Interview: Deborah Husbands shares how Westminster’s inspirational Black History Year came about

Dr Deborah Husbands is a Chartered Psychologist and Reader in Psychology at the University of Westminster, a Fellow of the Higher Education Academy and an Associate Fellow of the British Psychological Society (BPS). Her academic research focuses on the experiences of minoritised people, using qualitative research methods and critical race theories to understand constructions of identity in higher education, ethnicity and race. Dr Husbands is a founding member and Co-Chair of the University's Black and Minority Ethnic (BME) Network and the Lead for the Black History Year Steering Group. 

How did Black History Year begin?  

I lead the Black History Year (BHY) steering group, which comprises a group of colleagues from academic and professional services, our Students’ Union and students at the University of Westminster. Soon after the murder of George Floyd in the US and the raised consciousness around it, we concluded that Black History Month (BHM) was reductive and did not do sufficient justice to the longstanding histories and contributions of Black people. I think this view was an innate feeling among some of us for a while, but the murder of George Floyd and the Black Lives Matter movement gave it some urgency.  

BHM has the effect of relegating everything about Black people and their contributions to UK society into just one month. Racism is also an ongoing daily occurrence for some of us, and it is important to recognise this. The steering group therefore has spent considerable time and effort compiling a programme that showcases Black identities and their contributions throughout the year.  

How does Black History Year function? 

The BHY programme is funded by the University of Westminster and is now into its fourth year. We are often commended by people in and outside the sector on our approach and have noticed that other universities are starting to do similar initiatives. 

I am sure that there are people are surprised that BHY has not gone away, while there are others, including the Black and Minority Ethnic Network that I co-chair, who are quietly and genuinely grateful that we continue to do this work. For most months of the year, there is some kind of event about Black people’s experiences that colleagues, students and the public can attend online or in person. Each year the steering group meets to plan, prepare and present a range of topics that reflect the experiences of Black people. 

How do you speak about the racism you have faced in your life? 

Although my life has been largely blighted by racism and discrimination, I have managed to find my way through. I have learnt to tell my story in ways that feel safe for me, but hopefully encouraging for others. For those listening with racialised identities, I want to give them a sense of hope, but coated in realism. There will be challenges in whatever context a Black person finds themselves. Some challenges will be overt, but some will leave you second-guessing whether what was said or done happened.  

I often focus on the importance of ‘calibrating,’ a term I use to describe the importance of taking time to ground oneself through difficult circumstances. Calibrating will look different for different people, but it is important for one’s mental health and wellbeing. I use journalling and spiritual practices to anchor my inner self. I also want people who are perhaps not racialised in similar ways to think of the importance of allyship as advocacy. By that I mean to really stand up for and support colleagues who are experiencing various forms of discrimination. Discriminatory experiences can be extrapolated to situations where people might feel marginalised and isolated, such as by their sexual identity, disability or religion.  

Why is it important that universities have and support BME networks? 

Equality, Diversity and Inclusion (EDI) Networks are powerful decision-making bodies that can have a real effect on achieving culture change in an organisation when they are able to take collective responsibility to effect that change and are supported in their efforts by senior leaders. Networks often have a particular structure, some form of governance, and are led by one or two chairs. Originally, my Co-Chair for the BME Network was Professor Dibyesh Anand, now interim Deputy Vice-Chancellor for Employability and Global Engagement at the University of Westminster, who worked alongside me to establish the network. The current Co-Chair is Stephen Bunbury, Senior Lecturer in Law. Networks are stronger where they can have a voice at high-level decision-making committees. At Westminster, our focus is on intersectional networks. 

Our views as the BME Network are represented at several university committees. We ensure senior leaders stay connected to the issues through regular meetings throughout the academic year, to which all members are invited. These meetings are pivotal for leaders to clearly understand the issues that can frustrate or energise us. We also benefit from learning more about the strategic direction our leadership is taking.  

Networks can feed into key policies, and we are often invited to be stakeholders at interviews for senior appointments where we can ensure that our mission for equity and inclusion is clearly communicated to prospective candidates. Essentially, we create a synergy between the leadership and diverse colleagues, and networks are critical to facilitating that work. Networks also inspire and influence the education we offer to our students through cultural change within the University. 

Learn more about Equality, Diversity and Inclusion at the University of Westminster.