Since celebrating one year of Advance HE, we have been reflecting on the past year as well as looking forward to the next phase of our work with the HE sector. This infographic provides further insight into Advance HE’s Race Equality Charter (REC), where we tell the story of the charter and describe the 5 guiding principles on which it is based.
The story of the Race Equality Charter
2010: Advance HE (formerly the Equality Challenge Unit) began work evaluating initiatives that had the aim of systematic change in race equality. At the same time, there was a growing appetite for a race-specific charter within the sector.
2012: Following supportive feedback from sector stakeholders, we began developing a framework for a race equality charter.
2014: We developed a revised framework following a second consultation, taking account of the responses from the sector. We trialled the framework with volunteer institutions resulting in 21 applications with 8 institutions receiving a bronze award.
2016: The Race Equality Charter was officially launched with the aim to improve the representation, progression and success of black and minority ethnic staff and students within higher education.
How does it work?
The Race Equality Charter (REC) provides a framework through which institutions work to identify and self-reflect on institutional and cultural barriers standing in the way of black and minority ethnic staff and students.
Member institutions undergo a process of self-assessment and reflection developing initiatives and solutions for advancing race equality. Members can apply for a Bronze or Silver REC award, depending on their level of progress.
The guiding principles of the charter
- 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.
- 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.
- 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.
- 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.
- All individuals have multiple identities and the intersection of those different identities should be considered wherever possible.
What does REC cover?
- Academic staff
- Professional services staff
- Student progression and attainment
- Diversity of the curriculum
Find out more about the Race Equality Charter.