This post in Q&A format is adapted from Naz’s original blog post, where she shares her thinking as a post-graduate research student and equalities campaigner. 

RFN – How representative are universities of students like you?

Naz – I think representation is a key and important issue that needs addressing quickly – how can I, as a Black student, feel as though academia is for me when Black professors are so few and far between within University spaces. Every academic space I walk into I am a minority. I think critically reflecting on how many Black professors exist in the professoriate is so important. This is not a quick fix task. Systems need to be destabilised. The first step is to take care of the Black academics we DO have. We need to take a hard, long look at why within academia so many black members of staff remain on temporary and fractional contracts even with many years of service? Are there good mentoring and support programmes in place to support Black academics progress? Do universities emphasise the importance of the research conducted by Black academics? Do you encourage your Black PhD students to take up opportunities where they can expand and grow? Is there adequate support in place for Black PhD students?

It’s not enough to take tokenistic approaches either – it must be real change. Inviting one Black staff member or student to sit at the table, shouldn’t be seen as job done. We may have to remove the table altogether.

What are your views on universities recruitment processes?

Naz – Universities need to look at their recruitment practices. What are their interview panels like when recruiting Black staff members or Black PhD students? Is there adequate information on their websites about job roles or PhD proposals? Have they reached out to specific organisations that specialise in recruiting Black people? BAME Recruitment and Rare recruitment are two organisations that partnerships can be formed with.

Universities should also invite (and put pressure on) Doctoral Training Partnerships to take action too. They should be more transparent about their Equality Diversity and Inclusion stats for recruitment and consider supporting students throughout the recruitment process more. This might mean having pre-application workshops. We need to encourage other centres and institutions to offer proper support and help PRE-APPLICATION. So Black students have the best possible chance at succeeding in the interview. Some Black students are the first to do a PhD in their family – they might not have friends and family who can look over personal statements and research proposals. Have example statements and proposals on websites, which outline the differences between a good and bad application.

Another idea is asking different types of questions at interview? Or challenging DTPs to take other types of qualifications and experience into account when accepting students for PhD study. It is known that Black students are more likely to come into academia with different experiences and qualifications as mentioned by Nick Hillman director of Higher Education Policy Institute

RFN – How about training?

Naz – I think a specific training on supervising and supporting PGR students from a wide range of backgrounds with an intersectional approach is what is needed to. From working alongside me, my supervisors are aware that there are sometimes other issues that are part of the mix (learning difficulties such as dyslexia and dyspraxia; mental health; other health, family networks and cultural expectations). It interesting because out of the few black PGRS I know ALL of us have had at least three of these issues impact us during the pandemic – coincidence? I think not! We have coached and supported each other. But, what about the other students who quit?

RFN – How can universities champion Black students?

Naz – We need to work on amplifying Black staff and student voices more – reach out to them and ask them to speak at events, write blogs, and more importantly ensure the adequate time is put aside to support them do a good job. Ensure that Black faces are on our websites, social media etc – Before going to uni, Black students look at these things and ask? Will I feel comfortable at this uni? Universities should engage with local community groups, invite them to take part in university events and offer mutual benefits. This coincides with universities being civic/public institutions, but also can serve another purpose. Smaller Black owned organisations and charities  may support Black students feel comfortable within the university space.

See the full text on her site, where Naz also discusses the use of language, funding and decolonising research.