There should be a radical revision of further education curricula and qualifications. It should reflect contemporary British values, the influence
of colonial history on society, and the contributions of
black* people to the arts, sciences and technology – historically and now – and consider the impact of racism on communities.
Antiracism should be central to continuing professional development. Include race equality as a central component across training and development programmes, and for
teaching training, include antiracist pedagogy.
Institutions to publish data annually
Publish college/training provider data on student performance, workforce, leadership and governance by ethnicity, including actions to address gaps.
Organisations to publish data annually
Publish sector organisation data on workforce, leadership and governance by ethnicity, including actions to address gaps.
Advisory groups led by experts
Ensure leaders of advisory boards/committees focusing
on race equality possess insight and expertise in anti-racism.
- Redress the imbalances in recruitment processes.
- Implement recruitment processes that proactively address imbalances in the ethnicity profile of the workforce at all levels.
Quality systems spotlight race equality
Evaluate the effectiveness of pedagogy, provision and leadership in relation to race equality.
FE commissioner and statutory bodies incorporate race equality assessments
Incorporate race equality data and impact assessments in all FE commissioner and other statutory bodies reviews, reports and recommendations.
Best practice frameworks
Collaborate to develop and cascade best practice antiracist frameworks across the FE sector.
Communication, positive optics and messaging
Ensure fair treatment and positive advocacy of black students, staff and communities through all internal and external communications.
*”Black” is used as an inclusive definition for people from ethnically diverse backgrounds who share a lived experience of the effects of racism