Race Equality Charter  Action Plan Progress

Progress made during Academic Year 2025/2026

• Continued implementation and monitoring of the University’s Race Equality Action Plan, with progress reported quarterly to the Equality, Diversity & Inclusion Committee and People & Culture Committee.
• The Race Equality Charter Self-Assessment Team (REC SAT) has transitioned into the Race Equality Charter Strategic Implementation Group (REC SIG), reflecting the move from Charter development to implementation. The group meets quarterly and includes representation from key areas across the University and the Students’ Union, ensuring both staff and student voices inform progress.
• Race equality has been strengthened at Board level, with an overview of activity, progress and future priorities incorporated into the Board of Governors’ induction.
• The Race Equality Group continues to provide an important space for staff engagement, challenge and involvement in shaping the University’s approach to race equality.

Student Voice, Experience and Reporting

• Participation in the REC student survey increased from 37 to 144 responses, a 289% increase, providing stronger insight into students’ experiences. Findings have informed updates to the Race Equality Action Plan, with cultural awareness identified as an area for continued focus.
• Clearer reporting routes are now in place for students and staff experiencing or witnessing racism or discrimination. Student concerns can be raised through the ASK referral system, where they are triaged to the most appropriate support or complaints route.
• Students’ Union representation on the REC SIG ensures that the student voice remains central to the University’s race equality work. 
• Race equality and racial trauma have been incorporated into TrACE training, including delivery to Students’ Union colleagues and TrACE Champions, building confidence in recognising and responding sensitively to students’ experiences

Learning, Awareness and Cultural Competence

• Race equality learning continues to be embedded across the University, with 78% of staff completing the Introduction to Race Equity eLearning.
• A structured programme of anti-racist development is now in place, including Challenging Racism, Introduction to Race Equality and Cultural Competency Training. The Cultural Competency session has been piloted with 36 staff and will be refined before wider University rollout.
• People & Culture Connect sessions provide ongoing opportunities to share learning, good practice and progress, aligned with key events such as Race Equality Week and Black History Month. 62 staff have engaged with these sessions.
• A Quick Guide to Racism in HE has been developed and shared with staff and students, helping people to recognise, respond to and report racially motivated incidents.
• An initial micro-audit has been completed, with findings being reviewed to inform future resources and help embed and share good practice.

Inclusive Recruitment, Representation and Visibility

• 75-line managers have participated in inclusive recruitment development.
• Recruitment practices and materials have been reviewed to support the University’s Race Equality Charter and Disability Confident commitments. This includes updated equality-monitoring terminology, recruitment materials, job descriptions and EDI-related interview questions, alongside practical good-practice guidance for recruiting managers.
• The recruitment webpages have also been strengthened to provide greater clarity for applicants and better reflect the University’s commitment to an inclusive culture.
• Working with the Marketing Team, a diverse image library has been created to strengthen representation across communications with staff, students and prospective applicants.
• The Research Team and OD&D are taking a more proactive approach to recognising and sharing staff achievements, including the research and project contributions of Ethnic Minority colleagues, helping to increase visibility, celebrate diversity and demonstrate the University’s inclusive culture.

Resources, Communication and Celebrating Our Community

• The University’s Anti-racist Toolkit and EDI Hub continue to grow, bringing together practical guidance, learning resources, internal and external support, training, networks, team activities, guest speakers and a cultural events calendar. Relevant content is also being adapted to develop student-facing resources and an anti-racist toolkit.
• The Race Equality Group delivered a South Asian Heritage Month cultural picnic and games event, bringing staff and students together to share food and take part in traditional activities. The event attracted 12 participants, while associated social media activity reached 289 followers.
• The Community Cape initiative provided a creative way for staff and students to reflect on what community means to them. Displayed across University campuses and promoted digitally, the campaign encouraged contributions through postcards, an online Community Cape Wall and reflections added directly to the Cape. Supporting social media activity reached 926 accounts, with the accompanying video receiving 59 views.

Sanctuary, Partnerships and Community Engagement

• Approval has been given to progress the University’s application for University of Sanctuary status, with submission planned for December 2026.
• To support wider awareness of sanctuary and migration, a bilingual Quick Guide to Migrants, Asylum Seekers and Refugees was developed and shared with staff and students during Refugee Week, providing accessible information and signposting to local and external support.
• Relationships with community organisations, including Wrexham Multicultural Hub, EYST, Race Equality First and community cohesion partners, continue to be strengthened through collaborative activity, community events and access to University spaces and services.
• The University of Sanctuary work complements these partnerships, helping the University build stronger relationships with its diverse local communities and supporting its contribution to the wider Nation of Sanctuary ambition.

Priorities for 2026/2027

1. Continuing delivery and monitoring of the Race Equality Action Plan through REC SIG.
2. Delivering the next Staff REC Survey and applying learning from the increased student survey engagement.
3. Strengthening communications around reporting routes, including clearer information about “what happens next" when concerns are raised.
4. Reviewing data across wider student processes to better understand where experiences of discrimination may be presenting.
5. Continuing targeted and team-based race equality development to build colleagues' confidence in discussing and challenging racism.
6. Increasing the emphasis on measuring outcomes and impact, alongside monitoring completion of activity.
7. Continuing development of the Anti-racist Toolkit and EDI Hub for both staff and students.
8. Strengthening engagement with MO:SAIC, the Race Equality Group and external community partners.
9. Progressing the University's University of Sanctuary application towards the December 2026 submission.
10. Continuing to embed race equality considerations within recruitment, progression, student experience and institutional decision-making.