new college equality and diversity essay competition march

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GEORGE BRIDGETOWER  essay competition hosted by the Alexander Crummell Fund.

George Bridgetower essay competition for students 

Departments, Faculties and Colleges are asked to pass this information to their students. 

Current Cambridge undergraduate and postgraduate students are invited to enter the George Bridgetower Essay Prize Competition. This annual competition was previously hosted in partnership with the Legacies of Enslavement Inquiry and the Alexander Crummell Fund, and is currently coordinated by the Black Advisory Hub .

With a prize of £1,000, essays must be a maximum of 2500 words, and creative interpretation of the traditional supervision essay is welcome.  The due date is 1 September 2024, with further information about this year's essay question, the submission process, student eligibility and the judging criteria all available here .  

Read the 2023 winning essay here

‘From 1849 to 1853, the abolitionist and pan-Africanist Alexander Crummell studied at Queens’ College, Cambridge. His graduation ceremony was an historic occasion for Cambridge, as Crummell is the first recorded Black graduate of the University*. At the ceremony, an individual from the gallery reportedly called out, “Three groans for the Queens’ n*****” … A pale slim undergraduate … shouted in a voice which re-echoed through the building, “Shame, shame! Three groans for you, Sir!” and immediately afterwards, “Three cheers for Crummell!” This was taken up in all directions … and the original offender had to stoop down to hide himself from the storm of groans and hisses that broke out all around him.’

C. Benson, Fellow of Magdalene College, Cambridge, The Life of Edward White Benson, vol. 1 (1899), p. 109.

*Recent research concludes that Alexander Crummell was the first Black individual to fully matriculate, study with residence and graduate from Cambridge. However, the records do show that George Bridgetower (or sometimes Bridgtower) received a BMus in 1811 and can indeed be considered a graduate by the definitions of the time. The requirements for a Bachelor of Music were quite unlike those for other Bachelor’s degrees, as follows:

He must enter his name in some College. His exercise is a solemn piece of Music of his own composing (to be examined by the Professor before the performance) to be performed at the appointment of the Vice-Chancellor before the University. It is usually performed at St Mary's Church on the Commencement Sunday. 

The Trinity Hall alumnus has a room in the College named after him and you can read more about him on the  Trinity Hall website . 

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How to Write a Strong Diversity Essay for College Applications

A diversity essay is a vital part of many college applications, allowing you to showcase how your unique experiences and perspectives contribute to the campus community. Here’s how to craft a compelling diversity essay:

1. Understand the Prompt

– Clarify the Requirements: Carefully read the essay prompt to understand what the college is asking. Some prompts may focus on diversity in terms of race, ethnicity, socioeconomic status, or personal experiences.

– Reflect on Your Experiences: Consider how your background and experiences fit with the prompt and how they have shaped your identity.

2. Identify Your Unique Perspective

– Highlight Personal Experiences: Think about specific experiences that have shaped your understanding of diversity. This could include cultural heritage, personal challenges, or significant life events.

– Showcase Your Identity: Discuss aspects of your identity that are unique or underrepresented. This might include your cultural background, socioeconomic status, family history, or experiences with social justice.

3. Tell a Compelling Story: Diversity Essay for College Applications

– Use Anecdotes: Share personal stories or experiences that illustrate your perspective on diversity. Stories are more engaging than abstract descriptions and help paint a vivid picture of who you are.

– Be Authentic: Write in a genuine and personal voice. Admissions officers value authenticity and want to hear your true experiences and feelings.

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4. Demonstrate Impact and Growth

– Show How You’ve Grown: Explain how your experiences have led to personal growth or changes in your perspective. Highlight any challenges you’ve overcome and what you’ve learned from them.

– Illustrate Your Contributions: Describe how you plan to contribute to the campus community. Explain how your background and experiences will enrich the diversity of the college.

5. Connect to the College: Diversity Essay for College Applications

– Align with College Values: Research the college’s values and mission regarding diversity and inclusion. Tailor your essay to align with these values, demonstrating how you embody them.

– Discuss Campus Impact: Explain how your unique perspective will positively impact the campus community. This could include contributions to campus discussions, cultural organizations, or community service.

6. Craft a Strong Introduction and Conclusion

– Engaging Introduction: Start with a compelling introduction that grabs the reader’s attention and sets the stage for your story. Use a hook or an intriguing anecdote.

– Reflective Conclusion: Conclude by summarizing how your experiences have prepared you for college and how you envision your role on campus. Reinforce the main themes of your essay and leave a lasting impression.

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7. Revise and Edit: Diversity Essay for College Applications

– Seek Feedback: Share your essay with teachers, mentors, or peers who can provide constructive feedback. They can help you refine your narrative and ensure clarity.

– Check for Errors: Proofread for grammatical errors, spelling mistakes, and clarity. A well-polished essay reflects your attention to detail and commitment.

8. Avoid Common Pitfalls

-Steer Clear of Stereotypes: Avoid cliches or stereotypes about diversity. Focus on your personal, unique experiences rather than general or overused narratives.

– Be Specific: Provide specific examples rather than general statements. Concrete details make your essay more impactful and memorable.

By following these guidelines, you can craft a strong and impactful diversity essay that effectively communicates your unique perspective and potential contributions to the college community.

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Law Essay Competition for Students: the winning essay, 2022

Parklane Plowden have a shared vision which is to ‘ make a positive difference in all we do ’ through expert advice and advocacy, excellent client care and by being the place where talented people want to work. We are committed to increasing diversity at the Bar generally, and Chambers specifically. In March 2022 , we partnered with the University of Leeds Law School to invite their students for a chance to win £250 and be published on parklaneplowden.co.uk , as well as the University of Leeds, School of Law websites.

The winning essay is the answer to the below question:

What are the most pressing equality, diversity and inclusion issues facing the Bar today, and how can we overcome them?

The Bar: Achieving Equality for All

An Analysis of the Issues Concerning Equality, Diversity and Inclusivity at England’s Bar.

Written by Katherine Lytle , LLB Student at the University of Leeds

March 25, 2022

The idea of equality, diversity and inclusion at the Bar seems quite paradoxical. Comprised of Barristers, the individuals whose roles are to advocate for individuals’ rights, the system remains unequal to minority groups. The 2022 Bar Equality, Diversity and Inclusion (EDI) Directory recognizes several minority groups that remain disadvantaged at the Bar, including women, people of colour, individuals with disabilities, and those belonging to the LGBTQIA+ community; although the most commonly reported issues relate to gender and ethnicity. 1 While organizations at the Bar have made a concerted effort to minimize the disadvantages faced by these groups, such as the Bar Standards Board (BSB), The International Bar Association, and the Bar Council, what remains is a Bar that is not representative of our wider, diverse society. As Lord Neuberger has stated, “The Bar can only flourish and retain public confidence if it is a diverse and inclusive profession. 2

While the Bar as a whole has become more inclusive, the statistics remain troubling. Research on female and BAME Barristers highlights that, despite more entering the Bar, fewer move onto senior positions and remain in less prestigious specialities. 3 The Law Society, in a report on Undergraduates in Law, reported that of those accepted into Law courses in 2020, 70% were female and 41% were of minority ethnic groups. 4 The BSB 2021 Statistics, however, prove an unsettling reality that only 39% of practising Barristers and only 18% of the Queen’s Counsel are women. 5 Further analysis shows that 61% of the Family Bar is made of female Barristers, while only 25% are at the Commercial and Chancery Bar. 6 The same troubling statistics from the BSB apply to Barristers of minority ethnic backgrounds, which comprise only 15% of practising Barristers and 9% of the Queen’s Counsel. 7

A 2020 BSB Report also suggests an underrepresentation of individuals with disabilities, comprising only 6.3% of the Bar, compared to 11.3% of the workforce. 8 This is indicative of the systematic obstacles faced by minorities at the Bar.

Two further issues concerning minority groups at the Bar must be addressed for wide-scale change to take place. The first involves the lack of diversity among the Boards and Counsels that are tasked with encouraging equality and diversity (E&D) at the Bar. As Amanda Pinto QC has noted, not only has the Bar Council not done enough to support minority Barristers, but the Counsel itself is not diverse enough to be its most effective. 9 A second issue concerns the lack of attention that issues of diversity at the Bar are given in comparison to Solicitors. 10 Steven Vaughan, Senior Lecturer at University College London has noted that there is a particular lack of attention towards the intersectionality of Barristers in question, with most data simply stating their gender or ethnicity. 11 Not only are there are many other minority groupings that must be considered to compile accurate data, but how they intersect with each individual is also of importance.

While it is clear that there are significant issues with E&D at the Bar, acknowledgement and understanding is only the first step to making a more diverse practice. Recommendations from different reports, including the Bar EDI Directory, The Bar Council’s 2021 Race at the Bar Report, The Legal Services Board, and the BSB 2020 Anti-Racist Statement, provide a good guide for how the Bar as a whole, and individual chambers, can improve E&D. Three overarching goals should be considered: increased data collection; creation of an action plan and targets; and enforcing positive action measures and accountability. To begin with, it is essential that chambers complete a yearly E&D audit, both of staff and existing policies, to ensure a clear understanding of the nature and extent of inequalities faced, to properly implement changes. 12 Secondly, based on data collected, chambers should create an action plan to better promote E&D, and set yearly targets that must be met. Current statutory guidance should also be considered in creating such targets. 13 At the end of each year, performance should be evaluated and reported. Finally, chambers must take positive action measures and be held accountable. This can be done in a several ways, including:

• Requiring annual diversity and de-bias training. As The Bar Council suggests, all Barristers and Staff working at the Bar should complete annual E&D training, with enhanced training for senior members. 14 This will encourage awareness of the E&D issues at the Bar, which will, in turn, promote an inclusive environment. 15
• Ensuring E&D policies are clear to all Barristers.
• Improving recruitment to avoid bias. As The Bar EDI Directory states, a more inclusive recruitment approach, whereby mitigating circumstances and alternative forms of experience are given higher weighting, is essential. 16
• Establishing an Equality and Diversity Officer to encourage progress and hold senior chamber members to account. 17
• Ensuring leadership on E&D is done from the top, keeping senior members of chamber involved. This will enhance visible leadership and promote sustained action through all levels of the Bar. 18
• Holding ALL chambers accountable for their commitments. Without accountability, ensuring that all members of the Bar commit to increased E&D, we cannot truly make progress.

There is much to be done for the Bar to become a place of inclusion and equality for minority groups. The troubling statistics demonstrate that minority groups' are at a disadvantage in the profession, despite efforts to improve the situation. There is also little attention paid towards diversity among Barristers compared to Solicitors, and a lack of diversity among those spearheading change, resulting in a system of deep-seated prejudice where minority Barristers are not given the opportunity to reach their full potential. For the Bar to become more diverse, and thus reach its fullest potential and credibility, additional measures need to be implemented. Through increased data collection, target-setting, positive action and accountability, the Bar will become the embodiment of the inclusive and diverse society that it represents.

• Amanda Pinto QC, ‘Black Lives Matter: In society, in justice and at the Bar’ (Counsel Magazine, 18 June 2020) https://www.counselmagazine.co.uk/articles/black-lives-matter-in-society-in-justice-and-at-the-bar accessed March 23.
• Bar Standards Board, Diversity at the Bar 2020 (2020).
• Bar Standards Board, ‘Statistics about the Bar’ (Bar Standards Board, 2019) <https://www.barstandardsboard.org.uk/news-publications/research-and-statistics/statistics-about-the-bar.html> accessed March 23.
• Barbara Mills QC, Simon Regis, ‘Race at the Bar: the time is now’ (Counsel Magazine, 7 January 2022) <https://www.counselmagazine.co.uk/articles/race-at-the-bar-the-time-is-now> accessed March 23.
• Legal Services Board, ‘Encouraging and promoting a diverse legal services sector’ (Legal Services Board, 2020) <https://legalservicesboard.org.uk/our-work/ongoing-work/encouraging-and-promoting-a-diverse-legal-services-sector> accessed March 23.
• Raggi Kotak and Anne Power, ‘The anti-racist chambers’ (Counsel Magazine, 21 December 2021) <https://www.counselmagazine.co.uk/articles/the-anti-racist-chambers> accessed March 23.
• Sam Mercer, ‘All inclusive? Work is ongoing to improve diversity at the Bar’ (2015) 165 New Law Journal 17.
• Steven Vaughan, ‘’Prefer not to say’: diversity and diversity reporting at the bar of England and Wales’ (2017) 24 International Journal of the Legal Profession 207.
• The General Council of the Bar, Entry to the Bar Working Party (Final Report, 2007).
• The General Council of the Bar, Race at the Bar: A Snapshot Report (2021).
• The General Council of the Bar, The Bar Equality, Diversity and Inclusion Directory (2022).
• The Law Society, ‘Entry trends: Undergraduates and graduates in law’ (The Law Society, 25 November 2020) <https://www.lawsociety.org.uk/en/career-advice/becoming-a-solicitor/entry-trends> accessed March 23.
• The General Council of the Bar, The Bar Equality, Diversity and Inclusion Directory (2022) pg. 2, 3.
• The General Council of the Bar, Entry to the Bar Working Party (Final Report, 2007) pg. 5.
• The Law Society, ‘Entry trends: Undergraduates and graduates in law’ (The Law Society, 25 November 2020) https://www.lawsociety.org.uk/en/career-advice/becoming-a-solicitor/entry-trends accessed March 23.
• Bar Standards Board, ‘Statistics about the Bar’ (Bar Standards Board, 2019) https://www.barstandardsboard.org.uk/news-publications/research-and-statistics/statistics-about-the-bar.html accessed March 23.
• Mercer, ‘All inclusive? Work is ongoing to improve diversity at the Bar’.
• Bar Standards Board, ‘Statistics about the Bar’
• Bar Standards Board, Diversity at the Bar 2020 (2020) pg. 19.
• The Bar Equality, Diversity and Inclusion Directory [pg. 38].
• Legal Services Board, ‘Encouraging and promoting a diverse legal services sector’ (Legal Services Board, 2020) https://legalservicesboard.org.uk/our-work/ongoing-work/encouraging-and-promoting-a-diverse-legal-services-sector accessed March 23.
• The General Council of the Bar, Race at the Bar: A Snapshot Report (2021) pg. 54.
• Raggi Kotak and Anne Power, ‘The anti-racist chambers’ (Counsel Magazine, 21 December 2021) https://www.counselmagazine.co.uk/articles/the-anti-racist-chambers accessed March 23.
• Barbara Mills QC and Simon Regis, ‘Race at the Bar: the time is now’ (Counsel Magazine, 7 January 2022) https://www.counselmagazine.co.uk/articles/race-at-the-bar-the-time-is-now accessed March 23.
• The Bar Equality, Diversity and Inclusion Directory [pg. 24].
• Ibid [pg. 41].

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Magdalene Arts and Humanities Essay Competition

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Magdalene College is delighted to announce a brand-new Arts and Humanities Essay Competition for 2023. The competition is open to students attending state-maintained schools in the UK, and who are in their penultimate year of education (Year 12 in England and Wales, S5 in Scotland, or Year 13 in Northern Ireland).

The essay questions cover the breadth of arts and humanities subjects offered at undergraduate level at the University of Cambridge. Questions are often multi-disciplinary, designed to encourage entries to consider the connections between various subjects, and to allow entries to approach the question from varying angles. Effective essays will present a clear argument supported by specific, relevant examples.

Please view the competition rules and essay questions  here.

Magdalene College’s Schools Liaison Officer is delivering a series of webinars to provide advice on the stages of the essay-writing process.

• ‘Planning and Researching’ – Wednesday 22 February 2023, 16:30-17:30
• ‘The Writing Process’ – Wednesday 15 March 2023, 16:30-17:30
• ‘Refining and Referencing’ – Wednesday 29 March 2023, 16:30-17:30

If you would like to attend any of the webinars, please sign up here .

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Coming Soon

TRI-STATE CONFERENCE ON DIVERSITY & INCLUSION SEPTEMBE R 19, 2024

Tri-state conference on diversity and inclusion, 2022 undergraduate student diversity essay contest.

All entries must be submitted by 5:00 pm on August 22, 2022.

The Undergraduate Student Diversity Essay Contest, sponsored by the Tri-State Conference on Diversity and Inclusion Planning Committee, is intended to increase awareness, promote understanding and engage students in a discussion to help foster diversity and inclusion within the university/college community.

Essay Topic

“Not everything that is faced can be changed, but nothing can be changed until it is faced.”   -James Baldwin

How have your life experiences led to your views on diversity and inclusion today? ?o you feel things are equitable for all? If not, What improvements  would you make and what hinderances would you  mitigate  to  encourage restorative practices? 

Who Can Enter?

Undergraduate students enrolled at any of the seven partnering institutions: 

Ohio University Southern

Marshall University (Includes Medicine & Pharmacy School)

Ashland Community & Technical College

Shawnee State University

University of Rio Grande & Rio Grande Community College

Mountwest Community & Technical College

Morehead State University

Students must be enrolled in at least six credit hours for the spring 2022 and fall 2022 semesters.

Contest Guidelines

Each student may submit one essay.

The maximum length of essays should be 3-5 pages. 1000 words maximum.

The essay should be double-spaced, use 12-point type size in Times New Roman or Barlow font, with 1-inch margins and numbered pages.

Essays must be the original, unpublished work of the student.

No name or other identifying references should appear anywhere in the essay, which includes the cover page.

Keep a copy of your essay since no materials will be returned.

Award Information

$750.00 one-time scholarship

The winning student will be notified via email.

The selected winning essay will be announced during the Tri-State Diversity Conference on Diversity and Inclusion.

By accepting this prize, winners grant to the Tri-State Conference on Diversity and Inclusion Planning Committee and all seven partnering institutions the right to edit, publish, copy, display and otherwise use their entries in connection with this contest, and to further use their name, likeness, and biographical information in advertising and promotional materials, without further compensation or permission, except where prohibited by law. No responsibility can be assumed for lost or late mail. Entries will not be returned.

How to submit your essay

Complete the online Undergraduate Student Diversity Essay Contest Entry Form

Attach your essay (No name or other identifying references should appear anywhere in the essay which includes the cover page)

Submit the essay

You will receive a receipt once the essay has been successfully submitted

To submit your essay:

https://ohio.qualtrics.com/jfe/form/SV_9ZXS5SYLCS3O3oF

All submissions become the property of the Conference Planning Committee and may be used by the Conference Planning Committee in accordance with their mission.

A seven-member panel of faculty, one representing each campus, will evaluate each submission and select the winning essay. The panel’s decision will be final.

​Selection Process

Essays will be judged according to:

Research and use of relevant sources.

Quality and clarity of message.

Understanding, interpretations, and conclusions regarding diversity and inclusion in the context of the essay topic.

Full compliance with all competition procedures.

Marlita Cadogan

Coordinator | Student Life, Diversity & Inclusion

Phone: (740) 351.3516

[email protected]

Robert Pleasant

2021 Conference Committee Chairperson

Associate Director-Office of Student Services

Phone: (740)533.4608

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List of Essay Competitions/ Challenges for Year 12s

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Hogan Lovells Equality and Diversity Essay Competition 2022

This essay competition is open to all undergraduate students in the Oxford Law Faculty, including those who were finalists in the 2021-2022 academic year.

Competition entries will be judged by a distinguished panel comprised of Rt Hon Lord Justice Singh ,  Kristin van Zwieten   and  Ciara Kennefick .

A prize of £1,000 will be awarded to the winner of the competition. This sum has been set with a view to enabling the prize-winner to take up opportunities for vacation work that might otherwise be inaccessible given travel and accommodation costs. The winning essay will also be published on the Oxford Law website.

A second prize of £250 will be awarded to the runner-up.

The judges may, at their discretion, select additional essays for special commendation. 

Essay question

This year’s question is: What is the role of law in ensuring equality of opportunity in society?

Submissions will be evaluated by reference to the clarity and cogency of the argument developed in response to the question.

Word limit and style

Your essay must be no longer than 2,500 words, including all footnotes/endnotes.

Footnotes/endnotes should be in OSCOLA format. Bibliographies are not required.

Essays should be typed and submitted in Word format, using size 12 font.

Submission process

Essays must be submitted to [email protected] by no later than midday on Monday 19 September 2022 . The winner and runner-up will be announced in the first three weeks of Michaelmas term.

Your covering email should include a statement that the essay you are submitting is entirely your own work, except for where otherwise indicated, as well as a statement of the word count (again, including footnotes/endnotes).

Essays will be anonymised before being given to any judge for evaluation.

Download the terms of the competition

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