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Thank you very much for this information Mannie and for all the other very helpful information that you are posting to the list.  I found the Leeds Toolkit very clear and helpful. I have found something else that may be useful to colleagues on the CRE website. It is Performance Guidelines for Colleges and Universities. This is a short and clear document available as a PDF download. http://www.cre.gov.uk/duty/pdfs/pg_fehe.pdf
Regards
Melanie Landells

	-----Original Message----- 
	From: Emmanuell Kusemamuriwo [mailto:[log in to unmask]] 
	Sent: Mon 05/08/2002 15:04 
	To: [log in to unmask] 
	Cc: 
	Subject: FW: THE INSTITUTIONAL RACISM in HIGHER EDUCATION TOOLKIT
	
	



	Mannie Kusemamuriwo
	Policy Adviser: Ethnicity & Cultural Diversity
	Equality Challenge Unit
	3rd Floor, 4 Tavistock Place
	London  WC1H 9RA
	
	Tel 020 7520 7063
	Fax 020 7520 7069
	[log in to unmask]
	
	
	
	-----Original Message-----
	From: Emmanuell Kusemamuriwo
	Sent: 02 August 2002 18:22
	To: [log in to unmask]
	Cc: Emmanuell Kusemamuriwo
	Subject: THE INSTITUTIONAL RACISM in HIGHER EDUCATION TOOLKIT
	
	
	Dear Colleagues,
	
	Here is some information which I think could be very helpful to institutions
	in implementing the RRAA General and Specific Duty requirements.I would
	point out that particular attention could be paid to the attached
	information on the Institutional Racism in HE Conference and the
	Institutional Racism in HE Toolkit.
	
	The Toolkit, though a growing document, is a very user friendly reference
	document that will be able to assist those of our institutions that need it,
	in the effective implementation of their race equality policies, action
	plans, processes and procedures. I think the Centre for Ethnicity and Racism
	Studies at the University of Leeds, using HEFCE funding,deserve commending
	in that besides producing a very useful document, have been very timely in
	launching it at a time when the RRAA requirements are demanding particular
	ways of functioning from HE institutions.
	
	The Toolkit covers all those HEI functions which carry a very high race
	equality relevance and explains how institutions can best implement them,
	from an RRAA General and Specific Duty response perspective.
	
	I am also pleased to say it provides questions and answers in some of the
	areas frequently brought up by HEIs as most challenging, for instance in
	areas like Institutional racism, Target setting, Positive action, Ethnic
	monitoring, Recruitment and selection, Responsibilities, accountabilities
	and liabilities, Training,Good and bad practice indicators,Staff and student
	issues, Consultation and Communication strategies and Data analyses,
	Contractual compliance, and appropriate questions to ask.
	
	The list is endless and you just have to read it to appreciate how useful
	the Toolkit is in adding value to our institutional responses to the RRAA
	requirements. What's more, we can actually add to its quality and contents,
	by contacting and suggesting good practice ideas to the Team at the Leeds
	University Centre for Ethnicity and Racism Studies.
	
	The Toolkit can be found at http://www.leeds.ac.uk/cers/toolkit/toolkit.htm.
	
	In conjunction with the Toolkit, I would further advise colleagues to refer
	to the HEFCE and CRE Race Equality Schemes which are very good, especially
	in the way they are structured and their contents. They also address certain
	areas which have been causing some anxiety within our own institutions, e.g.
	how all our race equality policies could/should:
	
	1.      Acknowledge the Macpherson Report, its recommendations definitions
	of institutional racism         and a racist incident.
	
	2.      Define the RRAA's background and set the context for its statutory
	requirements on all     public bodies, including HEIs.
	
	3.      State why and how, through its Race Equality policy, each
	institution is going to commit  to the RRAA's statutory requirements.
	
	4.      Qualify institutional functions for relevance and proportionality to
	race equality.
	
	5.      Incorporate and implement the Specific Duties into functions and
	define various  responsibilities,       accountabilities and liabilities in
	order to ensure appropriate     institutional functioning under the
	requirements of the RRAA's General Duty requirements.
	
	6.      Implement Consultation,Communication and Training  strategies.
	
	7.      Formulate and implement effective Action or Implementation Plans and
	Strategies.
	
	As you might already be aware, the HEFCE Race Equality Scheme also spells
	out what its requirements are for HEIs. These are currently subject to
	consultation and HEFCE intends to hold two Consultation Seminars on 26 and
	27 September, 2002. So I would suggest that given the HEFCE
	requirements(which incidentally, are no more than those required by the
	RRAA), and that institutions will be expected to comment, we could be
	getting our communication and consultative strategies underway, in time to
	give meaningful comments and suggestions to the planned HEFCE seminars. The
	HEFCE RES can be found on www.hefce.ac.uk and the CRE RES can be found on
	www.cre.gov.uk
	
	Happy reading and all comments, suggestions and any other issues arising out
	of all the above, will be most welcome, as usual.
	
	Regards,
	
	Mannie Kusemamuriwo
	Policy Adviser: Ethnicity & Cultural Diversity
	Equality Challenge Unit
	3rd Floor, 4 Tavistock Place
	London  WC1H 9RA
	
	Tel 020 7520 7063
	Fax 020 7520 7069
	[log in to unmask]
	
	
	
	-----Original Message-----
	From: Laura Turney [mailto:[log in to unmask]]
	Sent: 29 July 2002 10:54
	To: Centre for Ethnicity & Racism Studies
	Subject: CERSNews
	
	
	Please find attached the July edition of CERSNews.
	
	If you have any difficulties with this attachment or would prefer a
	hard copy to be sent to you through the post, please let me know.
	
	Best wishes,
	
	Laura Turney
	
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