REC at 10: Advancing racial equality in higher education

I want to start by acknowledging that we are living through challenging times. Across society, in the UK and beyond, we are witnessing division, protests and behaviours that are unacceptable.  We need to be aware that these behaviours are impacting our university communities as well. 

This year’s Black History Month theme, “Standing Firm in Power and Pride,” calls us not only to celebrate the achievements and resilience of the Black community, but also to take meaningful action in the present. This challenge extends to higher education. One of the key tools we have for making positive change is the Race Equality Charter (REC). 

Why the REC Matters  

I see the REC as a mirror. It asks institutions to take a hard look at themselves: their data, policies and culture, and to ask whether they truly reflect the values of equity and inclusion.  

That process is rarely comfortable. For me, the REC creates the conditions for the awkward, difficult conversations about race that universities have avoided for too long. But this discomfort is essential if we want progress. The Charter requires institutions to make a clear, public commitment to race equality, moving beyond symbolic gestures to evidence-based, systemic change.  

On a personal note, the REC has been a significant part of my own journey.  Back in 2008, I was part of the Equality Challenge Unit’s (the forerunner to Advance HE) Race Forum, which investigated the experiences of Black, Asian and Minority Ethnic staff in higher education. Those honest, sometimes difficult conversations helped to shape what would become the REC. My institution at the time was part of the pilot group, and since then I’ve been involved in several submissions, supported other institutions, and now serve on the REC Governance Committee. Part of this work has been to advise on the streamlining of the process to help reduce the administrative burden, and support the delivery of real, lasting impact.  

What the REC has changed  

So, what does the REC actually do? It provides a framework for institutions to open meaningful conversations about race, scrutinise staff and student data, review policies and to listen to the lived experiences of their communities.  

This isn’t about sweeping uncomfortable truths under the carpet. The REC insists that institutions face up to racial barriers where they exist and make a genuine commitment to dismantling them. Every university has its own challenges in this area, but what really earns respect is when those challenges are acknowledged openly, and concrete actions are put in place to address them.  

Data collection and analysis can expose disparities in attainment, recruitment, and progression. Qualitative feedback reveals much about culture and environment. While the issues themselves are not new, looking at them in your context can be eye opening and the detail often uncovers realities that had gone unnoticed.  

Impact 

Since its introduction, the REC has helped to drive some genuinely impactful initiatives, including:  

• Mandatory race equity training for interview panels and leaders 
• Workshops to help staff navigate difficult conversations on race and racism 
• Tailored programmes to enhance leadership and career progression for ethnically diverse staff 
• Improved career pathways for Professional Services staff to diversify leadership 
• Stronger systems for reporting racist incidents, building trust and transparency  

None of this has been simple or perfect. But the REC has provided structure, accountability and a shift from good intentions to evidence-driven action.  

Challenges along the way  

One of the hardest aspects of this work is challenging the belief that higher education is a pure meritocracy. Many colleagues assume that because they are personally fair-minded, the system must be fair too. But systems can perpetuate inequity, even when individuals have good intentions.  

I’ve also come across scepticism. Some see REC participation as performative, with institutions focused on gaining a badge rather than delivering lasting change. Yet I would argue that without the Charter, there would be less focus on race and even slower progress.  

After more than 20 years’ experience in race equality work, I know that systemic change takes time. We won’t close every gap overnight, but frameworks like the REC give us a path forward.  

Moving forward  

The challenge now is to keep our passion alive, to recognise the good work that’s happening, and to hold institutions accountable when the evidence shows that more needs to be done.  

So, as we celebrate Black History Month, let’s recommit to this work. Because at the end of the day, this work is not about awards or policies - it’s about creating inclusive universities where everyone can thrive, regardless of the colour of their skin.  

Patrick Johnson is Pro Vice-Chancellor Student Success, Diversity & Inclusion at The University of Law. He is also a member of the REC Governance Committee.