Lack of resources
This companion page is one of many included in the See My Academic FACE survey findings - officially released November 24
Featured first are Black and racially minoritised participant answers. Scroll down to see non minoritised or white participant answers to the same question.
The qualitative question below elicited answers answers across several themes
The third theme is Lack of Resources
Please add any further insight into your lived experience as an academic/technician/
member of support staff in relation to ‘Race’. How, for example has ‘Race impacted your sense of feeling supported and valued as an educator?
Theme 3 is Lack of Resources
Black and racially minoritised participant answers
18. I don’t feel supported as the people I work with seem to have a lack of understanding when it comes to minorities or how they are treated in the work place and how this can have an effect. For example PTSD or past traumas and how that effects one’s lack of openess in a new role.
“I don’t feel supported as the people I work with seem to have a lack of understanding when it comes to minorities or how they are treated in the work place.”
23. At the very beginning of my career as a lecturer, I believed that I was a token, as I was the only one - the only black academic on campus.
29. I and 2 other Black colleagues from the same university department /school have been simultaneously dismissed. Without due process no wonder the head refuses to attend FACE meetings having previously had complaints against them. We only found out because we asked for our contract renewals. We have all worked for 4 years plus at this university, written new degree courses which received commendations, and inaugurated new and successful degree courses which have in a short time received national and international recognition.
No support for PhD, even though we were entitled. No conference attendance support, pppr working conditions, equipment, constant pressure to resolve the problems of others staff, discrimination, racial and disability. Our department had the worst POC student attainment in the university, and even then they avoided the university’s own initiatives to correct this.
Our error was to excel with our students and request support for them ... even to the extent of paying for their materials. This is what is like to be Black in HE when you highlight the problems.
“No support for PhD, even though we were entitled. No conference attendance support, pppr working conditions, equipment, constant pressure to resolve the problems of others staff, discrimination, racial and disability.”
33. The lack of Black senior management as role models, has only cemented the sense that the concrete ceiling is firmly in place unless compromises are made that act as interventions in a failing system. The slow and reactive response of my university is indicative of its failure to recognise the importance of providing meaningful support if they wish to prioritise Black and ethnic minority engagement for staff and students.
34. When I needed counselling I had to go outside of institution and managed to get them to pay. They had no Black counsellors two years ago as the one they had was on sick leave
“The lack of Black senior management as role models, has only cemented the sense that the concrete ceiling is firmly in place unless compromises are made that act as interventions in a failing system.”
38. There is a pervasive issue of racism and unconscious bias in academia that manifests in the way academics refer to students using derogatory terms like 'the internationals'. This lack of professionalism and inclusivity stems from the homogeneity of the individuals teaching, demonstrating and supporting workshops. This lack of diversity leads to a limited understanding of students from varied backgrounds. The constant contact with white British individuals fails to accurately reflect the diverse student body resulting in a lack of representation in terms of race, interests and personalities. The lack of opportunities for career advancement and inadequate pay further diminish the appeal of pursuing a career in academia, especially when compared to industry salaries.
“The lack of opportunities for career advancement and inadequate pay further diminish the appeal of pursuing a career in academia, especially when compared to industry salaries.”
46. Over 35 years of zero support as first black female course director of fashion there was no support or guidance
50. The institution didn't react at all when there was bullying in emails although the school was cc'd in. I was at a breaking point and communicated it to my department who then immediately took action. I chose to select 'disagree' because of no action from the school who was cc'd in.
55. Part 1. Yes, in one institution not given clear information ahead of time on dates to teach - often given little notice and expected to accommodate. Not paid on time, sometimes up to 4 months delay. Not introduced or championed as part of teaching team (until 2020) - not supported to do professional development. A lot of expectations about my level of commitment in terms of time - often working over hours but not remunerated for this. Which is not suitable when on hourly paid role. Also the role did not shift for 8 years even though more responsibility - no agency with that. Experiences at some other institutions much better with fair treatment and timely pay but mostly engagement with them on very short term targeted basis.
“Not paid on time, sometimes up to 4 months delay. Not introduced or championed as part of teaching team, not supported to do professional development.”
93. The lack of sabbaticals supporting research is a major issue. Research that explores issues around race and decolonisation does therefore not get the support and time needed to develop or complete projects that contribute to this area.
Non minoritised or white participant answers did not discuss lack of resources in relation to the question How, for example has ‘Race impacted your sense of feeling supported and valued as an educator?