Black Lives Matter in FE – Guardian news reports on systemic racism in colleges

Did you know that last year (2020), the Guardian newspaper highlighted several race equality concerns in colleges, including the lack of robust data monitoring, analysis and action to address race inequality and underrepresentation? What qualitative and quantitative information do you collect and use to continuously improve race equality in your organisation? How have you advanced race equality in the last four years?

The number of black and ethnic minority principals leading further education colleges in England has dropped to around a dozen, amid claims of systemic racism in the sector, the Guardian reported on 6^th August 2020. The article went on to say that those working in FE say there has been a ‘sharp decline in BAME college leaders, down from 13% in 2017 to around 5% or 6% today.’ There is little or no data at sector level for second tier and below, nor is there data on the representation of governors and trustees.

An open letter has been written to the government by a group of Black, Asian and Minority Ethnic senior leaders and allies who work or have an interest in the FE sector. It says the FE sector has ‘gone backwards’ in terms of advancing race equality, with no systematic monitoring, training or positive action to address issues. It also highlights concerns about ‘the 13% attainment gap between BAME students who go on to higher education and their white peers.’

Responding to the letter, David Hughes, the chief executive of the Association of Colleges, acknowledged there was a diversity deficit in FE leadership. He said:

‘It should not just be on Black leaders to fix the issues of societal racism. It is on us all’.

‘More needs to be done to support the Black leaders we have, as well as encouraging and supporting the black leaders of the future. More also needs to be done to understand the experience, achievement and progression of Black students in FE.’

You can read the full article in the Guardian here

This raises several challenges for colleges. For example, how does your staff profile, in relation to race, match your student cohort? What about when you analyse data in relation to management position? How diverse is your governing body? What are your student outcomes in relation to race, drilled down by particular ethnicity (such as students with Bangladeshi heritage) or curriculum area (such as engineering or IT)?

What positive action strategies have you taken to help reduce gaps? Are you and your staff clear on the difference between positive action and positive discrimination?

How have you used your data to inform your 4-year Equality Objectives? How are you reporting on your progress in your annual published reports?

In other words, how visible is your support for #BlackLivesMatter?

You can find a quick reminder on your legal duties to publish four year equality objectives and annual reports here

You can find a brief explanation on the difference between positive action and positive discrimination here