1. Race Equality Charter Claire Herbert Race Equality Charter Manager

2. Our self-assessment Research and data Race systemic change project Consultation and involvement of key stakeholders Race Equality Charter trial Experiences of BME staff in HE Student attainment report Annual stats reports Stakeholder feedback Anglia Ruskin KCL Kingston Leeds Beckett Manchester UCL and IoE Anonymous shortlisting Unconscious bias training BME staff networks Mentoring Universities Scotland, STUC, RCUK, Vitae, Leadership Foundation, HEA, NUS, UUK, UNISON, UCU Staff and student networks, NoN, HERAG, BBA, Runnymede Trust, CRER 31 HEIs involved 21 submitted an application Eight Bronze awards Sector driven Sector developed

3. Trial participants Thank you 18 months’ work in six months No previous precedents or applications Potential for reputational risk Testing ECU processes Need for SMART actions Participation driven by commitment to change

4. Evaluating the trial “…Having a SAT and creating an action plan which the University has committed to has made it possible to keep momentum going instead of being another issue that is talked about and left for certain members of staff to implement.” “It is very intense, but so worth the time and effort.” “The process encouraged us to look at our data, policies and procedures and culture and identify actions to continuously improve the experience of BME staff and students, as well as the experience of all staff and students. It’s a long journey and that was a great start.”

5. Evaluating the trial Timescales Wordcount Anonymity Survey Data Evolving charter ?

6. Why join We have sector-wide, long standing racial inequalities that are not changing Teaching and learning (TEF) Internationalisation Talent management (BME academic flight) Employability Creativity Equality Act 2010 compliance

7. ECU’s offer Dedicated support from ECU’s REC team with queries about the process Opportunities to network, share and learn from other HEIs (see workshop list) Dedicated JISCMail list Use of REC materials, including the REC logo Peer reviewed assessment of your application Detailed feedback, regardless of outcome

8. Become a member 1.Racial inequalities are a significant issue within higher education. Racial inequalities are not necessarily overt, isolated incidents. Racism is an everyday facet of UK society and racial inequalities manifest themselves in everyday situations, processes and behaviours. 2.UK higher education cannot reach its full potential unless it can benefit from the talents of the whole population and until individuals from all ethnic backgrounds can benefit equally from the opportunities it affords. 3.In developing solutions to racial inequalities, it is important that they are aimed at achieving long-term institutional culture change, avoiding a deficit model where solutions are aimed at changing the individual. 4.Black and minority ethnic staff and students are not a homogenous group. People from different ethnic backgrounds have different experiences of and outcomes from/within higher education, and that complexity needs to be considered in analysing data and developing actions. 5.All individuals have multiple identities, and the intersection of those identities should be considered wherever possible.