We have been awarded the first Bronze as part of a pilot project to develop a pathway for the Race Equality Charter (REC) to small and specialist institutions and research institutes.
The award comes as the pilot programme concludes its initial two-year phase and the Race Equality Charter celebrates its 10th anniversary in 2025. The achievement represents a significant milestone in efforts to support these groups of higher education providers and research institutes with their ambitions to advance equality in their contexts.
Anne Mwangi, Head of the Race Equality Charter at Advance HE, said: “We are thrilled to be ending this pilot phase with our group’s first Bronze award.
“REC Bronze is recognition of an institution’s robust foundation for eliminating racial inequalities, developing inclusive cultures and moving from commitment to sustainable and integrated bold and ambitious action.
“Advance HE looks forward to supporting Luminate Education Group as it progresses its action plans to advance race equality and celebrating all members of this cohort submitting in November 2025 and March 2026 as they receive their outcomes.”
An empowering chance to reflect – and act
Dr Jo Tyssen, our Group Director of HE Quality and Standards – Leeds Conservatoire and University Centre Leeds, added: “This Race Equality Charter application has been an ambition for a number of years and follows University Centre Leeds’ engagement with Advance HE as part of the REC SSRI Design Group in 2023. This then expanded to include Leeds Conservatoire with University Centre Leeds in the Race Equality Charter for small and specialist institutions and research institutes pilot.
“It has been a collaborative and empowering journey with Advance HE. We viewed it as a real opportunity for an honest self-assessment and a bold commitment to action, addressing the root causes of race inequality to drive meaningful change.
“We are incredibly honoured by this achievement, and to be the first from the pilot (including college-based HE provider) to achieve REC Bronze is something we are so proud of.
“I cannot thank Advance HE enough for their support in working with members to provide this opportunity and for the recognition of the work that providers such as us contribute to race equity and the HE sector as a whole.”
The Race Equality Charter’s mission is to improve the representation, experience, progression and success of racially minoritised staff and students within higher education. It provides a rigorous framework through which institutions work to critically reflect and act on institutional and cultural barriers.
That’s how a University Centre Leeds graduate has described being part of an all-black airline crew that helped celebrate Black History Month.
Chekayha Lemmon was chosen to be one of the team on the TUI flight from Manchester to Boa Vista, in Cape Verde, on Thursday 3 October.
The passengers – on both this flight and another from the airline on the same day, also staffed by an all-black crew, to Jamaica – were greeted by traditional steel bands as they checked in. The aim was to highlight the contribution of black and mixed heritage communities in the travel industry, while demonstrating TUI’s Caribbean and African Network Group’s motto: ‘You can’t be what you can’t see’.
Chekayha recently completed a Foundation Degree and BA (Hons) in Travel and Tourism Management at the University Centre after studying aviation at Leeds City College.
Chekayha Lemmon (left) with fellow cabin crew members on TUI’s Black History Month flight to Cape Verde. Photograph: TUI.
A privilege and a pleasure
She said: “I felt honoured to be chosen amongst others that had applied for the position on the flight; it was a real privilege and pleasure to be able to be a part of this and promote Black History Month within the company.
“My career in aviation is the best- there isn’t a job like it, and for anyone that’s contemplating a role in the industry I’d say don’t hold back, go for it!”
All of the crew members had a story to tell about their motivations and routes into the industry.
Anything is possible
For Chekayha, education was key: “I studied aviation operations at college which I really enjoyed – it allowed me to learn and experience what the travel industry would be like!
“Then, a few years later, I moved onto studying at the university centre which was challenging, but when you’re determined to do something you can, as long as you put your mind to it. That’s especially true when you have a tutor like Leah Hughes, my travel and tourism management lecturer, That’s especially true when you have someone like Leah Hughes, who was my travel and tourism management lecturer, guiding you.”
Chekayha, who achieved a first class honours degree, is now looking forward to her graduation ceremony in Leeds this November.
We are delighted to announce that Luminate Education Group has been appointed as a Centre for Excellence in Special Educational Needs and Disabilities (SEND) by the Education and Training Foundation (ETF)
This recognition reflects our long-standing commitment to inclusive education. Hosting one of the largest post-16 cohorts of SEND students in the country, Luminate places inclusive practice at the very heart of teaching and learning across Yorkshire.
A Leading Force in Inclusive Education
Operating across West and North Yorkshire, Luminate Education Group is one of the UK’s largest providers of post-16 education. Each year, we support around 30,000 learners through our family of institutions, which includes Leeds City College, Keighley College, Harrogate College, Leeds Sixth Form College, Pudsey Sixth Form College, University Centre Leeds and Leeds Conservatoire.
As a group, we are dedicated to delivering high-quality skills training that addresses local workforce needs, drives social mobility, and strengthens the regional economy.
What It Means to Be a Centre for Excellence
The ETF’s Centres for Excellence in SEND programme provides free, expert support to leaders, managers, and practitioners across the FE and training sector.
As a newly appointed Centre for Excellence, Luminate will deliver CPD seminars, facilitate Communities of Practice, convene peer reviews, and host employer-led events. Together, these activities will enable us to share best practice, tools, and insights that help improve outcomes for learners with SEND across the country.
Championing Inclusion
Chris Thornton, Director of Inclusive Provision and SEND at Luminate Education Group, said:
“We are honoured to have been recognised as a Centre for Excellence in SEND. This enables us to extend our inclusive practice beyond our campuses, sharing tools, insights and leadership with the wider sector to improve outcomes for learners with SEND across the country.
Inclusion is at the heart of everything we do. We are deeply rooted in the communities we serve and are firmly committed to removing barriers, embracing diversity, and ensuring every learner, regardless of background or need, has the opportunity to thrive.”
Upcoming Events
As part of our ongoing work through the Centre for Excellence in SEND, we are hosting a series of CPD sessions and Community of Practice events designed to share inclusive approaches and practical tools for supporting SEND learners.
CPD Sessions
Session 1 – Exploring AI for Enhancing Job Skills for Neurodiverse Learners Tuesday 21 October 2025, 3.00 – 4.00pm (Online via Zoom)
Session 3 – Building a College-Wide Culture of Recording Career Development for SEND & EHCP Learners Monday 8 December 2025, 3.30 – 4.30pm
Community of Practice: Effective Careers Guidance & Information for SEND Learners
Session 1 – Driving an Integrated Career Guidance (CEIAG) Model Tuesday 25 November 2025, 3.30 – 4.30pm
Session 2 – Having Effective Career Information and Guidance (CIAG) Conversations Tuesday 9 December 2025, 3.30 – 4.30pm
Session 3 – Supporting SEND Students to Achieve Positive Destinations Tuesday 20 January 2026, 3.30 – 4.30pm
Get Involved
Places for all sessions can be booked through the Education and Training Foundation (ETF) website – click here to register. You will be asked to create a free ETF account if you don’t already have one.
The Centres for Excellence in SEND initiative is part of the Universal SEND Services programme, which provides sector-led support to leaders, managers and practitioners to create a step change in inclusive teaching and learning.
To access resources and find out more about upcoming activities and other support, visit the CfESEND area of the ETF website.
Leeds Conservatoire’s Equality, Diversity and Inclusion (EDI) team led a session titled Is There a Seat for Someone Like Me? at the Association of British Orchestras (ABO) Conference.
The ABO represents the collective interests of professional orchestras, youth ensembles and the wider classical music industry throughout the UK, and the conference is its primary event each year. This year’s conference took place from 1 to 3 February at Opera North’s Howard Assembly Room.
The conference explored the experiences of underrepresented student musicians in the orchestral talent pipeline, creating conversations around what more the industry should do to welcome underrepresented talent, develop inclusive practice and tackle systemic inequalities.
Nick Burdett, Projects Team Manager and EDI Lead at Leeds Conservatoire, said, “Having the opportunity to create conversations that share the lived experiences of some of our underrepresented students with industry leaders in the orchestral sector is extremely valuable. It is vital for the next generation of musicians to have visible, relatable role models within the industry to develop a genuine sense of belonging.
“We know that there is still a long way to go to make sure that there is a seat for everyone, but by working together we hope to create the positive, systemic changes that all of our future orchestral musicians deserve to experience. We hope to continue the work with our students, staff and partners to influence inclusive practice across the sector as a whole.”
The session was a great opportunity for Leeds Conservatoire to collaborate with some of its partners, with Black Lives in Music, Opera North and Orchestras Live all supporting the facilitation alongside current conservatoire students and staff members. Together they led conversations surrounding ethnicity, gender and neurodiversity, raising the profile of Leeds Conservatoire’s ongoing EDI work and commitments, and creating conversations to support the changes we hope to see for our musicians who wish to enter the industry, with leading organisations from across the UK.
Roger Wilson, Director of Operations at Black Lives in Music, said, “This was a fantastic session and brilliantly led by the conservatoire’s EDI team, who maintained sensitivity at the centre of this very important narrative. Bringing diverse voices into one space can only pay dividends. The effect is all the more powerful when those voices have so much lived experience.
“The compelling and personal stories that were shared, facilitated a visceral connection with the session content for those in the room. Having this opportunity to listen, talk and share is important in order to be reflective, learn and to be active in the campaign for real representation and establish safe and inclusive spaces in our sector.”
Becky Smith, Head of Higher Education Partnerships at Opera North, added, “As someone who works for an organisation which supports talent development in our sector and actively engages with student musicians through our partnership with Leeds Conservatoire and other institutions, the session provided a space for thoughtful reflection and discussion on what we are doing and could be doing better to ensure inclusive practice is embedded in all our activities.
“The scenarios discussed, lived experiences shared and positive suggestions made for improvement were really valuable and will hopefully inform and lead to some positive change as we move forward.”
We’re proud to share that we have been awarded the Silver Investors in Diversity Award following our latest review in summer 2025.
This recognition reflects the progress we have made in embedding fairness, respect, equality, diversity, inclusion and engagement (FREDIE) across our culture.
The assessment involved staff focus groups and external review. We were measured in four key areas:
Strategy and Communication
Behaviours and Data Gathering
Visibility of Senior Leaders
Recruitment
Our refreshed approach to Equality, Diversity and Inclusion (EDI) received praise across all areas. With a new EDI Charter, committee, toolkits and policies, we have strengthened how we live our values and support our communities. Investors in Diversity highlighted:
“Luminate’s interconnected strategies embody the shared values of kindness, inclusion and collaboration to ensure all EDI work contributes directly to transforming lives through education, training and support.”
Feedback from our staff reflected this too. One participant said:
“Visibility of EDI has skyrocketed in the last 12 months.”
We are also delighted that Keighley College, Leeds Conservatoire and University Centre Leeds each received positive recognition for the increased visibility of EDI this past year.
This Silver Award is an important step in our journey. With upcoming initiatives such as our Global Majority Empowerment Programme and Women in Leadership programme, we are determined to continue building a culture where everyone can thrive.
It’s been an unsettling two years for so many reasons, and examples of racism and injustice continue to emerge in all areas of public life. The most recent of these, accusations of endemic racism levelled against Yorkshire County Cricket Club over its handling of allegations by Azeem Rafique, have created a new storm on social media. This follows the racial abuse ignited by the Euro 2020 football finals, and shows that eighteen months on from the global Black Lives Matter movement, we still have a long way to go in tackling racial inequality. Incremental progress has been made, but recent events demonstrate that flattening the firmly-embedded anchors of white privilege is not a quick fix.
It was great to see the united support from organisations across the country for Black Lives Matter last year, but we need to go beyond a symbolic approach to tackling injustices. As an education group, we’re committed to doing all we can to break down barriers and ensure we’re operating in a fully inclusive environment that seeps into our everyday lives.
What can we do to tackle racial injustices?
Education has a key role in identifying and tackling racism. A year ago, members of Luminate Education Group; Leeds City, Keighley and Harrogate colleges, pledged to:
Create a five-year plan to build anti-racism actions into their college cultures.
Provide development and training opportunities to address discrimination and unconscious bias, and embed support for students and staff dealing with the effects of racism.
Develop and deliver an anti-racist, inclusive curriculum.
The five-year Race Equality Roadmap, which was developed by the Luminate Race Equality Forum, aims to dismantle structural barriers to inclusion, engagement and progression, leading to a more just organisation for everyone. The project is a significant piece of work, supported by senior members of the group, including a dedicated governor. It focuses on organisational culture, inclusive and diversifying leadership, staff career development, decolonising the curriculum and developing stakeholder and community partnerships.
This isn’t just a box ticking exercise, it’s the beginning of a cultural shift to encourage self-reflection, including acknowledgement of entrenched negative beliefs and unconscious bias which serve to reinforce inequality.
It is our responsibility as educators to question, challenge and understand the roots of racism and its impact on those who experience it. People of minority ethnicity continue to be under-represented in the further education workforce, and are significantly less likely to occupy leadership positions. Consequently, our students from minority ethnic backgrounds are not exposed to enough role models in leadership or the classroom and our colleagues of minority ethnicity experience barriers in progressing their careers.
Conversations about race and racism have focused in recent years on individual behaviours and addressing our unconscious biases, yet whilst reflective practice and honest discussions will build an inclusive and safe culture, this does not necessarily address deeply entrenched inequality in society.
Gains for anti-racism are insecure: there is an emerging backlash against anti-racist dialogue in educational and public authorities in the USA, where a number of states have banned the Critical Race Theory from the curriculum, while the publication of the UK Parliamentary Report chaired by Robert Halfron MP (June, 2021) into educational outcomes for white working-class children led to opinion pieces in the FE sector counterposing economic disadvantage and racism in a fight to the bottom of a disadvantage hierarchy. The underpinning assumption, unquestioned in our work at Luminate, is that racism does exist, and disadvantage in opportunity, social and economic inequity and lived experience of Black, Asian and minority ethnic people in the UK is well reported and evidenced in inequity in a range of indicators including criminal justice, education outcomes, health, housing, the law and civic life, as highlighted in the recent Runnymede Trust report.
How can we lay the foundations to create meaningful change?
At Luminate Education Group, we’re building beyond data and quantifiable information by focusing on collecting accounts of experiences, thoughts and ideas from across the staff and student body to help us recognise and address both structural disadvantage and the unconscious bias we all have: college is a microcosm of the society we live in and a ground-up approach, opening two-way communication channels, is fundamental for the success and longevity of our Race Equality Roadmap. We want to create a lasting impact shaped by lived experience, that seeps into our communities and share best practice with other education providers and organisations as a reflective process to instigate meaningful change.
As a restorative organisation we aim to connect with people; building on the relational aspects of college life, drawing on trauma-informed practice and recognising the impact of adverse experiences, we offer a range of training and awareness raising opportunities for staff, including how to engage with people from diverse backgrounds, developing the skills and confidence to address discrimination and we recognise the impact of poverty and social disadvantage in our work.
As a society we have a long way to go in weeding out racism and discrimination, but collectively, we can continue to sow the seeds that will lead to a more harmonious world.
