Living Black at University Commission Report 2022/23 42 Living Black at University Commission Report 2022/23 43 The UK’s student accommodation sector, like many other sectors including higher education itself, has a disproportionately low number of Black leaders. It would be unfair to expect all the change to come from this small group, yet it is easy to sleepwalk into this assumption and fall into a state of lethargy ourselves. We should listen to Black students and promote their perspectives. We should support and sponsor Black colleagues. We should give opportunities to current and future Black leaders in our sector. But to be a true ally we also have to stand up, despite our own insecurities, and make this our cause. If you’ve made it this far and you’re a White person then I’m asking you to stand up with me, because I can already tell that you’re going to do a fantastic job. Standing up isn’t just about calling out racism and injustice – it’s about taking ownership of the need for positive change. This could mean taking on tasks such as commissioning or undertaking research with your own students, convening and leading a working group, preparing a business case, reviewing policies or initiating a change project. It might even be as simple as sharing this report with your manager. I can’t promise it won’t feel uncomfortable to do these things, because it probably will. But you’ll be standing up and fighting for a sector that better serves Black students, and contributing to a kinder and more equitable society. So, what do you say – will you stand up? 5.2 CREATING A BUSINESS CASE FOR CHANGE For organisations to develop authentic inclusion practices, they must first recognise the ways in which such practices can truly elevate their purpose and align with their ambitions. By now, most organisations are aware of the data about how inclusion brings with it increased profitability, productivity and retention, fewer sick days and increased employee confidence and wellbeing. But even with all of the research, what has changed? People still put DEI work – beyond legal compliance – as being in the ‘too tough’ pile, or something they will tackle later. Even in the case of legal compliance, the Equality Act 2010 is now over 10 years old. The world has changed, and we should change with it. The Act initially pushed institutions and organisations to review their policies and look further than they ever had to become inclusive. It was the gold standard, and for many who had previously experienced discrimination, for the first time, they felt a sense of being heard. But as we know, treating everybody equally isn’t enough, and years later the Act just about constitutes the bare minimum required to promote inclusion in a modern world. It is important to remember that DEI work and anti-Blackness, or indeed anti-racism, work are not the same thing. Strategies and initiatives should be intersectional and comprehensive. This means not just referencing the broader spectrum of belonging, but identifying specific areas for action. Developing a good collective understanding of DEI, conscious inclusion and inclusive leadership provides a foundation and springboard for development of anti-racist practice. To properly educate on anti-Blackness and therefore include Black students, we need to first develop a broader understanding of inclusion and create an environment of belonging. The real work, then, becomes understanding what moves us forward – how to engage organisations to commit to a programme of work that puts belonging first. It requires us to consider who, what and how people are excluded in every decision made. Sam Kingsley Head of Belonging & Engagement at Unite Students