Loughborough UCU: Position Statement on Race Equality
LUCU recommends that the University:
- Be open and transparent regarding race inequality statistics at the university with the intention to improve outcomes and achieve parity over time
- Be pro-active in taking positive action to improve outcomes for staff and students from Black, Asian, and Minority Ethnic (BAME) backgrounds, with a focus on increasing BAME leadership for staff and closing the degree awarding gap for BAME students
- Refrain from considering ‘BAME’ and/or ‘international’ as static, homogenous categories, and instead seek to take account of the specific forms of oppression and exploitation which different groups face
- Draw upon and utilise expertise from within its academic community and beyond to inform its definitions, processes and procedures around race equality and ensure they are fit for purpose.
- Challenge racist legislation from the Home Office surrounding the surveillance of international students and staff, and comply to only the legally minimal extent
- Increase financial and legal support to international staff struggling with time-consuming and costly procedures regarding their citizenship, settled status and/or right to work in the UK (and similar)
- Reduce reliance on casual contracts (including zero hours contracts), as they disproportionately affect BAME colleagues
- End the outsourcing of services at Loughborough University London. Disproportionately high numbers of outsourced staff are BAME, and these staff do not enjoy the same employment conditions as those directly employed by the University. Ensure that changes made to current staff contracting arrangements avoid any further detriment.
- Become an accredited Living Wage employer on both campuses, considering the fact that low pay disproportionately affects BAME colleagues
- Be willing to engage with and take on board constructive critique regarding race-related matters at the university
- Recognise how intersectionality can result in particular groups of staff and students’ facing specific problems or disadvantages which remain unaddressed by initiatives focussing only on one aspect of their identity, demographic characteristics and/or social positionality.
- Ensure BAME staff are recognised and compensated for their efforts and contributions to the race equality and EDI strategies of the university through accurate citation and agreed workload hours, secondment time or additional payments. Additional payments should also be available to casual staff, who should be encouraged to contribute and rewarded where they do so.
- Create and promote accessible pathways for students, especially BAME students, to contribute to and demonstrate leadership within the university’s race equality efforts. This may involve creating paid positions for students and pay for these roles should be at a level which acknowledges the importance of the work and the emotional labour it requires.
- Systematise and share knowledge about best practice in race equality throughout the university through staff and student development.
LUCU are pleased to share this Race Equality statement which has been co-developed with LU BAME staff network.