Address Racism on campus and within the local community

In the Race Equality Charter staff survey some of our Black, Asian and Minority Ethnic staff stated they have witnessed or experienced discrimination in their local community.

In the Race Equality Charter student survey a higher proportion of our Black, Asian and Minority Ethnic students had witnessed or been the victim of racial discrimination in the local areas, compared to our white students.

1. Present rationale for protocols to our partner organisations to secure buy-in. Building on specific objectives, and associated actions to reduce levels of racism in our local communities and produce an overall protocol and owned action plan with our community partners such as Devon and Cornwall Police, NHS, Schools and Further Education Facultys, County Councils and Local Authorities.
2. Draft protocols and actions.
3. Evaluate impact of protocols through Race Equality Charter 2025 staff and student surveys, and monthly "Speak Out reports".  

Actions developed with our partners lead to a decrease in incidents of racism for both our staff and students reported in our 2025 Race Equality Charter survey.

In the Race Equality Charter staff survey some of our Black, Asian and Minority Ethnic staff stated they have witnessed or experienced discrimination in their local community.

In the Race Equality Charter student survey a higher proportion of our Black, Asian and Minority Ethnic students had witnessed or been the victim of racial discrimination in the local areas, compared to our white students.

1. Present rationale for protocols to our partner organisations to secure buy-in. Building on specific objectives, and associated actions to reduce levels of racism in our local communities and produce an overall protocol and owned action plan with our community partners such as Devon and Cornwall Police, NHS, Schools and Further Education Facultys, County Councils and Local Authorities.
2. Draft protocols and actions.
3. Evaluate impact of protocols through Race Equality Charter 2025 staff and student surveys, and monthly "Speak Out reports".  

Actions developed with our partners lead to a decrease in incidents of racism for both our staff and students reported in our 2025 Race Equality Charter survey.

Race Equality Charter survey: A proportion of Black, Asian and Minority Ethnic staff reported having witnessed or been the victim of racial discrimination on campus. Incidents were not restricted to one physical campus area, they also extended onto the online space as well.

We currently have in place some initiatives such as the Let's Talk series and the Cornwall Anti Racism Forum, however we will seek to enhance the reach of these initiatives.

1. Enhance understanding and skills in tackling racism:
   • Review current EDI mandatory training for staff to ensure it fully covers all and every aspect of our anti-racism commitment.
   • Develop our specific anti-racism allyship training and prioritise rollout groups.
   • Develop specific mandated intersectional anti-racism training for Managers to include our Race Equality Charter findings, and is appropriately signposted to our anti-racism work and ensure the content related to anti-discrimination and anti-racism is relevant and engaging with signposting to additional information and support.
2. Create anti-racism training materials for staff, including: Information packs/slides that can be incorporated into staff inductions. Online resources/awareness sessions all year round, tying into our EDI calendar. Media campaign on racist microaggressions.
3. Increase staff reach of the Cornwall Anti-Racism Forum and Let’s Talk series across the university, through targeted communication.
4. Continue £25,000 funding per annum for students to carry out anti-racism projects organised through the Exeter Education Incubator.

1. Overall aim of combined interventions is to reduce racism incidents on campus by 2026. This will be measured through our informal and formal reporting mechanisms, along with our Race Equality Charter 2025 survey.
2. We will evaluate the uptake and feedback from training and allyship programmes annually and report through the University Inclusion Group.
3. Annual review of staff engagement with sessions shows a 20% increase in engagement with Anti Racism Forum(s) year on year.
4. Track engagement with resources and report through the University Inclusion Group.

Race Equality Charter survey: A proportion of Black, Asian and Minority Ethnic staff reported having witnessed or been the victim of racial discrimination on campus. Incidents were not restricted to one physical campus area, they also extended onto the online space as well.

We currently have in place some initiatives such as the Let's Talk series and the Cornwall Anti Racism Forum, however we will seek to enhance the reach of these initiatives.

1. Enhance understanding and skills in tackling racism:
   • Review student EDI training to ensure it appropriately covers our anti-racism commitment.
   • Create anti-racism training materials for students, including:
   • Information packs/slides that can be incorporated into freshers’ inductions.
   • Online resources/awareness sessions all year round, tying into our EDI calendar.
2. Increase student reach of Let’s Talk series and the Cornwall anti Racism Forum across the University through targeted communication.

Overall aim of combined interventions is to reduce racism incidents on campus to 0% by 2026. This will be measured through our informal and formal reporting mechanisms, along with our Race Equality Charter 2025 survey.

Evidence of training uptake and engagement with Anti-racism materials provided annually through the University Inclusion Group.

Satisfaction with materials and sessions measured through pulse checker surveys.

Race Equality Charter survey: A lower proportion of Black Asian and Minority Ethnic students agree that appropriate action would be taken if they reported a race-related incident to the university, compared to White students. Anecdotal evidence from students highlights that our mechanisms for reporting including our informal routes are not well known.

1. Review both formal and informal mechanisms through the lens of the Race Equality Charter findings.
2. Investigate the viability of applying the Speak Out Guardian reporting system for students.
3. Develop a communications campaign to highlight both formal and informal reporting mechanisms available to students working with the Students' Guild and Students' Union (Cornwall)

1. Race Equality Charter survey 2025 shows that at least 70% of Black, Asian and Minority Ethnic students have confidence in the University taking appropriate action if a race-related incident was reported.
2. Decision made on applying Speak Out Guardian for students based on recommendations of the investigation.