There are some hard numbers behind diversity in academia. There are currently only 70 black professors in the UK; of these, only 17 of are female. As part of ongoing efforts to address these disappointing numbers, the Race Equality Charter mark was recently introduced by the Equality Challenge Unit. But will it make academia more diverse? Kalwant Bhopal explains how the process works and writes that, while it is too early to say whether it will have an impact, the Charter is undoubtedly a step in the right direction.
Inclusive policy making in higher education appears to be a success story – at least on the face of it. The Equalities Act, introduced in 2010, brought together all previous anti-discrimination laws – such as the Equal Pay Act, Sex Discrimination Act and Race Relations Act amongst others – and provided a basic framework against direct and indirect discrimination. The Act also introduced a number of ‘protected characteristics’ such as race, religion, gender reassignment and sexual orientation.
The Race Equality Charter
Focussing on academia, the first attempt for more diversity was through the Athena SWAN Charter which was introduced in 2005 by the Equality Challenge Unit, with its purpose being the advancement of women in Science, Technology, Engineering and Mathematics. Institutions are awarded a bronze or silver award depending on how they can evidence progress of women in these areas. The Race Equality Charter works in a similar way but focusses on race diversity, and covers academic staff; professional and support staff; student progression and attainment; and diversity in the curriculum. The Charter is underpinned by five key principles:
- that racism is part of everyday life and racial inequalities manifest themselves in everyday situations, processes and behaviours;
- that individuals from all ethnic backgrounds should benefit equally from the opportunities available to them;
- that solutions to racial inequality should have a long-term impact through institutional culture change;
- that those from minority ethnic backgrounds are not a homogenous group and such complexity must be recognised when exploring race equality;
- and that intersectional identities should be considered when discussing race equality.
Credit image: Svet Ivantchev CC BY-NC-SA
But why is the Charter necessary? Whilst there has been a significant increase in the numbers of Black and minority ethnic (BME) students attending higher education institutions, there is recent evidence to suggest that the numbers fall at post-graduate level. More specifically, although a total of 22.5 per cent of first year undergraduates are from minority ethnic backgrounds, this number decreases to 19.2 per cent for first year post-graduate students. But the staff body is nowhere near as diverse as the student make-up. BME academics are less likely to be in senior decision-making roles compared to their white colleagues; 8.5 per cent of white staff compared to 6.4 per cent of BME staff are in such roles and they are also more likely to be on fixed term contracts. And of the 14,315 professors in the UK only 70 are Black, and shockingly only 17 of these are female, while there are only 20 deputy or pro vice-chancellors who are BME compared to the 530 of the majority who are white (for data see here).
In light of these numbers, it is hardly surprising that our recent research, funded by the Equality Challenge Unit, found that BME academics are more likely to want to leave the UK for overseas higher education. In exploring BME academic flight from UK higher education, our research consisted of 1,200 survey questionnaires and 41 in-depth interviews with respondents who defined themselves as BME. We were particularly interested in exploring the extent to which UK academics considered moving overseas and whether there were differences in these responses by ethnicity, as well as analysing what push and pull factors contributed to this.
Unsurprisingly, BME academics were more likely to consider a move to an overseas higher education institution compared to their white colleagues. Racism was a factor was mentioned by many of our respondents. Many also acknowledged that countries such as the US valued the study of race and ethnicity more than the UK and indeed acknowledged that the importance of race equality and the value of having a diverse group of academic staff was given a higher priority there than in the UK. Many BME academics reported experiences of subtle, covert and nuanced racism in the white space of the academy. We suggest that:
There is a systematic perception that race equality is not being prioritised within the sector, which is representative of the culture that is pushing BME academics away, and preventing them from returning. Ensuring that race equality is prioritised within the sector in a meaningful way is not easy, but is the first step to instigating systemic, long-term culture change.
Clearly we need to do more but the Race Equality Charter mark is a move in the right direction. It is however, far too early to tell if it will make a difference to the inclusion of BME staff and students in higher education. Put bluntly, if it is tied to funding (as the Athena SWAN charter is) then many universities will surely sign up to it – and it has taken 10 years to see the impact of Athena SWAN Charter.
But if universities are serious in addressing race inequality, signing up to the Race Equality Charter will demonstrate this and it will be a springboard to enable more BME staff to be promoted to senior decision-making roles, such as professors, pro vice-chancellors and chancellors. By having BME representation at senior levels, it is only then that we can move towards an agenda that prioritises social justice and inclusion in higher education.
Kalwant Bhopal is Professor of Education and Social Justice at the University of Southampton. A full list of her publications is available here.
Could transparency within the hiring process and accountability to universities ensure that grades and merit is what is used as the platform for hiring rather then the charter. If you hire or accept someone on a course then all the process should be made viable on websites. This ensures accountability and transparency..
Great article ..
Why not increase the diversity by recruiting the best of the best professors of the ethnicity in demand from other countries?
It will take time to grow the local talent so recruiting from outside the country may be a worthwhile effort.
Inequality is everywhere. Even amongst blacks in the Academia. Any kind of prejudices are all based on the FEAR FACTOR, factor first, then jealousy, envy, out right hatred, which are all EVILS that no one should posses regardless of color. We can ALL fight prejudices IF we can rid of “FEAR” A person is prejudice also because of their EGOS. I am better than syndrome. What any of need to do to fight it. Is never to pear those that are. Know yourself! Know that GOD CREATED us ALL EQUAL! GOD MADE me! and I know that I am only me. We all have to know who we are. I am the only one that can stop me from reaching what ever it is that I believe I can achieve. I don’t listen to others advise when it comes to me. I want be put in a box and lumped as hopeless and helpless. I believe in myself. And I know that I am the only one that can hold me back. Now if a person is predjuce, that’s there problem. I am free, I don’t hate anyone. I want the best for everyone! Love conquerors hate. Hate is a product of fear and fear has torment. I can sit right next to a person hating my guts. That’s their problem for hating another human being. Although my sign color is different, I won’t ever feel less, or more of another.,?regardless of their thoughts. I am Sorry for the misery they caused themselves. Ihowever, I can make a choice to ignore ignorance never allowing theirs to change who I am. Never allow others to change change who you are. I Love everyone even those I know hate my guts. I won’t ever stoop so low to hate anothet Hatred is EVIL, and never retaliate. You can’t change the other person you can only change for yourself. You can have peace of mind Loving everyone. Love can only come from God. I have a peaceful mind.by mot ever allowing prejudice of any kind to control it. I won’t let anyone steal my joy with their evilness. All Prejudice is EVIL! Love is the only cure.
So the bigots who believe in there being different races, are going to discriminate not on ability but on the hue of your skin, this is a dreadful state of affairs.
How will anyone be able to tell to what extent a change in numbers is due to the Charter (or any other policy)?
I suggest that a monitor of non-white academics and students by immigration status (i.e. landed immigrant, second generation, third generation) will show that whatever increase there is in non-white numbers is due to the increase in third generation non-whites, who will be pretty well assimilated to British culture (e.g will have English language skills comparable to those of their white peers) and that academia will be just as unattractive (if not downright threatening) to immigrants as ever it was.