Achieving race equality in higher education is a long-term commitment that requires a deep understanding of the lived experiences of staff, clear accountability and the confidence to act on what’s revealed. For institutions aiming to participate in or renew their commitment to the Race Equality Charter (REC), gaining an honest view of current challenges is a necessary starting point.
Higher education staff surveys — when thoughtfully designed and strategically deployed — give voice to those experiences and can provide the evidence institutions need to shape a Race Equality Charter action plan that is both credible and effective. These surveys help to surface meaningful data that inform bold, context-specific decisions.
As the number one provider of higher education staff surveys in the UK, we work closely with HEIs to deliver surveys aligned with the REC framework. Let’s explore how our tailored surveys support institutions on their journey to race equality and how the insights gathered play a critical role in building inclusive, respectful and equitable university environments.
The Race Equality Charter (REC) is a sector-led initiative designed to improve the representation, progression and success of staff and students from racially minoritised ethnic groups in higher education. Managed by Advance HE, it provides a structured yet flexible framework for institutions aiming to address racial inequalities through evidence-led self-assessment and (importantly) targeted action.
With 101 institutions currently members and 38 awards already achieved, the Race Equality Charter has established itself as a key tool for institutions committed to meaningful racial equity work. By focusing on both systemic and cultural transformation, the Charter encourages institutions to move beyond performative inclusion and toward measurable, impactful change.
What is a Race Equality Charter action plan?
A Race Equality Charter action plan is a comprehensive, evidence-informed roadmap that higher education institutions develop as part of their REC application. It is not a checklist of general diversity goals. Instead, it outlines targeted, SMART (Specific, Measurable, Achievable, Relevant and Time-bound) actions, each tied to identified institutional issues or gaps.
At Bronze level, for instance, institutions must assess context-specific race equality issues using both qualitative and quantitative data, consult with staff and students and identify a series of priority areas. This process culminates in a strategic action plan that guides practical interventions over a five-year period. These actions might include initiatives to address gaps in staff recruitment and promotion or efforts to enhance inclusive leadership practices and address everyday racism.
The importance of a Race Equality Charter action plan cannot be overstated. Without one, efforts often remain fragmented or reactive. With a clear plan in place, institutions can implement structured change — supported by leadership, monitored by stakeholders and evaluated with rigour.
The role of staff surveys in shaping REC strategies
Employee sentiment is incredibly important to understanding how race inequality manifests in your institution. One of the most effective ways to capture this insight is through employee surveys designed with REC principles in mind. At People Insight, we regularly support HEIs by conducting race equality surveys tailored to meet both the mandatory and optional elements of the Charter’s requirements.
The REC survey focuses on three core themes: Sense of Belonging, Speaking Up and Communicating and Culture Climate. These themes are not theoretical — they’re rooted in the lived experiences of racially minoritised staff and offer direct insights into the barriers they face.
We help institutions assess key aspects such as:
Respect and inclusion within teams
Confidence in calling out racism
Perceived support from leadership
Opportunities to engage with diverse cultures
How safe staff feel discussing race
For example, we ask:
“I feel I am respected by the people I work with”
“Racist behaviours are not tolerated at my university”
“I feel comfortable discussing race-related topics with colleagues”
These statements, taken from our REC-aligned question bank, are carefully designed to gather nuanced and actionable insights. When analysed across ethnicity, role, faculty and career stage, this data becomes a powerful tool for self-assessment and for identifying priority issues.
REC and employee engagement: The wider impact
The benefits of engaging with the Race Equality Charter reach far beyond compliance or award recognition. Institutions that take this work seriously often see improvements across multiple aspects of the employee experience. According to Advance HE’s own reports, staff from racially minoritised backgrounds continue to face significant disparities in career progression, pay and day-to-day experience. Initiatives driven by REC can help close these gaps.
Survey data, when used well, can surface patterns such as disparities in perceived respect or confidence in reporting discrimination. These insights shape meaningful change — for instance, informing revisions to recruitment practices or enhancing leadership development programmes to support inclusive behaviours.
Importantly, REC-aligned survey data also contributes to:
More inclusive working environments
Reduced staff turnover, particularly among underrepresented groups
Improved perceptions of fairness and organisational values
All of these factors contribute to stronger employee engagement, improved employee wellbeing and a more equitable academic environment.
Survey questions to support your Race Equality Charter action plan
Using the REC survey questions adapted with People Insight wording, institutions can gather clear and relevant feedback across 12 mandatory areas. Below are some examples of how we phrase these survey items to be easily understood and relevant in the higher education context:
Sense of Belonging (SoB)
I feel I am respected by the people I work with
I feel connected to my colleagues at [institution]
Speaking Up & Communicating (SU&C)
I feel comfortable calling out a person showing racist behaviours
Racist behaviours are not tolerated at [institution]
Culture Climate (CC)
I understand what [institution] is doing to tackle racial inequality
I have opportunities to learn about different races and cultures
These questions are designed to elicit clear, actionable feedback and are aligned with the current Race Equality Charter survey framework. We also provide analysis disaggregated by ethnicity, nationality, role, faculty and other key demographics — all imprtant for an intersectional understanding.
How we support HEIs with the Race Equality Charter
We have extensive experience working with higher education institutions and a deep understanding of the Race Equality Charter’s aims and frameworks. Our support goes far beyond off-the-shelf survey templates. We consult with institutions to shape REC-compliant survey design, support strategic analysis and assist in translating insight into a meaningful action plan.
We also help you communicate outcomes clearly — a key element for building institutional credibility and trust with racially minoritised employees. From governance and accountability to embedding REC principles into wider staff engagement strategies, our HR consultancy and insights play a key role.
The Race Equality Charter offers a structured way to challenge longstanding inequities and improve the lived experience of racially minoritised staff. Staff surveys designed with the REC in mind are the listening mechanisms that help institutions translate intent into tangible progress.
Employee listening is fundamental to change. Institutions that make the most of their REC participation use surveys to understand, challenge and act — building stronger, fairer and more inclusive workplaces.
Let’s talk about how our higher education staff surveys can support your Race Equality Charter journey. Contact us to discuss how we can help you meet the Charter’s standards and strengthen your action plan.
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