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<p>Despite recent progress in staff representation and progression, for example improvements
in the number of women in leadership positions in higher education (HE), there is
more to be done to create a HE workforce that is representative of British society.</p><p>On
1 February 2019, the government announced measures to tackle inequalities and improve
outcomes for underrepresented groups in HE. These measures include asking the HE sector
to take action to eliminate ethnic disparities in their workforce and support better
outcomes for ethnic minority staff. UK Research and Innovation will also be commissioning
a review to understand and address equality and diversity disparities in research
and innovation funding.</p><p> </p><p>HE providers are independent, autonomous bodies
and are responsible for decisions about who they employ and the terms and conditions
of employment they offer. Like every employer they must meet their obligations under
the Equality Act 2010 and give due consideration to the way their recruitment, retention
and promotion practises affect different sections of their communities and staff at
different stages of their career.</p><p> </p><p>The Concordat to Support the Career
Development of Researchers states that ‘diversity and equality must be promoted in
all aspects of the recruitment and career management of researchers’. We expect to
see this commitment reinforced as a revised Concordat is published in Autumn 2019.</p><p>
</p><p>The Race Equality Charter also helps HE providers to identify and address institutional
and cultural barriers that may be impacting on minority ethnic staff and students.
By improving the representation, progression and success of minority ethnic staff
within HE we can ensure that everyone who has the potential to thrive at university,
both as a student and as a member of staff, does so.</p><p> </p>
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