Race Equality Charter

What is the Race Equality Charter?

The Race Equality Charter, developed by Advance HE, provides a framework which universities use to identify and remove barriers standing in the way of minority ethnic staff and students

The Charter has five guiding principles, summarised here.

1. Racial inequality is a significant issue in higher education and it’s not always obvious or dramatic. It more often shows up in everyday actions, situations, processes and behaviours.
2. Universities can’t thrive unless everyone has a fair chance to develop and reach their full potential. People from all backgrounds should be able to benefit equally.
3. Ensuring this means changing the culture rather than the individual. Long-term change needs to come from the institution itself.
4. Staff and students from different ethnic backgrounds have different experiences of higher education. This needs to be reflected in how we look at data and plan actions.
5. Everyone has more than one identity, something that should always be taken into consideration wherever possible.

Race Equality Delivery Group (REDG)

The University has established the Race Equality Delivery Group (REDG) to provide strategic leadership, oversight and accountability for the delivery of the University of Bedfordshire's Race Equality Charter (REC) Action Plan.

The REDG brings together senior leaders, professional services colleagues, academic representatives, staff network representatives and student representatives. The Group plays a key role in driving the University's ambition to become an anti-racist institution, ensuring that race equity and inclusion are embedded across policies, practices, decision-making and organisational culture.

The REDG oversees progress against the REC Action Plan, monitors impact, and promotes shared ownership of race equality across the University. It works collaboratively with staff and students, particularly those from Minority Ethnic communities, to ensure that lived experiences help shape institutional priorities and actions.

Reporting to the Equality, Diversity and Inclusion Committee (EDIC), the REDG provides assurance on progress against the REC Action Plan, identifies opportunities for improvement, and supports the University in creating an inclusive environment where all staff and students can thrive and succeed.

Key responsibilities

• Providing leadership, oversight and accountability for the delivery of the REC Action Plan.
• Monitoring progress and impact across race equality priorities.
• Identifying and addressing barriers to implementation.
• Ensuring race equality considerations are embedded across University policies, processes and decision-making.
• Supporting engagement and consultation with staff and students, particularly Minority Ethnic communities.
• Reporting on progress and outcomes to EDIC and other governance bodies as appropriate.

We’re proud to have achieved The Race Equality Charter Bronze Award

The University of Bedfordshire has always welcomed students from all backgrounds, whatever their age, ethnicity or path to higher education. After three years of hard work, this Race Equality Charter (REC) Bronze award offers powerful recognition of the commitment we have made to tackling inequality. It’s also a brilliant example of what staff and students can achieve together. Now, we’re ready to take the next steps to drive up the representation, progress and success of our minority ethnic staff and students.

What happens now?

We’re putting our action plan into motion, breaking down barriers and making racial equality part of everyday life at the University. A team of staff and students, our Racial Equality Delivery Group, will help us focus on seven action-plan priorities.

Our priorities

1. Enhance the sense of belonging for minority ethnic students and staff.
2. Strengthen staff leadership and accountability around race equality.
3. Change our governance and policies to ensure diversity among staff involved in decision-making.
4. Put in place initiatives that support recruitment of minority ethnic staff and, for existing staff, development and progression into senior roles.
5. Introduce initiatives that support minority ethnic students to succeed and find graduate jobs.
6. Increase the number of minority ethnic students awarded top degrees (first or 2.1 Honours) as well as making teaching as inclusive as possible.
7. Connect with our local communities to build and promote an anti-racist culture.

We have five years in which to fulfil the commitments we have made in the action plan, at which time we will reassess where we are, what we have learnt and what we have achieved before moving on to the next phase in our journey.