About ECU’s Race Equality Charter
Find out about the principles of the charter and how it has developed.
ECU’s Race Equality Charter (REC) aims to improve the representation, progression and success of minority ethnic staff and students within higher education.
REC is underpinned by five fundamental guiding principles:
- 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.
- 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.
By becoming a member of ECU’s Race Equality Charter, institutions are committing to following these principles in how they approach race equality and address their institutional culture.
Developing the charter
In 2010 ECU began work evaluating initiatives which might lead to systemic change in race equality. We identified that there was a pressing need to prioritise race equality, and for a vehicle to guide action across the sector.
Following supportive feedback from sector stakeholders, in 2012 we began developing a race equality charter.
Following consultation, we developed a framework for the charter, building on the experience and methodology of ECU’s Athena SWAN Charter. We held a second consultation in early 2014, and developed a revised framework taking account of the responses from the sector.
We then trialed the framework with volunteer institutions to help ensure the framework and approach are suitable for different institutions, whatever their size, specialism or local demographics. Further changes have been made following the trial and ECU’s Race Equality Charter was fully launched in January 2016.
ECU plans to undertake an evaluation of REC’s impact in 2020.