Understanding Racism, Transforming University Cultures

As a direct response to a 2019 Equality and Human Rights Commission report which uncovered widespread evidence of racial harassment on university campuses, the University of Glasgow established a project group to consider the recommendations and to research the local impact at our University. The group met several times and considered a range of data and evidence, including surveying around 500 students as well as a carrying out very in-depth interviews with 20 ethnic minority staff asking them about their experience of racism while studying or working at the University. 

As a result of this work, the University of Glasgow has published a comprehensive action plan to help tackle racism and racial harassment on campus as part of its effort to address racial inequality. The action plan is part of the recommendations, including practical steps, found in the University’s Understanding Racism, Transforming University Cultures.

The racism report comes two years after the University published its report into its historical links to slavery and began work on a significant reparative justice programme. This body of research and programme of reparatory justice has provided a foundation for the University to refocus and address current staff and student experiences of racism and racial inequality.

Content Advisory

The content and discussion in this report covers themes of racism and racial harassment, including detailed accounts of lived experiences of racial harassment from staff and students and the detrimental effects of this to physical and mental health. Although a challenging read for all, this report may be a particularly difficult for those who have experienced racism or harassment. If you require support relating to the themes of the report, please visit our Support and Resources section to find both internal and external resources. 

One Year On event - 26 April 2022

The University’s Understanding Racism and Transforming University Cultures (URTUC) Report and Action Plan was launched in February 2021 in response to the EHRC's Report which exposed widespread evidence of racial harassment across UK university campuses.

This one year anniversary event highlights the University of Glasgow’s continuing commitment to racial justice, and touches on just some of the actions underway across the institution from:

  • The setting up of a staff network
  • Co-creating an anti-racist campaign with input from staff and students
  • The creation of a Decolonising the Curriculum Community of Practise

We were joined by our Principal, Professor Sir Anton MuscatelliUzma Khan, Deputy Chief Operating Officer and Director of Planning and the new Race Equality Champion; authors of the URTUC report, Professor Satnam Virdee and Mhairi Taylor; as well as colleagues Dr Christine WhiteProfessor Lubna Nasir, Dr Cindy Chew, Dr Shantel George and Dr Thomas Anker along with Smina Akhtar (PGR) and the SRC’s VP Education, Mia Clarke.

The event recording, which lasts 1hr 48mins, and the transcript from the live captioning provided during the event have been made available via Moodle - you will require a GUID to access the recording.


Initial Responses to the Report

Professor Sir Anton Muscatelli, Principal and Vice-Chancellor of the University of Glasgow, who as chair of the University’s Equality and Diversity Strategy Committee commissioned the investigation into student and staff experiences of racism, said: “The report is a very difficult read and outlines challenging experiences of racism or racial injustice.

“On behalf of the University of Glasgow, I want to apologise to my colleagues and our students who have been impacted by racism or racial injustice while working or studying here.

“I want to also recognise the detrimental impact these experiences have had on inclusion, your wellbeing and your sense of belonging - for a University which prides itself on its values and reputation this is unacceptable.”

He added: “While tackling racism is a problem that extends far beyond the University of Glasgow, following the 2019 EHRC report we resolved to act and launched a major review of our policies and procedures concerning racial harassment.

“This report and action plan is the result of this investigation. I want to thank our colleagues and students for bravely speaking to us about their experiences.

“We are determined to use this report as a catalyst to effect change. Already through the University’s leadership team in collaboration with colleagues and students we have begun to implement the report’s action plan. We hope that all our staff and students will join us as active participants in driving through these necessary changes."

“While we recognise that tackling racism remains a problem for society at large, to be the institution we aspire to be, the University is clear that we must act and act decisively. This report and the accompanying action plan offers us a way forward to deliver real and meaningful change.”

Bonnie Dean, Race Equality Champion & Co-Convener of the Race Equality Group
“This report marks an important step in our journey towards becoming an anti-racist institution at the University of Glasgow. As Race Equality Champion, I want to assure our staff and students that the work does not stop with the report's publication; we are committed to undertaking the extensive and long-term actions within our Action Plan to ensure ongoing and genuine progress is made. As we release this report, it is important to recognise that racism is not a static issue but one that is complex and changes over time and in different environments. For this reason, I will be regularly working with students and staff through the REG and EDSC to ensure that the grassroots voices and experiences of our community are heard and considered in this journey.” 

Professor Satnam Virdee, Co-Convener of the Race Equality Group and Co-Author of the Report
“I want to thank all those students and members of staff who took part in this study and who spoke so bravely, openly and honestly about the racism and exclusion they have suffered. The lived experiences that were shared in the surveys and interviews make for difficult reading, but they also demand that as an organisation, the University of Glasgow does better to uphold and actualise the principle of racial equality. I'm pleased the leadership team at the University have pledged to work through the comprehensive action plan set out in the report and introduce mechanisms and measures that will tackle both structural disadvantage and interpersonal racism."

Summary of Report Findings

The University of Glasgow’s 'Understanding Racism, Transforming University Cultures’ report spoke to around 500 students as well as a carrying out very in-depth interviews with 20 ethnic minority staff asking them about their experience of racism while studying or working at the University.

The report found:

  • One in two ethnic minority students had been racially harassed highlighting a significant variance with the handful of student racial harassment cases captured by our University processes.
  • Half of all ethnic minority students reported being harassed between two and five times since beginning their studies at the University of Glasgow while one in 20 students reported more than 20 separate incidents of harassment.
  • A reluctance to report such harassment because of a lack of confidence that such incidents would be treated seriously combined with a fear of reprisals from fellow students and staff.
  • Among staff, coded forms of racism were more prevalent than overt racism. Such coded but persistent racial harassment has a corrosive and scarring effect on the physical and mental health of ethnic minority staff.
  • More than a quarter of ethnic minority students who took part in the survey say the University of Glasgow has a serious problem with racism.

Alongside such interpersonal racism, the report also found evidence of structural disadvantage facing ethnic minority staff and students including:

  • A statistically significant degree awarding gap between Black, Asian and Minority Ethnic students in 2018/19 of over 10% in comparison to their White peers.
  • The disproportionate precarity of our ethnic minority staff who are between two and three times more likely to be employed on fixed term contracts.
  • No ethnic minority representation on the three major decision-making bodies of the University – Senior Management Group, Court and Senate.

Action Plan Summary

The resulting recommendations in the agreed action plan include:

  • Senior Management Group to publicly commit to taking an anti-racist approach to University processes and systems, promoting a zero tolerance policy to racial harassment on campus.
  • Devising and developing pre-entry courses for staff and students on acceptable codes of behaviour at the University.
  • Building a strand of decolonising the curriculum into the University’s next Learning and Teaching Strategy.
  • Racial equality/Anti-racism campaign on campus.
  • Specific reference made to racial harassment in the University’s:
    • Equality and Diversity Policy
    • Dignity at Work and Study Policy
    • Student Codes of Conduct
    • Complaints process
  • Recruitment of new Respect Advisers to ensure ethnic diversity.
  • Anti-racist and cultural awareness training for all staff, prioritising those involved in staff or student investigation processes.
  • Implementation of further anti-racist training beyond the mandatory requirement for the certain roles including the Senior Management Group and the University’s Senior Leaders Forum.

Limitations of the Report

The Understanding Racism Transforming University Culture Report aimed to consider the experiences of ethnic minority staff and students at the University, both from an individual and structural perspective. As racism and racial inequalities cover all lived experiences, the authors choose to focus on particular experiences which impacted all students and staff – in this context employment journey and student awards. Framing the report using the concepts of racism and inequality allowed the authors to consider not just inter-personal dynamics but structural inequalities rooted in organisational dynamics - something which the more generic concepts like White privilege and fragility do not allow for.