UK universities are achieving some success in attracting increasingly diverse undergraduate cohorts, although distributed unevenly across different types of institutions. It is therefore a concern that once at universities, overall students from black and minority ethnic (BME) backgrounds perform less well in their final degree classifications, even when entry qualifications, subject of study and student characteristics are taken into account. This paper firstly, reviews the research on what is understood about the BME attainment gap, described by an independent university governor as “the great unspoken shame of higher education” and secondly tells the story of institutional change initiated by Kingston University, which is a large, “modern” and widening participation institution in South West London. The multifaceted change involved: defining the problem; establishing an institutional key performance indicator; engaging the university leadership and academy; using a value added metric; and measuring attainment outcomes over a three year period. Results show significant improvement in attainment and qualitative evidence of improved staff awareness. The paper discusses the ethical challenges of complex and institutional change for example, the importance of committed leadership, the value of data as a vehicle for initiating engagement when staff are reluctant to discuss race, equality and social justice, the implications for moving away from a student deficit to an institutional deficit model through developing inclusive cultures and an inclusive curriculum. Finally the paper concludes with describing Kingston University’s role in influencing change across the sector. The approach to changing inequalities in student attainment will be rolled out to six other institutions, supported by a large award from the funding council.

中文翻译：

---

“英国高等教育深深的耻辱”：解决成就不平等问题

英国大学在吸引越来越多的本科生群体方面取得了一些成功，尽管它们在不同类型的机构中分布不均。因此，令人担忧的是，即使考虑到入学资格，学习主题和学生特征，来自黑人和少数族裔（BME）背景的总体学生在其最终学位分类中的表现也会较差。本文首先回顾了对BME成就差距的理解研究，该研究被独立的大学州长描述为“高等教育的无声无耻的耻辱”，其次讲述了金斯敦大学发起的制度变革的故事，这是一个很大的过程。 ，“现代”和扩大的西南伦敦参与机构。多方面的变化涉及：确定问题；建立机构关键绩效指标；与大学领导和学院合作；使用增值指标；并衡量三年内的成果。结果显示，员工的素养得到了显着改善，并获得了定性证据。本文讨论了复杂和制度变革的道德挑战，例如，领导层的重要性，员工不愿讨论种族，平等和社会正义时数据作为发起参与的手段的价值，对离开公司而产生的影响。通过发展包容性文化和包容性课程，将学生赤字转变为机构赤字模型。最后，本文以描述金斯敦大学在影响整个行业变化中的作用作为结尾。