Author: Avneet Kaur Sandhu

Seeing the advert for an internship under Newcastle University’s Careers pages was how I came to know about NU-REN. It was news to me that such a network even existed and given my interest in the issues of racial equality, I had to apply for the position.

After being successful for the role, I- Avneet– became NU-REN’s inaugural intern and this was quite exciting ! From the interview to attending the first NU-REN committee meeting, seeing so many faces from so many different backgrounds was a first for me. During my time at Newcastle University, I have been in rooms and zoom-calls with a predominantly White cohort- whether it be my lecturers or my peers. However, working for NU-REN made me realise that there are actually racially minoritised individuals working for Newcastle University and it was even more comforting to know that these individuals had a network where they felt supported and connected.

During my time as an intern, I have been met with extremely warm and welcoming individuals. Every member ensured that I was consistently supported in my role and I knew I could reach out to anyone for help without hesitation. The network offers a safe space for individuals from minoritised backgrounds to share their experiences whilst sharing with them an immense bank of resources that enlightens them. From the weekly bulletins to the lively twitter feeds, the network is committed to ensure that its members have a productive environment in which they can truly thrive. I am so honoured to have been a part of this network and it actually saddens me that my time with the network is temporary.

If I do return to Newcastle University as a PGR student or a staff member, I will definitely seek to join the network as a member because of the wonderful time I have had here as an intern!

Roleplaynorth at Newcastle University is a well-established team of professional role-players and trainers. Role players support medical roleplay (as simulated patients) across the region for communication skills teaching and exams in Medicine and Dentistry. They can be from all walks of life who are willing and able to learn and portray a role convincingly. Demand for work fluctuates throughout the year and there is flexibility for role players to choose to work only a couple of days a year, if desired. They are offered training and supervision.  

Involvement of individuals with BAME (Black, Asian and minority ethnic) background will be very valuable as it would reflect our diverse community and thus is essential in education. If you are interested in applying or would like to find out more, please let us know. If you are successful at interview, you will be offered Newcastle University contingent worker contracts. Starting pay will be £14 per hour.  

Note: COVID-19 Update- Due to the current situation some  sessions will be going ahead online via Teams or Zoom.

By Meenakshi Swamy (meenakshi.swamy1@newcastle.ac.uk)

There are many reasons for joining NU-REN. From getting support on the matters of racial inequalities to  gaining resources on racial equity in a safe space, joining NU-REN will open you up to many opportunities for career and professional development.

We asked our members why they joined the network and this is what they had to say:

“I strongly believe in social justice, where people are judged according to ‘who they are’, rather than ‘what they are’. This passion stems from my own principles, and also my background. I’m from a British-Pakistani background brought up in a white working-class area of Manchester. I witnessed and faced racial discrimination first-hand and in different forms from my early years onwards. One thing that increased my acceptance or ‘street cred’ within my white peer group were my football skills. No one should have to be good at football or something else to be accepted. I would like to use my lived and learnt experiences to promote equality within the University and beyond.”

Anjam Khan, Member

“I have joined this network to be a part of community where we can connect and support each other, and seek to identify and find solution to racial inequalities.”

Gaurav Kaushik, Member

“Through my involvement in the Inclusive Futures programme I was introduced to the network. This has been a great place to meet and engage with a diverse group of members that I might not have met in my work role.”

Andeep Sull, Member

“Managing the day-to-day activities of students, staff and the programme as the degree programme director for the Accounting & Finance programme (NCL-London) expanded my understanding of the diversity around us. This equipped me with knowledge and an interest to support the efficiency of NU-REN service to diverse communities.”

Dr Ekaete Efretuei, Member

“I see the network as a way of creating a sense of community on campus. I joined to help support people and raise any concerns that they might have.“

Vivek Nityananda, Member

“I joined the network to help amplify the voices of minoritised staff and students and improve representation and inclusion in the university.”

Fatima Ulhuq, Member

“I joined the network initially to connect with colleagues from across the University and to be part of the NU-REN Community. I also wanted to be involved in contributing to policies and strategies on race equality that impact me and my work.”

Umbereen Moir

 “I’ve always believed it’s important to have a diverse and inclusive workforce, which made me join NU REN network.”

Lishan Sung, Member

Dates: 12 and 21 February 2019

Engagement event in a workshop style

Event organised to explore the experiences of the BAME Staff in small groups across the University. Culminated in report that was submitted to the EDI forum via the Dean of EDI

Event aimed at all grades of BAME Staff at the University

Date: 23 October 2020

Virtual Conference Event

Conference type with Opening Speech given by MP for Newcastle Central and Keynote Speech by Mr. Roger McKenzie (Assistant General Secretary, Unison), .  Awareness-raising Session on ‘Understanding Racial Microaggression’ delivered by Kelechi Dibie.

Who attended?

Attended by over 140 delegates including Network Chairs, Staff Network Members and linked to NU-REN; North East Ambulance Service; Newcastle Upon Tyne Hospitals (NUTH); Gateshead Health NHS Foundation Trust; Head of EDI-NUTH; County Durham & Darlington NHS Foundation Trust; Newcastle City Council; EDI Lead for South Tyneside and Sunderland NHS; Northumbria Healthcare; Cumbria, Northumberland, Tyne & Wear NHS Trust; Northumbria Police; Tees Esk & Wear Valley NHS,  

Date: 14 November 2019

Roundtable Event

A lively discussion and debate organised by Newcastle University’s BAME Staff & PGR Network, chaired by Prof. Sharon Mavin, Head of Business School and attended by the following special guests:

External, non-University

• Bukola Adisa, MD, Barclays plc
• Susan Fulton, Director HR, Homegroup
• Sanjay Bhandari, Chair, Kick it Out
• Sarah Churchman OBE, Chief Wellbeing and Inclusion Officer, PwC
• Ian Dunn, Provost, Coventry University
• Adirupa Sengupta, Chief Executive, Common Purpose
• Professor Kiran Trehan, Director of External Engagement, Birmingham University
• Abies Iriowen, Diversity and Inclusion Advisor, FDM Group
• Nitin Shukla, Policy, Performance and Scrutiny Officer, Office of Police and Crime Commissioner
• Shwetal Shah, International Technology Planner, Medicom

Internal, University hosts

• Professor Julie Sanders, Deputy Vice-Chancellor
• Professor Judith Rankin, Dean of Diversity.

Who Attended?

Open to all BAME Network Members from Newcastle University and external BAME invitees from Northumbria and Durham University

Date: 10 October 2018

The Launch Event

Event featuring Keynote Speaker: David McQueen (professional facilitator, world-class speaker, and executive coach) on BAME issues and racism. His session was an opportunity to ask questions and explore questions about racism and tips for success and Network members.   Entertainment included: Bollywood dancers and an African Drummer.   Buffet featured food from different countries namely: China, India, Pakistan, Indonesia and Nigeria.    

Who attended?

All members, allies, guests and well-wishers from the University community.  About 84 attendees from across the University registered to attend the event. Allies and numerous non-BAME colleagues also signed up to attend.  

Originally coined by Crenshaw (1991), the term intersectionality was first used to describe the racism and sexism faced by women of colour- a crossover of two kinds of discrimination which is often not acknowledged but commonly experienced by women of colour. Today, the term is often used to describe a vast array of combinations of struggle faced by individuals belonging to two or more marginalised groups. The intersecting nature of race, class, gender, and other marginalising characteristics means that intersectionality is a concept that can no longer be disdained.

Despite the logical nature of the intersectionality which aims to define a previously undefined phenomenon, the term has not met acceptance in the wider society. While many conservatives believe that intersectionality infers special treatment of minorities, White feminists argued that the term was utter jargon and too academic for any common person to understand (Coaston, 2019; Eddo-Lodge, 2018).

But if intersectionality is not jargon or special treatment of minorities, what is it? Intersectionality can be viewed both as a theoretical framework and a discursive practice in human rights and social justice. Crenshaw’s originally misconstrued representation of intersectionality is rather a deep dive into the deep structural accounts of discrimination and inequality.

Intersectionality describes a way of understanding how overlapping aspects of a person’s identity shape their experiences of inequality and privilege.

Multitudes Blog, Newcastle University

Taking one look into an individual’s life who has more than one marginalising characteristic can make it apparent that intersectionality is a very real phenomenon. Settles et al. (2020) argue that intersectionality has been subject to epistemic exclusion and call for dominant and mainstream scholars to evaluate intersectionality and discuss its appropriate application to minimise this exclusion.

At NU-REN, we recognise the importance of intersectionality and we embed this in our vision. If you are a part of another minoritised group, you may find the [MULTITUDES] Project at Newcastle University quite useful.

By Avneet Sandhu, NU-REN Ambassador

References

Coaston, J. (2019, May 28). Intersectionality, explained: meet Kimberlé Crenshaw, who coined the term. Vox. https://www.vox.com/the-highlight/2019/5/20/18542843/intersectionality-conservatism-law-race-gender-discrimination

Crenshaw, K. (1991). Mapping the Margins: Intersectionality, Identity Politics, and Violence against Women of Color. Stanford Law Review, 43(6), 1241. https://doi.org/10.2307/1229039

Eddo-Lodge, R. (2019). Why I’m No Longer Talking to White People About Race (Reprint ed.). Bloomsbury Publishing.

Settles, I. H., Warner, L. R., Buchanan, N. T., & Jones, M. K. (2020). Understanding psychology’s resistance to intersectionality theory using a framework of epistemic exclusion and invisibility. Journal of Social Issues, 76(4), 796–813. https://doi.org/10.1111/josi.12403