Anti Racist Action Plan

Progress on Our Anti-Racism Action Plan (2023-2025)

1. Curriculum Development

Objective: Ensure all curricula reflect an anti-racist Wales and the contributions of Black, Asian, and Minority Ethnic people.

What We've Achieved:

• Training Completed: Nearly all Programme Area Managers (PAMs) and middle managers attended anti-racism training, focusing on integrating anti-racist values into the curriculum.
• New Evaluation Tools: A revised Programme Evaluation Report (PER) includes specific sections for monitoring how anti-racism is integrated into course delivery, learning materials, and assessment practices.
• Curriculum Updates: The Advanced Skills Baccalaureate Wales now includes projects aligned with the UN Sustainable Goals, promoting cultural awareness and anti-racism as core learning objectives.

Ongoing Work:

• Full Curriculum Review: A comprehensive review of all programme areas is underway. Template schemes of work (SOWs) have been created to support anti-racist content, with more resources being developed nationally.
• Embedding Resources: Anti-racist resources, such as those from the Welsh Government's anti-racism metaverse, are being embedded into teaching materials to support inclusive content across different subjects.
• Group Tutorials: Additional work is needed to ensure anti-racist themes are consistently integrated into group tutorial sessions.

2. Staff Training & Development

Objective: Empower staff at all levels to address racism and promote anti-racism in both teaching and leadership roles.

What We've Achieved:

• Manager Training: Nearly all middle managers and senior leaders have completed the ‘Becoming an Anti-Racist College’ training, with workshops led by experts like Natalie Jones at the T&L Conference.
• Broader Staff Training: 93 staff members participated in anti-racism workshops. Staff development sessions focused on addressing unconscious bias, microaggressions, and embedding anti-racist principles into everyday teaching.
• Leadership Training: 65 managers completed a leadership series called “Being an Actively Anti-Racist Leader,” helping to shape strategic decisions within the institution.
• Teaching and Learning Conference: Anti-racism was a focus in our T&L conference in the summer of 2024 with a keynote speech and workshops delivered to teaching staff from Natalie Jones, S4C.

Ongoing Work:

• Training for All Staff: Plans are in place to offer refresher anti-racism training and extend it to all staff members, particularly targeting those who missed earlier sessions.
• Work-Based Learning (WBL) Assessors: More work is needed to ensure that WBL assessors receive targeted anti-racism training. Resources are being developed to support assessors in embedding anti-racist pedagogy into their assessments.
• CPD Integration: Anti-racism will become a core component of the Continuing Professional Development (CPD) plan, ensuring long-term sustainability of these principles in all staff training programmes.

3. Learner Engagement & Support

Objective: Create an inclusive, anti-racist environment for learners by embedding anti-racist values in support services, tutorial programs, and enrichment activities.

What We've Achieved:

• Updated Enrichment Calendar: The learner enrichment calendar now includes at least three annual anti-racism-focused events. Black History Month and Holocaust Memorial Day activities have been introduced, alongside interactive sessions like "Travelling While Black" VR experiences.
• Anti-Racism in Tutorials: A bilingual tutorial resource pack has been developed and shared with personal tutors, helping them to deliver anti-racism content in their tutorial sessions. Tutorial observations now include checks for the integration of anti-racist resources.
• Cultural Awareness Events: A variety of cultural and religious awareness events, such as Interfaith Week and Stephen Lawrence Day, are now embedded into the tutorial programs.
• Learner Voice: The "Speak Up" button will make it easier for learners to report racism or make recommendations on how to improve the college’s anti-racism efforts. Continued promotion is planned to encourage participation in focus groups and provide feedback.

Ongoing Work:

• Improved Consistency: While resources are available, their implementation across the Grŵp is inconsistent. This will be addressed through refresher training sessions and stronger guidance for tutors.
• Marginalised Learners: Additional efforts are being made to support immigrants, refugees, and asylum seekers. Current challenges include limited data collection, which affects targeted interventions.

4. Governance & Leadership

Objective: Ensure anti-racism is a core component of leadership, HR policies, and governance.

What We've Achieved:

• Mandatory Training Compliance: 98% of staff have completed mandatory Equality & Diversity (E&D) training. Senior leaders have also attended anti-racism professional learning sessions designed to align leadership strategies with anti-racist principles.
• Increased Representation: A board member from the Global Majority has been appointed to the Board of Governors, reflecting efforts to diversify leadership representation.
• Policy Updates: All new and revised HR policies now undergo equality impact assessments to ensure they promote anti-racism, inclusivity, and cultural diversity.

Ongoing Work:

• Increasing Diversity: Efforts to increase the representation of Black, Asian, and Minority Ethnic staff and governors are ongoing. Currently, 1.6% of staff come from the Global Majority, compared to 5% of learners. Addressing these gaps will be a key focus moving forward.
• Strategic Engagement: Advisory forums, validation groups, and other strategic decision-making bodies are being reviewed to ensure Black, Asian, and Minority Ethnic staff are represented. This representation is essential for promoting anti-racism at the governance level.
• Staff and Learner Data: Ethnicity data for staff and learners is being collected and analysed to address gaps and imbalances. This data will be included in the Annual Equality Report to inform further action.

Timeline of Key Milestones:

• September 2024: Speak Up button live
• October 2024: Anti Racist Champion to be appointed to support integrating the Welsh Government’s anti-racism metaverse resources into the curriculum.
• December 2024: Anti-racist policy drafted and out for consultation with staff and learners.
• March 2025: Publication of the Annual Equality Report, which will include staff and learner ethnicity data, alongside recommendations for further action.
  
• June 2025: Review project ambition contribution to assessing the effectiveness of embedding anti-racism into the curriculum.

Get Involved:

• Join the Conversation: Attend workshops or focus groups on anti-racism, share your experiences, and suggest ways we can improve.
• Submit Feedback: Share your thoughts on how we can further promote anti-racism in the college by contacting Gaz Williams: gt.williams@gllm.ac.uk
  
• Upcoming Events: Stay tuned for upcoming anti-racism activities in our learner enrichment calendar and make sure to participate in cultural awareness events.