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RACE EQUALITY CONSULTATION 2009

About the consultation

The Race Equality consultation 2009 was designed to find out about current attitudes and practices in relation to race, explore areas of good practice and identify areas where more work is needed. It enabled the University to gain a picture of the diversity of its staff and student population. Nearly 300 respondents contributed their views. The ethnic/racial diversity of respondents was high and a total of 30 different first and second languages were spoken.

What the consultation told us

Useful suggestions in terms of how the University can improve equality and inclusivity for staff and students were received. These related to: cultural awareness, language support, events, support for racial/faith groups, recruitment initiatives, equality training, promoting dialogue between groups and meeting the needs of a diverse staff and student body.

Recommendations

The University has identified 9 recommendations to take forward from the consultation, which were agreed by the Equality and Diversity Committee in June 2011, and are listed below.

Raising awareness of University work on race equality

One of the issues arising from the consultation was that staff and students are not always aware of University developments in relation to race equality so these web pages set out recent and current University developments relating to each of the recommendations. They also identify and highlight areas where more work is needed. In line with the Equality Act 2010 these areas will be incorporated into the objectives which will form part of the new Race Equality Policy, along with other objectives which emerge or are necessary for the Act.

Click on each recommendation to find out more:

1. Develop, publicise and implement a new Race Equality Policy and objectives, drawing on the findings of the consultation.
2. Incorporate awareness of diverse cultures and faiths in equality and diversity training for all staff.
3. Promote and celebrate the diversity of cultures, ethnicities and faiths on campus.
4. Review the Code of Practice on Harassment and develop an implementation plan for the revised Code.
5. Work with external partners to address off-campus harassment issues.
6. Improve integration and support for both international staff and students.
7. Develop strategies in support of the recruitment and induction of BME (black and minority ethnic) staff.
8. Campus and Commercial Services – continue to meet diverse needs with respect to; variety of foods on offer, prayer provision, range of non-alcohol events/activities, support over Christmas holidays.
9. Continue to develop support for students with respect to language support and adjustment to the academic environment.

 

 

Updated by the Equality and Diversity Adviser

March 2012

 

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