Race Equality Charter

The Race Equality Charter (REC) was first developed in 2012 and fully launched in January 2016. There are currently 101 Race Equality Charter members, holding 49 awards between them.

The Charter aims to improve the representation, progression and success of all ethnically diverse staff and students within higher education and address issues of racism within higher education institutions (HEIs).

Through their Self-Assessment Team, universities work to develop initiatives and solutions and can apply for a Bronze or Silver REC award, according to the level of their progress.

Download the full Bronze Submission Action Plan

Race Equality Charter at Liverpool John Moores University (LJMU)

In June 2022 Liverpool John Moores University was awarded with the Bronze Status by Advance HE’s Race Equality Charter (REC), in recognition of ongoing work relating to race equality. The Institutional Race Equality Charter working group is co-chaired by Tina Purkis, Executive HR Director and Moni Akinsanya, Associate Director, Diversity and Inclusion.

The key area of focus outlined below have been created and agreed by those working on the Race Equality Charter (REC)’s Bronze Submission.

The REC action plan has been thoroughly examined to identify key areas where action is needed to steer efforts towards advancing and transitioning into a diverse and inclusive university. This is within the framework of the growing emphasis on Diversity and Inclusion (DI) throughout the organisation.

LJMU's core principles will act as the guiding force behind all endeavours, ensuring the advancement and monitoring of progress. To achieve this, strategic objectives, KPIs, leadership, and governance structures will be established. The REC proposal and action plan provide comprehensive information on the outlined key priorities and additional specifics.

Key areas of focus

Faq Items

1. To increase the ethnic diversity of the workforce and support Ethnically Diverse staff member’s career progression.

2. To develop an inclusive culture where staff and students feel safe to report acts of harassment, discrimination, hate or violence and are confident to seek support.

3. To reduce our attainment gap and improve the recruitment and retention of Black, Asian, and Ethnically Diverse students via our Access and Participation Plan (APP).

4. Taking steps to de-colonising our curriculum so that the content of our teaching and the way it is taught is as honest and as objective as possible, free from unconscious of bias.