Equity at Central

About this page

Equity at Central is an approach. We meet staff and students where they are. This will create opportunity for advancement and provide fair access for all.

We recognise that advantages and barriers exist and that as a result, we all don’t start from the same place.

Equity is a process. We acknowledge that there are unequal starting places. We make a commitment to correct and address the imbalance.

On this page you can meet our team and review our Policies and Strategies.

Meet the Team

Kim Myers

Kim Myers, Equality, Diversity and Inclusion Manager, Kim.Myers@cssd.ac.uk

Black and white headshot of Javeria Shah

Dr Javeria Khadija Shah, Member of the Principal’s Office, Associate Director of the Centre for Inclusive Pedagogy and Practice, J.shah@cssd.ac.uk

Black and white headshot of Broderick Chow

Dr Broderick Chow, Director of Learning, Teaching and Inclusion, Broderick.Chow@cssd.ac.uk

Sabine Newman

Sabine Newman, Equality, Diversity and Inclusion Administrator, sabine.newman@cssd.ac.uk

The team at Central all have an ‘open door’ policy, so please do reach out if there is anything that you would like to discuss with them.

Equity at Central

The Royal Central School of Speech and Drama (Central) values, embraces and is totally committed to equality, diversity and inclusion. Central’s mission to shape the future of theatre and performance in the UK and beyond is contingent on a diverse and inclusive student and staff body. Excellence requires diversity as this brings richness, knowledge, innovation, new understandings and skills. 

  • Central's Values

    We believe that the biggest risk to the theatre and performance arts, industry and specialist conservatoire training is the notion that they constitute an exclusive, rather than inclusive study and career choice. In all aspects of its governance, management, academic and operational work, Central will  strive to promote, celebrate and recognise diversity and inclusion.

    Central is a learning organisation. We will be open and transparent in our deliberations, embed diversity and inclusion in our work, culture and values and  will challenge and remove any barriers to the achievement of this goal. We believe that good pedagogy, like good theatre, is fundamentally connected to global citizenship in our diverse world and we seek practically and discursively to embed equality and diversity throughout all of our teaching in order to ensure a fair basis for all students and to develop world-leading artists and thinkers.

    We recognise that definitions of diversity and equality are constantly changing and include, but are not limited to, race, gender, sex, sexual orientation, religion, class, ability, age, and nationality; considering all of these across our courses we will provide an open and inclusive environment best suited to produce 21st century leaders.

    Central celebrates and values the diversity of its workforce and student population, and believes that the School benefits from recruiting people of different ages, abilities, identities, sexual orientations, races, ethnicities, genders, religions and beliefs.

    We treat all employees and students with respect, and seek to provide a positive working and learning environment free from discrimination, harassment or victimisation.

  • Eliminating Unlawful Discrimination

    Central is committed to eliminating unlawful discrimination. We aim to monitor and reflect upon all aspects of equality and diversity.

    The information that is collected is used for enhancement of the curriculum, student and staff experience and for staff development purposes.

    We routinely monitor complaints and appeals from an equality and diversity perspective.

  • Internal Monitoring

    Central’s Equality and Diversity Committee (EDC) takes a lead in promoting a culture of diversity and equality of opportunity throughout the School. It receives Equality Impact Assessments (EIA), a tool that helps to carry out systematic analysis of the potential or actual effects of Central’s policies, strategies or processes.

    The Executive Management Group routinely discusses Equality and Diversity matters and receives minutes of EDC meetings. The Group monitors Key Performance Indicators (KPIs) including those defined by the Higher Education Statistics Agency (HESA).

    Course Committees may also discuss enhancements based upon the protected characteristics provided they are relevant to the operation of the course.

    The Governing Body receives an annual Equality and Diversity report, and has appointed an Independent Governor to act as Equality and Diversity Champion to attend EDC meetings from time to time and to review information for Governor reporting and for external publication.

  • External Reviews

    The School is required to adhere to the conditions of registration of the Office for Students, and can be subject to a Quality and Standards Review periodically. Our most recent institutional review took place in June 2013.

  • Student Involvement

    Students’ Union and elected Student Representatives.

    There is student representation on the Periodic Course Review Panel and both past and present students are able to provide to feedback on their thoughts about all aspects of the Course. Elected officers of the Students’ Union are involved in monitoring, reflection and consultation related to equality and diversity. They also work to provide students with a safe and supportive community that actively engages in the cultural diversity of the student body.

  • Outreach Programme and our Access and Participation Plan

    Central’s Outreach Programme aims to raise aspiration and attainment, and encourage progression to higher education for those learners currently under represented. You can review our Access and Participation Plan and the latest Impact Report below.