Following the winter break, we understand that there are questions and concerns from some members of the LSE community about the School Management Committee (SMC) decision to not renew our Stonewall membership. Below, we include an open letter to the Spectrum network from SMC which sets out this decision and next steps.  

Since this message was shared with the Spectrum Committee late last year, work has begun at pace to take this critical work forward. A set of concrete actions are in development - covering support, funding and incorporating external accountability - to fulfil our commitments so that all members of the LSE LGBTQ+ community feel valued and supported. Discussions on these actions have resumed this week, to keep momentum with this ongoing work. We look forward to sharing this plan and opportunities to contribute and shape it in the term ahead, so look out for further updates in Staff News. 

Dear all,    

We wanted to let you know that following discussions across our School community, and after careful consideration of the range of perspectives shared, LSE’s School Management Committee has taken the decision to not renew our institutional membership to Stonewall.    

We understand that this will be difficult news for some members of Spectrum, especially given everyone’s thoughtful contributions to conversations on this matter, tireless activity in our Workplace Equality Index submission and efforts in creating a thriving internal network to support staff and stand in partnership with students. This decision was extensively thought through, and we want to reassure you that it does not detract from LSE’s clear and unwavering dedication to all LGBTQ+ staff and students.   

Below we set out how this decision was taken with this commitment in mind, as well as how we propose to continue this critical work through our previous workplace equality action plan, student focused initiatives and with important additional checks such as external advice embedded within our approach. We also want to stress that we want to continue working in dialogue and collaboration with you, to help shape how we take this important work forward with your input and expertise, especially in seeking your guidance on how additional funds for Spectrum should be allocated. 

We appreciate that the timing of this message near the end of term may be challenging. Our aim in writing to you now is to let you know as early as possible and offer discussions before School closure, all whilst recognising that there must be ongoing and open engagement after the break.  

Finally, we are so thankful to the Spectrum network for working with us already to make ongoing and long-lasting improvements for students, staff and our School overall. As an institution we have developed and achieved so much over recent years because of the network’s dedication and hard work. 

Thank you.  
  
LSE School Management Committee  
  
_______________________________________________________ 

Further information on School Management Committee decision    

This decision is firmly rooted in how to best build on the excellent work already taken – by the LGBTQ+ Steering Group, Spectrum, and many across the LSE community – to meaningfully and tangibly enhance the experiences and inclusion of all LGBTQ+ students and staff at LSE.    

As outlined previously, after our most recent Workplace Equality Index submission LSE wanted to review whether we are receiving a good service from Stonewall as part of our annual membership renewal. At the same time, we committed to taking forward actions from our 2021-2022 submission to create meaningful change now, broadening our approach to identify student initiatives which our workplace equality submission does not cover as a staff-focused programme of activity.   

Engagement with colleagues as part of this review brought forward many varied views on Stonewall from across LSE, including amongst our LGBTQ+ staff community. After extensive and thoughtful reflection upon all perspectives, SMC believe the best way to ensure ongoing advancement of equity, diversity and inclusion, which includes sustaining LSE as a place for the free exchange of ideas and academic discussion, is through not renewing our membership.   

This is because LSE’s role as an institution is to enable us all to come together to discuss, effect change and challenge through education practices, academic research and rigorous debate. This is within a framework of tolerance for different points of view, alongside dedicated work to make sure our policies and practices enhance the experiences of all across our School and support our community.   

Our focus must be how we sustain LSE as a place where all these endeavours are realised, rather than taking any stance or implied alignment with external bodies that reflect one position in a complex and sensitive area, which impacts our LSE community. At the same time, we want to take a School-wide approach that considers all experiences from across our institution, in line with our strategic priority to develop LSE for everyone and Ethics Code. Stonewall’s Workplace Equality Index is a staff-focused framework that does not cover student and alumni matters.   

Next steps    

As a leadership team, SMC gave a clear directive that we must build on what we do at our School to create an inclusive environment where every individual, including LGBTQ+ students and staff, can work, study and thrive, all while feeling valued and supported. This must – and will – remain our approach, alongside ensuring freedom of academic enquiry, thought and speech within the law.   

SMC have asked that:    

• LSE continues to enact meaningful change now, to inform ongoing work and ensure enhancements create an even more inclusive School for students as well as staff. This will be in collaboration with the LGBTQ+ Steering Group, as well as with Spectrum’s advice.   
    
• External advice is embedded into LSE’s approach to assist in monitoring progress against delivery of our workplace action plan and LGBTQ+ commitments, ensuring accountability and guidance from both inside and outside LSE so that we are aligned with wider good practice around equity, diversity and inclusion.  
    
• There is ongoing and enhanced assistance, including additional finances, for Spectrum, and other activities to provide greater opportunities for our LGBTQ+ students and staff to connect with one another. Spectrum will play an essential role here in deciding how these funds are used.   

During recent discussion, some colleagues also referenced concerns around staff capacity to fulfil our EDI commitments. We want to assure you that strengthening staffing for equity, diversity and inclusion is a priority, but is a separate matter that will be undertaken independently of this work.   

Alongside this, we very much want our partnership with the network to continue and strongly encourage you to contribute, in a way that feels right for you, as we collectively take this critical work forward. We are available to meet to discuss in more detail.   

This open letter was originally sent on 8 December 2022 for sharing.