Royal Holloway, University of London - BAME staff career development, promotion and retention

The institution introduced a revised appraisal process with following a number of changes/improvements. These included: greater emphasis on career development; promotion workshops/specific BAME sessions; sponsoring BAME staff on their STELLAR HE programme; a review of promotion processes; enabling women academics through the promotion process Programme and finally, supporting women-only programmes e.g. Aurora & Spring Board. To address staff turnover, the institution carried out the following: raising awareness within the College-community of race-related action; including more development opportunities e.g. STELLAR HE; BAME promotion workshops; more College discussions/action around attainment gap/curriculum diversity including data reports; implementation of Equality Impact Assessments, and finally showcasing/celebrating race-equality activity (e.g. Black History Month). As a result of all of the above activity, the institution achieved a 46.2% increase in BAME Professors; 66.7% increase in female BAME Professors; and 46.4% increase of BAME academic staff at Grade 9; and a reduction in BAME academic/research staff turnover rate from 21.7% to 7.4%. The turnover difference for BAME/white staff reduced from 11.7% to 1.4%.