Race Equity

Our Race Equity Strategy

Our Equality, Diversity and Inclusion programme vision is to foster an inclusive culture where everyone can thrive and diversity is celebrated. Our race equity strategy has been developed in collaboration with our community, based on data, dialogue and research and is underpinned by four pillars.

Our key aims are:

  • Building the competency, literacy and fluency around discussing race equity
  • Consistent and wide-spread use of race equity data and insight to inform strategic planning
  • Ensuring anti-racist approaches are embedded into the heart of our policies, processes and practices
  • Valuing race equity work

We are also signatories of the Race at Work Charter and our working towards these principles.

Wellcome Genome Campus Race Equity Network (REN)

Our thriving REN promotes race equity, inclusion, and cultural diversity on the Campus. It provides a safe and informal space for staff to share experiences and discuss issues relating to equity, inclusion and race and provides a mechanism for network members to influence other institutional bodies on Campus.

Angela Saini and Ewan Birney in conversation “Gender, Race and Power in Science”

Ethnicity Pay Gap Data

Building on our commitment to Equality, Diversity and Inclusion, and in light of the major impact of the Black Lives Matter movement, we launched our first ethnicity pay survey in 2020. Although there is currently no legislative requirement to report ethnicity pay gaps, we feel that this is an important touch point in order to better understand this issue within our organisation, and to put together a plan to address any questions that arise, as we have already done with the data that has been collected for the gender pay gap.

We received 400 responses and based on this sample:
the mean ethnicity pay gap across the organisation was calculated to be 5%
the median 0.6%.

Proportions of people from Black, Asian, Minority Ethnic groups across the organisation (ethnicity pay gaps reported below are means). Please note that in the analysis that we have presented, we have used the acronym BAME (Black, Asian, Minority Ethnic). We recognise that this acronym can be problematic as it can imply that all non-White people exist as a homogenous group. It does not offer any appreciation of the uniqueness of individual ethnicities and it also does not tell us which specific ethnic minorities are included. In our more detailed analysis, we have disaggregated the data to ensure that any negative trends that affect particular groups are not being masked.

Lower Quartile

 

 

 

 

 

Lower Middle Quartile

Upper Middle Quartile

Upper Quartile

 

Resources and further information

  • Equality and Diversity – not just about fairness with Professor Ijeoma Uchegbu, University College London – blog and interview
  • Race in Higher Education – why does it matter? with Gary Loke, Advance HE – blog and interview
  • Reverse mentoring: Promoting diversity and positive culture change
  • Reflections on race and equity in research: One year on… Dr Saher Ahmed and Dr Ireena Dutta blog
  • Talent in Diversity – celebrating Black History Month

For further information about our Race Equity Work, please contact Dr Saher Ahmed, Head of Equality, Diversity and Inclusion.