Case study Organisation: West Thames College Type of FE provider: College Focus on: Equality and Diversity (Race)
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The Black Staff Group Summary of activity How a Black Staff Group can be set up and work within a college’s planning processes for the benefit of staff, learners and the college itself.
Background and strategic drive for activity West Thames College is a medium-sized further education college situated in the London Borough of Hounslow. The college’s 6,000-strong student population is drawn from a long-established multicultural community, with around 60 per cent belonging to a black or minority ethnic group. English is a second language to more than half of its students. The college has sites across the area, including its main campus in Isleworth and its Skills Centre based in Feltham. As an education provider in such a diverse area, the college is proud to be fully committed to race equality, as evidenced through the work of its leadership and the clear messages it communicates about celebrating diversity. The college was therefore concerned to hear anecdotal information that some black staff were not happy with the way they were being managed and that there was an increase in the number of staff complaints of racism. As a result, the college decided to set up a
Black Staff Group to provide a forum to discuss issues and raise concerns in a comfortable and non-threatening environment. Comments could then be collated by the group’s facilitator and forwarded with recommendations to the Principal.
Set-up and implementation The group was set up in 2006 with the help of a black and minority ethnic member of the learning and development team, who also facilitates the meetings. The expertise of the facilitator is very important, as this role has helped ensure that staff feel comfortable enough to discuss issues of race equality within the college.
The first meeting was publicised in the staff bulletin and 30 members of staff attended. During this meeting, staff were made aware of development opportunities through the Black Leadership Initiative, and were also able to identify how they wanted to support the college in its work on race equality, such as through supporting black learners. To ensure staff ownership of the group, subsequent meetings have been facilitated by members of the group itself. The Vice-Principal attends for a short period at the end of each meeting to make sure the group’s concerns and comments are fed-back to the senior management team and Principal. Although trade unions are not formally involved with the group, some of their members have attended meetings in the past and are always welcome.
Obstacles faced At first, not all staff across the college’s sites were aware that the Black Staff Group was there for them to join. The college’s staff bulletin has helped to raise awareness of the group and address this obstacle. Anecdotal information from staff indicated that they had reservations about asking their line managers for permission to attend the Black Leadership Initiative training sessions proposed by the group. The college responded by ensuring that the training registration process was co-ordinated and managed centrally.
who needed further support, which was then cascaded down to the next management level and finally rolled out to the whole department. To ensure training was relevant and useful, the Black Staff Group was consulted to help shape the programme for senior managers and subsequently all levels of staff. This three-stage approach to training practice became a model for use across the whole college and the group played an important role in its formation. As well as opening up channels to discuss and improve the college’s equality practices, and provide a direct link between black staff and senior management, the group was also able to raise awareness of opportunities for black staff. For example, eleven black and minority ethnic staff took part in the First Steps to Leadership programme. The group’s activities also helped the college to win an Association of Colleges’ Beacon award for race equality, which has helped enhance the college’s national reputation.
Links to legal requirements and other equality areas Setting up the group has enabled the college to promote equality of opportunity in the area of race equality, which in turn has helped the college to meet its legal obligations under the second strand of the Race Equality Duty, as set out in the Race Relations Act 1976 (as amended).
There was also concern about how the group was perceived across the college, particularly in relation to the group’s name. Following extensive discussions, the group decided that it should be called the Black Staff Group, because even though its sessions are open to all staff regardless of background, it is still important for the group to be able to concentrate on issues affecting black staff at the college. The group is generally viewed as a positive and constructive forum.
The work of the group has also provided a good model that can be used (with appropriate modifications) in other equality areas.
Impact and achievements
“An excellent example of involvement and engagement with staff to help identify and act upon positive and negative experiences, informing staff of development opportunities.”
Information about black staff receiving negative treatment came mainly from one area of the college and this emerged quite strongly during analysis of the annual staff survey. As well as this disturbing information, some white staff indicated that they were not happy with the Black Leadership Initiative programmes, as they wrongly perceived that the college was displaying preferential treatment to black staff. Clearly, both situations were unacceptable. The Vice-Principal met with the senior manager from the relevant department to discuss the matter in more detail. It was then decided that the college’s senior management team would receive equality and diversity training, to make sure that they understood the college’s standards on equality, were able to communicate the right messages and address any concerns expressed by their staff. One-to-one training was also provided for managers
Next steps The group continues to meet on a regular basis, with a good level of attendance. Staff are willing to discuss issues regarding the college’s work on race equality and are also able to consider the training opportunities open to them.
The Workforce Race Advisory Group
Provider contact Billy Elliott Vice Principal – Student and Services West Thames College London Road, Isleworth, Middlesex, TW7 4HS billy.elliott@west-thames.ac.uk Find out more about the work of The Workforce Race Advisory Group: www.lluk.org/3151.htm. RW09/09/200910.032
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Ref: E&D/FE/07 2009/12
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