whether the diversity policy is of any use to you: ‘According to our flow chart, you’re part of this group.’ That cannot be the intention. Of course, we will maintain the group approach where evident and needed, but we will also pay close attention to the characteristics and needs of the individual.”

“The Diversity Plan also wants to bring the perspective up to date. Until now, we focused slightly too much on solving problems. Needless to say that this will remain important. Thresholds have to be eliminated, imbalances have to be dispelled. This is a long-term process, and one that remains necessary – unfortunately. But, apart from this, our diversity policy should also aim for possibilities for the many, many talents that can be done more justice through proper inclusion. So, we are making this a very positive story.”

Pithy plan

The Diversity Plan is a document of around twenty pages. It starts with a contemplation of the social developments that are influencing diversity. After this, the diversity within KU Leuven is described with figures, paying attention to the gender issue, migration and so on. Furthermore, a relevant selection of the countless existing initiatives is discussed. Here, the focus is on measures in terms of inclusion – think of physical accessibility, measures against racism, protection for those people who are mentally vulnerable, etc. Measures in terms of recruitment, transfer and graduation of students are also mentioned.

The essence of the plan is outlined in the chapter “Towards an integral diversity policy”: ‘The inclusive culture is the basis to realise equal opportunities for every member of the university community in a sustainable way.’ It’s clear that great importance is given to interculturality within all levels of KU Leuven. The authors also illustrate how the diversity policy is explicitly linked to the previously published strategic policy plan of our university. In the following chapter, the goals of the diversity policy are listed, each time with points of particular attention.

The Policy Plan concludes with ten application-oriented leverage projects. A selection of these projects demonstrates the variety. For instance, extra attention will be paid to customisation in the recruitment process: students from vulnerable groups can certainly be supported even better. Better bridging programmes are also part of this. Coaches, people with practical experience, can offer help in the faculties and Programme Committees on topics such as the development of a diversity aspect in the curricula, for instance.

And the plan doesn’t just focus on measures and facilities for the recruitment and transfer of students, but also for graduation. Think of the hurdles that some students face when they enter the labour market, for example. Coordinating the various existing initiatives a bit more will make the diversity landscape more manageable, as well as more meaningful. Good communication and decent monitoring for diversity initiatives are, of course, essential.

Luc Sels: “The basic question of every diversity policy is: what kind of world do we live in? In which areas can we improve it, and what kind of competences have to be present in the institution to allow students and staff to be more confident in this world. It all boils down to never approaching people or groups in an exclusive way, but rather addressing everyone in an inclusive manner. Everyone has value. We have to give this value every possible opportunity. That's the goal of this Diversity Plan.”

KU Leuven students and staff can read the policy plan here.

 

FIVE KEY POINTS

The Diversity Plan includes a lot of elements and, sometimes, uses a fairly high level of abstraction. This is obviously not a problem for you, but we have, nevertheless, asked Vice Rector Van Audenhove to single out five key points.

1. “The Diversity Plan wants to help everyone find their own place and their own way, leaving room for their own values and talents.”

2. “In doing so, we obviously cannot lose sight of the most vulnerable members of our university community.”

3. “In terms of recruitment, we know that a number of groups don’t always find their way to the university. For these groups, often socially less advantaged, we have to continue making an effort. And we cannot always do this alone. Cooperation with secondary education, for instance, is invaluable. And our own bridging programmes, optimised and up to date, can also help in this respect.”

4. “We can improve transfer and graduation by means of good learning path counselling (‘studietrajectbegeleiding’, in Dutch – ed.), and a system of coaching in the faculties.”

5. “Also important to remember with such a new and ambitious plan: there are a lot of things that we were already doing well. We have to keep fostering these things too. With this, I’m also saying that a good diversity policy doesn’t necessarily have to be expensive, since we can build on so many elements. And the costs that do occur don’t always have to be budgeted on a special ‘diversity’ item.”  


Ludo Meyvis, translated by Shana Michiels