Anti-Racism Resources January 2022: Institutional Racism
Here we consider the multiple impacts of institutional racism on people throughout their lives, and offer some suggestions for what we can each do to address this.
Institutional racism is a commonplace and often subtle form of racism that manifests in policies, processes, attitudes and behaviours that result in discrimination, or inequalities of opportunity or outcome. Many organisations don’t realise how their policies and practices disadvantage certain people but institutional racism is evident in education, healthcare, housing, employment, and criminal justice. This can affect a child from birth and the lasting impact can be seen throughout the lives of those from minoritised groups.
WHAT ARE WE DOING TO CHALLENGE INSTITUTIONAL RACISM?
- Race Equality Charter bronze action plan agreed by the University in 2018.
- Introduction of the Black Academic Futures Scholarship to fund postgraduate research degrees by UK students of Black or mixed-Black ethnicity in 2021.
- University-wide Race Equality Task Force convened in 2021 to advance racial equality.
- In 2021 DPAG formed an Anti-Racism Working Group to promote an anti-racist and inclusive work and study environment, and to improve staff and student diversity.
- Consulting staff and students on their experiences (Equality, Diversity and Inclusion - Survey Report 2021 - Anti-Racism (ox.ac.uk) to inform our Anti-Racism activities.
- Introducing inclusive recruitment practices for academic positions, and EDI criteria for all vacancies.
WHAT MORE CAN WE DO?
- Ensure that key decision-making and/or research is informed by contributions from those with a diversity of backgrounds, perspectives and experiences.
- Challenge policies and practices where you perceive inequalities. If you have concerns about policies or practices within DPAG, contact HR, the EDI Officer, or the Head of Administration and Finance.
- Include a commitment to EDI as essential criteria in recruitment.
- Share job vacancies with diverse networks, including: Black in Neuro, Black in Cardio, Black in Physiology, Black in Cancer.
- Make efforts to increase Black, Asian and minority ethnic representation of staff at all levels.
- Use positive action measures, such as mentoring, sponsorship, development programmes, and targeted advertising to support staff from previously excluded groups to reach more senior positions. Positive action is lawfully permitted under the Equality Act 2010 as a legitimate means of reducing inequalities between groups in employment.
- Consider equality, diversity and inclusion (EDI) when selecting external partners, collaborators, and suppliers, (eg their commitment to anti-racism, and diversity amongst their workforce).
- Join DPAG's Anti-Racism Working Group - email email@example.com
Report highlights ‘striking’ inequalities in UK maternal deaths (rcm.org.uk)
MBRRACE-UK Perinatal Surveillance Report 2018 summary.pdf (ox.ac.uk)
Statutory homelessness GOV.UK Ethnicity facts and figures (ethnicity-facts-figures.service.gov.uk)
The Broken Pipeline Barriers to Black PhD Students Accessing Research Council Funding - Leading Routes
bame student attainment.pdf (universitiesuk.ac.uk)
Disproportionate use of police powers: A spotlight on stop and search and the use of force (justiceinspectorates.gov.uk)
Race report statistics | Equality and Human Rights Commission (equalityhumanrights.com)
Report Wellcome Grant Funding data 2019-20.pdf
tackling racial harassment in higher education.pdf (universitiesuk.ac.uk)