Page 42 - Race Equality in Education Pocket Book

• Plan EDI induction for new staff and students that allows them

to settle in to their post quickly and effectively. Equip them with
the policies and protocols that they need to know. Ensure

training materials cater for different backgrounds and learning

styles too such as through presentations, face to face meetings,
webinars and shadowing.

• Ensure staff deal with complaints of harassment, racism and
bullying speedily and by informal means where appropriate and

where possible.

• Where harassment, racism or bullying is found, enforce an

appropriate sanction in line with your Behaviour and/or EDI
Policy.

• Institutional strategies should be implemented to enable staff to
develop sufficient confidence to deal with issues of race and

racism; both staff and students should be afforded ‘safe spaces’
within which to discuss race and racism.

• All teaching staff should set local targets for reducing the gap;
good practice in teaching and learning, leading to enhanced

student success, should be recognised and valued institutionally.

• Ensure you have diversity objectives as part of whole
establishment improvement strategy. This helps to ensure all

BAME and EDI matters become embedded within your
school/college/university and are not just a ‘box-ticking’ exercise.

• Regular and effective monitoring and evaluation strategies
should be initiated alongside the implementation of both

mainstream and targeted strategies. Results should be
disseminated appropriately, including where no change has

been affected; where change has occurred, strategies need to

be put in place to ensure such change is sustained.

• Level the playing field for staff recruitment and promotion by

anonymising application forms, removing names and
universities attended.

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