1. Race Matters: A report on the experiences of Black staff in the student movement
NUS Regional Meetings – January 2015

2. Session objectives In this session you will:
Hear about current research on race inequality and employment
Consider and reflect on the Race Matters research findings
Explore your unions possible barriers to Black staff representation
Hear about the report recommendations
Consider how to begin to address the report findings

3. Terminology
Black staff - staff who are from African, Asian, Arab and Caribbean communities  
Staff - referring to non-student staff.

4. Why carry out this research?
All NUS Diversity Surveys from 2005 to 2012 highlighted the lack of ethnic diversity at every staff level
Diversity Survey: 7% of respondents were Black (77) and majority of h senior managers are white - only 4% identified as Black
Race for Opportunity research: based on current trends, the proportion of Black staff in management positions will never reflect the overall population.

5. Why carry out this research?
HE: out of 17,800 professors, 5% are Asian and 0.5% are Black African or Caribbean (HESA)
Ethnicity pay gap in the HE sector in favour of white academics, and Black staff are less likely to be on permanent employment contracts (ECU)
Black staff in the FE sector identified racism and discrimination as the main barrier to their recruitment, retention and progression

6. Aims of the research project
Begin to understand why the proportion of Black staff in students’ unions is low
Better understand the experiences of Black staff in students’ unions
Expose any barriers that Black staff may face
Use the findings to inform targeted work to increase the recruitment and retention of Black staff in students’ unions

7. Headline findings: Working in the student movement
40% cited the values of the student movement as what attracted them to working in a students’ union
25% had either been an officer or student staff member and wished to continue working in the student movement as a result
“I love the energy and vibe in a SU and the possibility for driving large-scale change, as well as the opportunity to lead and promote good values.”

8. Headline findings: Career development
50% of respondents stated that they had good career development opportunities. While 35% disagreed or strongly disagreed that they had access to career opportunities
Respondents indicated that the structure of their organisation was not favourable to career progression and that there was a lack of support from other colleagues to progress
“It's interesting to note that other non-Black peers in my professional network, who began at the same level as me, have advanced to more senior roles within organisations at a much quicker pace.”

9. Headline findings: Inclusion
79% of respondents agreed that their union was an inclusive and diverse place to work.
“As there are so few Black staff, it can be seen as if their union does not appreciate equality, as it is not reflected in the workforce.”
“Many of the equality and diversity things seem to be tokenistic and patronising. They are done and organised by white people to tick a box and say, ‘Yay!!! We are an ethnic-friendly place! Look at us! We are better than xxx union,’ rather than actually talking to the BME staff members and seeing what they want.”

10. Headline findings: Lack of ethnic diversity
A reason for the lack of Black staff representation is because the student movement is dominated by white staff and sabbatical officers
There’s a correlation between the lack of Black officers and the lack of Black student union staff
“The lack of Black sabbatical officers is mirrored by the lack of Black staff, because a large number of people in the movement have been officers before. Therefore if Black students are not sabbatical officers, it is rare that they will become staff members.”

11. Headline findings: Increasing ethnic diversity

12. Headline finding: Discrimination
18% of respondents had experienced racism while working in a students’ union. However, despite knowing how to report such incidents, only a quarter went on to do so.

13. In pairs discuss your initial thoughts on the headline findings
Are our surprised by the findings or is it a confirmation of what you thought was the case? Anything else?

14. Why is it important to increase Black staff representation?
To fully represent the diversity of students
The movement’s core values are equity and social justice
We’ll create more effective unions as diversity brings diverse ideas and perspectives.
Black staff can act as role models, which can lead to more Black students running in elections.  
“If more ethnic minorities were employed within the union then all students would feel that they relate to the union.”

15. Exercise: in pairs:
Identify which issue outlined in the findings is pertinent for your union:
Is it working on increasing the number of Black students running in elections?
Improving your recruitment practices?
Reviewing your activities to promote race equality?
Or something else?
Then explore 1-2 actions you can take to begin addressing the issue.
Be prepared to feedback after 10 mins

16. Summary of recommendations
Leadership
Publicise and increase awareness of the findings of this report to all relevant audiences, and make it clear that more needs to be done to promote an inclusive culture in unions.
Engaging Black students in the student movement
Undertake targeted work to increase the number of Black students running in union elections.  

17. Summary of recommendations
Diverse recruitment
Have a recruitment and selection strategy or policy that promotes diverse recruitment practices.
In circumstances where there is an under-representation of Black staff, use positive action initiatives to encourage applicants from diverse ethnic backgrounds.

18. Summary of recommendations
Organisational Culture
Develop an equality and diversity policy and strategy to address inequality (NUS guidance available).
Carry out equality impact assessments (EIAs) to ascertain how your activities and policies, such as recruitment and annual leave entitlement, impact a diverse range of groups.
Actively support your Black staff and be sensitive and supportive of any specific cultural or religious needs they may have.

19. Support from NUS…
Support unions to increase the proportion of Black candidates running in union elections
Extend I Will Lead the Way coaching programme to Black students
Develop an inclusive leadership resource
Develop equality monitoring templates for job applicants, shortlisted candidates and appointees.
Deliver an annual career development training for Black staff
Deliver an annual Black leaders’ conference  

20. Your/Suggested next steps…
Read the Race Matters report and share with colleagues
Present report findings at your union staff meetings and discuss implementing the recommendations
Encourage your Black staff to join the Black Staff Jiscmail Network
Join the Race Matters Practitioners’ Network Jiscmail

21. Thank you for listening and participating
For more information and to get involved contact:
Mandeep Rupra-Daine,
Equality & Diversity Consultant