Thread by @drlucymichael

Today we launched a new report on race equality in Irish universities, and I'm so grateful to everyone who has shared the report, the key findings, and given their thoughts on steps forward. The report contains key recommendations in 8 areas, and these are all achievable.

Before leaving university life in 2019, I spent most of my academic career working on race equality inside universities, in faculty committees, staff networks, and trade unions. It was a privilege for me to be able to co-author this report with my colleague Dr Marta Kempny.

Our recommendations are based on what we know works for race equality in higher education internationally, what's been tried and tested in other types of institutions and organisations, and what can help HEIs in Ireland meet the Public Sector Equality and Human Rights Duty.

Two things to say about this report:
1. It is absolutely essential that this reflected the lived experience of ethnic minority staff across the sector, and 2. It has been extremely useful that it also gave us insights into how race equality work is viewed by others.

Race equality work cannot be done alone by ethnic minority staff, and leadership that ignores or downplays the problem makes it even harder to get that work done. The report shows a significant enthusiasm from all groups for their institutions to show leadership on this issue.

The recommendations provide a clear pathway for institutional leadership to identify strategic goals and justifications for undertaking this work, signpost that work clearly and measure its success, and actively embed a culture of race equality within their institutions.

It's important that staff can report racist discrimination and abuse *and* have confidence that there will be a robust process to deal with any problems they raise. But there is a need for preventative action too, and an acknowledgement that much bias is embedded in practice.

Senior leaders would do well to acknowledge and identify the structural, institutional, and historical dimensions of racism which have informed past and current practice in HEIs and the societies and communities in which they are situated.

It's also imperative that we refute any assertion of organic progressive realisation of equality – Irish HEIs are not keeping pace with wider demographics and assertive action is required to catch up.

It is helpful to embed questions of race equality within the strategic priorities of the organisation with a view to the impact of the HEI on wider society as well as internally -acknowledging the power of HEIs to influence Irish society in general

We made a series of recommendations on how HEIs can support diversity in staffing. Informal or no mentoring programmes increase reliance on informal social networks and information, and exclude people in both recruitment and promotions processes.

Our research highlights a lack of clarity and understanding of specific policies addressing race equality at Irish HEIs. We recommend clear signposting to existing policies relating to race equality. Institutions might consider a standalone race equality document for easy access

We also recommend clear definitions of race equality are given in existing policies, making reference to the structural, institutional, and historical dimensions of racism, as well as the more commonly recognised individual racism seen in acts of discrimination and abuse.

The report shows under-reporting of racist incidents on campus by both students and staff, particularly where perpetrators hold senior positions within institutions, and where lengthy, inefficient bureaucratic processes deter reporting. Low confidence in accountability persists.

Our research points to a general lack of understanding what constitutes racism, racial harassment, abuse, discrimination and microaggressions. We recommend increasing understanding through appropriate training that goes beyond unconscious bias, and sustained anti-racist messaging

Having an inclusive civic culture on campus where diversity and intercultural dialogue are encouraged is crucial to promoting race equality in HEIs. Supportive and engaging spaces for these conversations should ensure ethnic minority students and staff feel respected and valued.

We encourage HEIs to develop strategies to engage diverse views, such as decolonising/diversifying curriculum to Euro-centric viewpoints, and engage
staff from minority ethnic groups in outreach activities not to showcase diversity but to promote inclusivity

Although much of the media coverage today highlighted how much more diverse the student population is than the staff at Irish HEIs, there is still significant segregation in the sector between institutions. Race equality work includes supporting diversity in student recruitment

We recommend targeted support programmes to improve uptake of and experience of ethnic minority students applying for scholarships and funding, to facilitate access to placement and training, and career advice for marginalised groups and first generation third level students

Finally, in our recommendations, data collection.
There is a need for institutions to be aware of the patterns of diversity in staff and student bodies, and how these compare to diversity in the wider population of Ireland and the communities in which HEIs are based.

It is clear that much diversity in permanent academic posts is due to international recruitment. It is less clear how much difference there is between permanent, temporary and precarious employment in Irish HEIs by ethnicity.

Qualitative data suggests staff are increasingly aware of segregation by contract type. We recommend systematic collection of data to provide the necessary evidence base on staff and student representation, access and outcome by ethnicity, and benchmarking against Census data.

There are considerations in the collection of such data, including voluntary disclosure, work with representative bodies, awareness raising about the role of such data collection, and appropriate resourcing of data collection, retention and security. Nonetheless, this is key.

I hope some of the above has inspired you to read further - you can access the full report here. hea.ie/2021/10/18/fir…

Although much of the media coverage today highlighted how much more diverse the student population is than the staff at Irish HEIs, there is still significant segregation in the sector between institutions. Race equality work includes supporting diversity in student recruitment

We recommend targeted support programmes to improve uptake of and experience of ethnic minority students applying for scholarships and funding, to facilitate access to placement and training, and career advice for marginalised groups and first generation third level students

Finally, in our recommendations, data collection.
There is a need for institutions to be aware of the patterns of diversity in staff and student bodies, and how these compare to diversity in the wider population of Ireland and the communities in which HEIs are based.

It is clear that much diversity in permanent academic posts is due to international recruitment. It is less clear how much difference there is between permanent, temporary and precarious employment in Irish HEIs by ethnicity.

Qualitative data suggests staff are increasingly aware of segregation by contract type. We recommend systematic collection of data to provide the necessary evidence base on staff and student representation, access and outcome by ethnicity, and benchmarking against Census data.

There are considerations in the collection of such data, including voluntary disclosure, work with representative bodies, awareness raising about the role of such data collection, and appropriate resourcing of data collection, retention and security. Nonetheless, this is key.

I hope some of the above has inspired you to read further - you can access the full report here.
hea.ie/2021/10/18/fir…