
Oxford University’s Department of Physiology, Anatomy and Genetics defines Anti racism as “The work of actively opposing racism by advocating for changes that promote racial equality in society”. The NHS Confederation says “Being an anti-racist organisation means that we actively target, challenge and remove systemic barriers that enable racism”. UAL commits to ” working together to make UAL an anti-racist university”.
Each statement features the word “active” and promise dynamic, measurable steps taken to eradicate discrimination in their institutions. The OU’s resource includes a list designed as a guide to being actively anti-racist. UAL also has an Anti – racist action plan, but I found it a little overwhelmed with abbreviations so I use this as a starting point, along with our resources for this task, for considering my own practice. Although they are not specifically geared to an educational context, I still found them helpful.

- Educate yourself I see this a call to commit to self-reflect and develop an awareness of the current thinking on teaching from an anti-racist perspective. As Assif Sadiq says in his talk on Diversity, Equity & Inclusion: Learning how to get it right.: “it is not the burden of an underrepresented group to educate someone else……. we own our own journey of learning”. I can use the annual prompts we are given to refresh our training to remind me to look for new writing on the subject.
- Be open to alternative views and experiences
There could be an assumption, as there is in J Orr’s article about the demise on free speech in academia, that “alternative views” will be ones that you don’t agree with. Orr himself could be seen as a stereotype of a privileged, white, male, establishment perspective dismayed by “woke’ attitudes that are out to silence voices that he fails to define. I find it exciting to consider ways to incorporate different cultural perspectives and life experiences of Performance in my teaching. It has also been very stimulating to listen to different working practices and new perspectives on teaching in our PG Cert sessions. I know that some of these will directly affect how I teach next year, for example by offering a choice of mode of feedback as Chuck Lowry does. If I am honest however, I do avoid material which I feel is demeaning to a particular group or promotes views that I fundamentally disagree with. Within the texts that we teach, there may be characters that express views that I dislike, but they are often challenged from within the piece itself. This prompts useful analysis and critique, enabling the students to explore and debate issues for themselves. It will be hard to escape guiding this process from my own viewpoint. I am coming to realise that this is why an awareness and sharing of positionality is a vital part of teaching.
- Listen to those who look and sound different to you
Like the last point this feels to me like an injunction to bring diverse images, voices and artistic expression into the teaching space from as wide a range of media and artists as possible. It can also apply to the student body. My intervention is inspired by this impulse (see post: Initial proposal for IP intervention) though I recognise that it is a poor second to having diverse teachers and speakers in the room. This ambition has been frustrated by budget and contractual constraints which make it very difficult to bring in external speakers that can increase representation in the teaching team.

- Involve people of the global majority in decision-making
How representative are our policy makers? Would it be possible for a department to create a group of critical friends that can advise on Anti-racist policy, or steps that we are trying to take to decolonise our materials at departmental levels? It is a shared responsibility to research and find representative resources, but formally consulting a diverse focus group of staff and students could be reassuring and eye opening.
- Advocate for those from minoritised groups
In a teaching context this advocacy could draw in companies, writers and designers that identify as minoritised and who in turn advocate for underrepresented groups. There are thankfully many amazing companies, such as Ballet Black, who’s manifesto is to “ see a fundamental change in the number of black and Asian dancers in mainstream ballet companies” to share with our students.
- Understand your privilege
This is something that I personally have found uncomfortable to do as I connect it to the potential for unconscious bias. I remember being introduced to the concept of unconscious bias at a UAL forum and finding it really challenging. I grew up in South Africa under the apartheid regime as a very clearly privileged white person. My liberal activist parents drummed it into me from an early age how evil racism was, so the idea that I would be prejudiced was deeply troubling. I came to understand that your experiences and context in society can influence you in direct and indirect ways, so one must never assume immunity from prejudice or the responsibility of privilege. It is difficult seeing the children in the “School that tried to end racism” coming to terms with their level of privilege, and there are many in the comments below the clip on You tube who feel that the pupils were “Kids who use to get along and not care about race, have now been divided and started to resent each other. Great Job teachers!”. While this is a reaction speaks to how uncomfortable and challenging facing your positionality can be, it also assumes that the children had not had previous experience of racism, which while possible, feels unlikely. Surely we need to talk about racist inequality, whatever our position in the dynamic. As Sadique says “we need to get comfortable with being uncomfortable” so that we can understand each other and our own unique, individual experiences. Perhaps our first job, whatever our context, is to create the brave space in which to start the discussion. As Sadiq says “Assumptions are more offensive than questions”
Bibliography
Oxford University : Department of physiology, anatomy and genetics What is Anti-Racism?Available at: https://www.dpag.ox.ac.uk/work-with-us/equality-diversity-inclusion/anti-racism-working-group/anti-racism-resources-october-2021-what-is-anti-racism
NHS Confederation: Anti-Racism Available at: https://www.nhsconfed.org/anti-racism
AdvanceHE: Statistical reports 2024 (2024) Available at: https://www.advance-he.ac.uk/knowledge-hub/equality-higher-education-statistical-reports-2024
Sadiq, A. (2023) Diversity, Equity & Inclusion. Learning how to get it right. TEDx [Online}. Youtube. 2 March. Available at: https://www.youtube.com/watch?v=HR4wz1b54hw
Orr, J. (2022) Revealed: The charity turning UK universities woke. The Telegraph [Online]. Youtube. 5 August. Available at: https://www.youtube.com/watch?v=FRM6vOPTjuU
Channel 4. (2020) The School That Tried to End Racism. [Online}. Youtube. 30 June. Available at: https://www.youtube.com/watch?v=1I3wJ7pJUjg
Barbican: Ballet Black: Changing the power structure in Ballet. Available at:https://www.barbican.org.uk/read-watch-listen/ballet-black-changing-the-power-structure-in-ballet
Ballet Black available at : https://balletblack.co.uk/
UAL: Our Anti-Racism action plan:(21 Apr 2021) Available at : https://canvas.arts.ac.uk/sites/explore/SitePage/88632/anti-racism-strategy