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Office of the President and Provost (Equality, Diversity & Inclusion)

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Race Equality Charter

The Race Equality Charter (REC) is a national framework that supports universities to identify, understand, and address the barriers facing minority ethnic staff and students in higher education.

Contents

About the Charter
UCL’s Commitment
Progress and Action                                            
Stronger Governance through EMAG
Developing the 2025 Action Plan
Faculty Leadership and the Deans’ Pledges
Closing the Awarding Gap
Sustaining the Work
Submissions and Action Plans

About the Charter

The Charter is underpinned by five guiding principles and in determining our priorities and interventions, we commit to informing our work with the understanding recognise that:

  1. Racism is part of everyday life in the UK and can appear in daily interactions, processes and behaviours. Racial inequalities often happen in subtle ways, not only through obvious incidents.
  2. Higher education can only reach its full potential when people from all ethnic backgrounds can contribute and benefit equally.
  3. Race equality work should focus on long-term cultural and institutional change, rather than placing responsibility on individuals.
  4. Racially minoritised staff and students are not a single group. Different ethnic backgrounds bring different experiences and outcomes, which must be considered when analysing data and planning actions.
  5. Using an intersectional approach helps universities understand how race interacts with other identities and supports more effective action to address racism.

These principles encourage universities to commit to structural and cultural change that improves representation, progression, and success.

UCL’s Commitment

UCL was one of the first UK universities to be recognised for its work on tackling racial inequalities. We were awarded Bronze in 2015, successfully renewed in 2020, and have now submitted for a Silver award in 2025.

Our journey reflects not only our commitment to the REC principles but also our recognition that race equality requires sustained effort, accountability, and collaboration across our community.

Progress and Action                                           

  • 2015: First Bronze award and publication of UCL’s Race Equality Action Plan.
  • 2020: Bronze renewal, strengthened by sector-leading data collection and wide staff and student consultation.
  • 2025: Silver submission, informed by five years of progress and the work of the Race Equality Implementation Group (REIG), Equality Monitoring and Advancement Group (EMAG), and partnerships with Students’ Union UCL.
  • UCL has made significant progress this year in advancing race equality across the institution. Our work has focused on strengthening governance, improving accountability and developing a new Race Equality Action Plan for our 2025 submission.

Stronger Governance through EMAG

  • EMAG replaced the previous Equality Charters Group in 2024, ensuring greater coordination and accountability.
  • Chaired by the Pro-Provost (Equity and Inclusion), EMAG includes representatives from across UCL’s staff community and Students’ Union UCL. The group meets termly to monitor progress, review institutional data and support inclusive, intersectional approaches to equality work.
  • EMAG also plays a central role during charter submission periods, coordinating evidence and ensuring that race equality activity is embedded across the university.

Developing the 2025 Action Plan

  • In 2024–25, EMAG worked closely with the Race Equality Steering Group and the Self-Assessment Team to shape a new, evidence-based Race Equality Action Plan. Listening exercises with staff and students provided valuable insight into lived experiences of race and inclusion at UCL. These findings have directly informed new priorities focused on representation, recruitment, progression and belonging.

Our 2025 submission and action plan set out UCL’s next phase of work, focusing on systemic change, accountability at every level, and building a more inclusive university culture.
 

race equality charter bronze award logo

Faculty Leadership and the Deans’ Pledges

This year UCL introduced the Deans’ Pledges Framework, which embeds accountability for equality outcomes within faculty leadership. Each Dean has committed to clear, measurable pledges aligned with UCL’s Race Equality objectives, reinforcing collective responsibility for lasting change.

Closing the Awarding Gap

Through the BAME Awarding Gap Project, Faculty Leads continue to drive local action in each of UCL’s 11 faculties. These Leads identify awarding gaps, design interventions and measure outcomes in collaboration with staff and students. Their work has led to targeted improvements in teaching, assessment, mentoring and student support.

Sustaining the Work

UCL will continue to build on this momentum through regular Self-Assessment Team meetings, ongoing EMAG oversight and centralised support from the EDI Office. Progress will be reviewed annually by the EDI Committee, with outcomes shared openly across the university.

By embedding race equality into governance, data systems and everyday practice, UCL aims to create a lasting culture of inclusion and accountability.

Submissions and Action Plans

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