EDC Paper 13 08/09
Annual Report 2008/9
For the meeting of the Equality and Diversity Committee
to be held on 18 May 2009
1.0
Introduction
1.1
During the Spring and Summer Terms of the 2007/8 academic year the University
developed a Single Equality Scheme and associated Action Plan. The Scheme
included plans for an annual report to the Equality and Diversity Committee which
would outline the following:
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review of the Single Equality Scheme
review of progress on the Action Plan and any proposed new actions
report on the equality activities of interest groups and students union
review of equality and diversity policies
update on Equality Impact Assessment activities
report of expenditure on DES
report of learning and development activities
staff and student monitoring
report on widening participation activities
report from Disability Services
report on Students Union activities
1.2
The Equality and Diversity Committee receives two monitoring reports on staff at its
Autumn Term meeting. One report includes information on recruitment and
applicants for vacancies, and the other covers the staff profile, promotions, leavers,
and harassment and bullying – the October 2008 reports are available at
http://www2.warwick.ac.uk/services/equalops/eo_data It is proposed that the
Committee continue to receive these reports at its Autumn Term meeting as it
refers to data for the whole of the previous academic year and moving this report
elsewhere in the calendar year would mean losing valuable trend data. However, it
is also proposed that additional data is added to the report, including data on
dismissals and redundancies, grievances and disciplinaries, and on the numbers of
staff participating in training and development activities.
1.3
The Equality and Diversity Committee also receives monitoring reports on student
admissions and graduate destinations at its Spring Term meeting. The latest
reports (Spring 2009) are available at
http://www2.warwick.ac.uk/services/equalops/eo_data It is not proposed to move
the production of these reports. However, it is proposed that an additional report
be produced for the Equality and Diversity Committee for its Autumn Term meeting
which would outline student degree attainment, and also any complaints relating to
bullying and harassment (students) during the previous academic year.
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EDC Paper 13 08/09
2.0
Review of Single Equality Scheme
2.1
The Single Equality Scheme, available at
http://www2.warwick.ac.uk/services/equalops/singleequalityscheme/ was
developed partly to consolidate the University’s Equality and Diversity work and
partly in anticipation of the government’s intention to publish a Single Equality Bill.
2.2
The Equality Bill was published by the Government on 27 April 2009. Its main
provisions are shown in 3.0 below. The Scheme does not yet require revising due
to the draft Bill but this is an area which will require re-examination during the
academic year 2009/2010.
2.3
Paragraphs within the Scheme which need revising are as follows:
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revision of paragraphs on Monitoring (paragraph 11.0) – please see 1.2 and 1.3
above
revision of paragraphs on Equality Impact Assessments (paragraph 10.0) –
please see 6.0 below
the removal of membership of Opportunity Now (8.4) as the University intends
to join Athena SWAN (an HE gender initiative) instead.
3.0
Equality Bill
3.1
The draft Equality Bill will replace all existing equality legislation and
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3.2
The following are classed as protected characteristics:
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3.3
ensures that all Higher Education Institutions will have to consider how their
policies, programmes and service delivery will affect people with a protected
characteristic
extends the range of lawful positive action to overcome or minimise a
disadvantage arising from a protected characteristic
allows employment tribunals to make recommendations in discrimination cases
which apply to the whole workforce.
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion and belief (including lack of belief)
Sex
Sexual orientation
The general duty referred to in the first bullet point under 3.1 above will require
institutions to have due regard to the need to:
a) eliminate discrimination, harassment and victimisation
b) advance equality of opportunity between persons who share a protected
characteristic and persons who do not share it
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c) foster good relations between people who share a protected characteristic and
persons who do not share it.
3.4
The Bill also allows for
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the scope of positive action to be extended (including during recruitment and
promotion of otherwise equally qualified applicants),
harmonises the definitions and applicability of direct and indirect discrimination,
outlaws pay secrecy clauses
allows the government to introduce regulations requiring private sector
employers
with at least 250 employees to publish information about the pay gap.
Required some public authorities to have due regard to how their decisions
might help to reduce inequalities associated with socio-economic status (this
will not apply to HEIs).
3.5
The Bill does not refer specifically to Equality Impact Assessments (EIAs) (which
were originally introduced under the Race Relations (Amendment) Act) and
extended to apply to disability and gender. However, the Bill is due to be the
subject of consultation before it is enacted and this is when specific duties to
support the general duty to eliminate discrimination and to foster good relations etc
will be introduced. It is unclear yet as to whether these specific duties may expand
the scope of the requirements for Equality Impact Assessments to all the protected
characteristics, introduce entirely new arrangements for EIAs, or eliminate the
requirement to carry out EIAs. Please see section on Equality Impact
Assessments in 6.0 below.
3.6
The main provisions of the Bill will come into force in the Autumn of 2010, with the
general public duty (and specific supporting duties) in 2011.
4.0
Pulse: Staff Survey 2009
4.1
The Pulse: Staff Survey 2009 achieved a response rate of 61%, which was an
improvement on both of the previous staff surveys (40% in 2005 and 50% in 2008).
The vast majority of questions (95%) had an increased positive response when
compared to 2008.
4.2
There were a number of questions relating to equality and diversity and these are
shown, together with the results in the table below.
Question
Positive
Neutral
Negative
I believe the University
offers equal opportunities to
all staff
I think the University values
individual differences (eg
culture, background)
69%
19%
71%
23%
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13%
Variance
from
2008
positive
score
+8
Variance
from
benchmark
positive
score
-4
6%
+8
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EDC Paper 13 08/09
I am treated with fairness
and respect in this
organisation
75%
18%
7%
+4
+4
4.4
These results show an improved comparison to the benchmark group (which
includes public, private and not for profit sectors) and have moved the University
from the lower quartile on some responses to at least the median.
4.5
In terms of a demographic breakdown on the questions there were some
interesting variances by gender, race etc and these are explored further in a
separate paper to the Equality and Diversity Committee.
5.0
Progress on the Single Equality Action Plan
5.1
The Single Equality Action Plan has been updated with notes of progress on each
action and is attached to this report as Appendix A. Thirty four actions have been
completed, 20 are outstanding but in progress and 2 are yet to be started. Eight
are giving cause for concern and will be concentrated on in 2009/10. Seventeen
new actions have been identified for 2009/10.
5.2
Departments have also been asked to identify new actions for the academic year
2090/2010 and these are shown at the end of the plan in blue.
5.3
Once recommended by the Equality and Diversity Committee and approved as
appropriate by the Senate and the Council, the plan will be updated to remove
complete actions, incorporate the new actions at the appropriate point and to
renumber the entire plan. This will then be posted on the Equality and Diversity
website and distributed to Departments. (Previous versions of the plan(s) will be
kept in an archive within HR.)
6.0
Interest Groups and Students Union
6.1
Disability Interest Group. The Group has continued to meet termly. Invitations to
the group have been extended to include more academic members of staff and
representatives of Departments across the University. Students were not invited to
join the meetings this academic year. However, the team is piloting the idea of a
student focus group to collect feedback from students separately. Some of the
activities the Group has been involved with include:
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a regular item on the accessibility of the campus – which has led to several
mini-audits with the Estates group and resulted in necessary work being carried
out
review of the way the team disseminates support information to Departments
discussion of the exam policy and procedure for students with disabilities
mental health awareness session offered to the group by Sarah Ashworth
(mental health coordinator)
discussion of matters relating to International students that led to several
actions being taken forward
discussion of the accessibility and availability of University transport that led to
meeting and close communication with the Transport Manager
a request for the creation of a support forum for staff with disabilities that is
being taken forward by HR
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EDC Paper 13 08/09
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an awareness session of the assistive technology available in the library by
Anne Roberts
promotion of Student Union disability related initiatives
promotion of Careers and Employment opportunities for students with
disabilities
6.2
Harassment and Bullying contacts. The Contacts met during the Autumn Term
2008 at a meeting which focussed on planning for activities on National Ban
Bullying at Work Day. The group also received a briefing on mediation and its
uses. As the new Dignity at Work and Study Policy will be rolled out across the
University from 1 June 2009 it is intended to refresh the group of Contacts,
rebranding them as Dignity Contacts and offer a training/briefing session for them,
also in the Summer Term.
6.3
LGBT group. As previously reported, staff have been working on raising the profile
of the University’s commitment to LGBT staff. Sexual Orientation now features
more prominently on the HR website and polices and references to this area are
now more easily found when searching the University website. Most recently, a
website has been launched which will continue to develop pages which provide
LGBT staff and applicants to the University with information and advice. There will
also be a Windows on Warwick session on June 4 2009 which will provide
information and give staff the opportunity to explore key issues surrounding sexual
orientation in the workplace.
An Equality Challenge Unit Research Report: The experience of lesbian, gay,
bisexual and trans staff and students in higher education was published in March
2009. The Director of Student Development and Diversity together with the HR
Adviser (Policy and Projects) will draw up an action plan to look at the findings and
consult with relevant colleagues on how to make the most of the findings to support
students and staff.
6.4
E&D Network. The Network met once in each term during 2008/9. Its main items
of discussion included the draft Single Equality Scheme and Action Plan, the draft
Dignity at Work and Study policy and the Pulse: Staff Survey 2009, amongst other
business. The Network is open to all staff and puts forward suggestions for items
to the Equality and Diversity Committee.
6.5
Students Union. The Students Union organises a wide range of events throughout
the academic year, many of which have an equality and diversity dimension or
focus. One World Week is the largest international student run festival in the world
and showcases many different world cultures. This is done through a host of
different activities including workshops, forums, performances, fashion shows, food
festivals, carnivals and many more. The Students’ Union also stages activities
around the following:
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International Women’s Week
LGBT Awareness Week
Islamic Awareness Week
Afro Caribbean Cultural Awareness Day
Black History Month
All activities seek to educate students on the issues that people face and to
develop greater understanding.
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7.0
Equality and Diversity Policies
7.1
The Single Equality Scheme superseded a number of equality and diversity
policies. The remainder, including some which are not mainstream equality
policies but relate to the equality agenda (such as Flexible Working Guidelines),
are regularly reviewed. In 2008/9 the Harassment and Bullying Guidelines have
been reviewed and a new policy developed (Dignity at Work and Study). This new
policy is to be rolled out during the summer term 2009. The Flexible Working
Guidelines have been updated to reflect legislative changes in place from 6 April
2009, and the Retirement Guidelines will be reviewed in the summer term 2009.
No other changes are required.
8.0
Equality Impact Assessments (EIAs)
8.1
An equality impact assessment (EIA) is a process of examining policies, practices
or procedures that may have a differential or adverse impact on a specific group
within the University's populations of staff and students. It is designed to find out
the extent of differential impact, and if there are ways to remove that impact.
8.2
The legal requirement to carry out EIAs was first introduced in the Race Relations
(Amendment) Act 2000. It has also since been incorporated into the Disability
Discrimination Act 1995 and the Gender Equality Duty, giving rise to a requirement
that EIAs are carried out in respect of race, disability and gender. The University
has carried out initial screening assessments for race, religion, disability and
gender, and incorporated age and sexual orientation in its assessment
documentation and guidance from September 2008.
8.3
As noted in 8.2 above, most Departments have carried out an initial screening
exercise on their policies, practices and procedures and the results of these were
recorded on a database held by Human Resources. However, the legal
requirement is that EIAs are carried out at least once every three years (and that
they be published). Many of these initial assessments will now be out of date, and
none of them have been published (although previous progress reports have been
published on the E&D website).
8.4
In the summer of 2008 the Equality and Diversity Committee made a number of
recommendations to Senate and Council about how EIAs may be embedded into
mainstream University processes.
8.5
These included measures such as:
Measure
Incorporating the monitoring of EIAs into
Strategic Departmental Reviews, and into
Administrative and Service Departments
Annual Reviews
All new policies which are formally
approved by University committees to be
accompanied by a completed EIA
Student Staff Liaison Committees to be
requested to include EIA/E&D issues on at
least one committee meeting per academic
year.
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Progress
Flagged up to Secretaries but
not progressed or embedded
into the process.
EIA for Dignity at Work and
Study Policy. No others
received.
Still under discussion but not
yet implemented.
EDC Paper 13 08/09
Academic Quality and Standards
Committee to consider including EIAs in
course approvals or reviews.
Completed EIAs to be copied to HR for
publication on the E&D webpages.
On hold pending discussion
on how course approvals and
reviews will be handled in
future.
As above – EIA for Dignity at
Work and Study Policy. No
others received.
8.6
Progress to date on EIAs has been slow and some key areas are still to be
addressed to ensure that we meet the current legislative requirements. This
remains a risk area but we have been waiting for the details of the Equality Bill in
order to receive direction as to future legal requirements. It is worth considering
whether the specific duties to be published in June 2009 contain a continuing
requirement in this area or not before identifying how best to minimise the risks to
the University.
9.0
Expenditure on Disability Equality Scheme 2008/9
9.1
A budget of £25k was available during 2008/9 to support the delivery of actions in
the Single Equality Action Plan related to disability; £5K of this related to
expenditure in 2007/08 on library activities which carried forward. A small sum has
been reserved for a training/awareness raising session to be held in the summer of
2009. Two major bids were received as follows:
Dept
Library
Estates
Actions
2.6 - further develop the quality and consistency of
Library service provision
3.1.6 - review of availability and support procedures of
special equipment and software in the Library
2.12 – review of clarity of signage on campus
Value
£10K
£6.5K
10.0
Learning and Development and Awareness Raising Activities
10.1
During 2008/9 a number of sessions relating to Equality and Diversity have been
delivered at the University. These include four sessions on “Appreciating
Difference”, a day on dyslexia awareness, a day on disability awareness, and a
Windows on Warwick session entitled “Introduction to E&D at Warwick” aimed at
new starters. In addition, HR developed and delivered a bespoke session for an
academic department.
10.2
A number of sessions were also held on National Ban Bullying at Work Day in
November 2008.
10.3
The University has launched two e-learning modules (one on Diversity in the
Workplace and one on Recruitment and Selection). To date the Equality and
Diversity module has been completed by 438 staff and the Recruitment and
Selection module by 206 staff. A further reminder to staff and measures to include
new starters in the registration process will be completed during the academic year
2009/2010.
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EDC Paper 13 08/09
10.4
A variety of training materials have been purchased (on subjects such as disability,
religion and belief and sexual orientation) and will be used to support
training/awareness raising events.
10.5
The University’s Equality and Diversity webpages have been updated during the
Autumn Term 2008 and now include an A-Z section of resources. These have
drawn to the attention of staff through the use of insite and cascade briefings. A
short piece on Equality and Diiversity was included in the summer edition of
CommUnity (external newsletter).
11.0
Widening Participation Activities
11.1
Across the university a wide range of activities which have a widening participation
impact have taken place. These include the wide range of activities carried out by
Warwick Volunteers in schools including mentoring, Masterclasses, tutoring,
homework clubs, reading support, maths support etc.
11.2
The Student Ambassadors from the Warwick Welcome service, the Student
Associates from Warwick Institute of Education and from 2008-9 the new
Aimhigher Associates also carry out a wide range of activities in school supporting
pupils and raising aspirations. Also this year, the Inspire project, while not formally
a University project does involve two key partners, the Students Union and Teach
First, has had a significant role in school engagement of this nature. A wide range
of departments including the CAPITAL Centre, the Arts Centre Education team,
Mathematics Institute, School of Law, Department of Chemistry have extensive
schools and outreach programmes including Saturday Maths clubs, Masterclasses,
arts projects, campus visits etc. The Department of Chemistry is fortunate to have a
post funded specifically for schools engagement. The V=Centre for Lifelong
Learning carries out a wide range of activities aimed at encouraging the return to
learning of those without necessarily the traditional qualifications. In the past year,
the feedback on the Warwick Institute of Education’s Young Researchers in
Schools project has been extremely positive and the demand for engagement
currently outstrips capacity. This project also has a clear Widening Participation
effect.
11.3
The central Widening Participation team based in the Student Admissions and
Recruitment Office has offered a range of school focussed activities. Those funded
by Aimhigher include Aimhigher days, Saturday Maths Clubs, residential Summer
Schools, Language Conferences, Year 7 and Year 10 visits and visits for individual
schools, colleges and groups, including this year for the first time a visit for learners
from Hereward college, a specialist institution for those with disabilities.
11.4
The Goal programme for gifted and talented pupils from low participation in HE
backgrounds at a national level carried out this year a range of activities including
the “Big Deal” business competition, the “What is Truth” residential course at
Villiers Park, the “Funding A Better Future” chemistry event a medical sciences
mentoring event at the University of Oxford and a computing course at Imperial
College. A dozen Goal members attended the International Gateway for Gifted
Youth (which is also based at the University of Warwick) residential IGGY-U event
in Singapore and all Goal members are also IGGY members. Over the past IGGY
held in addition to the IGGY-U in Singapore a similar event at Warwick and
launched the Warwick Junior Commission research project for its members from
around the world who represent the top 5% in terms of ability. The Pathways to
Law programme which aims to widen the base of the legal profession held six full
day events this year plus a residential National Conference.
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12.0
Disability Services
12.1
New staff have been appointed to Disability Services since the summer of 2008,
with a new Disability Coordinator (Despina Weber) and a Disability Services
Adviser (Donna Guest). This latter post was a replacement for the post of Adviser
to Students with Asperger’s. Responsibility for supporting this group of students
has been picked up by the Disability Coordinator, pending a review of the support
in this area (see 12.4 below).
12.2
The team has reviewed administrative procedures this academic year including
student registration, confidentiality and disclosure, record keeping, invoicing,
support worker recruitment and training etc.
12.3
Student figures
Declared disabilities on SITS (up to
15/4/09)
Dyslexia/SpLD
Visual Impairments
Hearing Impairments
Mobility
Mental Health
Unseen
Multiple
Asperger’s
Other
New dyslexia screenings
2007/08
139
2008/09
970
438
23
38
25
43
211
30
36
126
2008/09
112 (up to 30/4/09)
12.4
Asperger’s Review - a review of the support services offered to students on the
Autism Spectrum/Asperger’s is under way. Disability Services offer these students
academic mentoring through a group of postgraduate student mentors and general
guidance through sessions with the Disability Coordinator. A need has been
identified for social and life skills support for students with Asperger’s and the team
is exploring all possible options with management to determine the best way
forward.
12.5
Awareness activities - Disability Services have designed a new leaflet that was
used this academic year to raise awareness with staff and students. The website
has also been updated and developed to include resources for staff and more
information for students. The team engaged in a variety of staff and student
training sessions this academic year in an effort to raise disability awareness and
promote the services offered. These included taking part in a Windows on Warwick
session, offering disability awareness sessions for the Senior Tutor training,
Language Centre, Institute of Education, Residential Life team, the Learning Grid,
and the Widening Participation team. In addition bespoke sessions were offered to
staff and students within the Medical school, the Library, etc.
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12.6
Student feedback and involvement - a new student feedback questionnaire is being
piloted in May 2009 to collect quantitative and qualitative feedback from students
on the services offered. A paper version of the questionnaire is being sent by post
to all students who have disclosed a disability. Electronic versions are being
emailed to students who require it in alternative formats. A student focus group
has also been planned to take place in May/June 2009 to collect further feedback
from students.
The team will report on the results of both the questionnaire and focus group to the
relevant University networks and committees.
13.0
Conclusions
13.1
The requirements relating to Equality Impact Assessments are not being fully met
at present and continue to be a risk area for the University.
13.2
There are a number of legal duties which the University is expected to proactively
pursue. These are to:
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promote equality of opportunity
promote good relations between persons of different racial groups
promote positive attitudes towards disabled persons
encourage participation by disabled persons in public life
13.3
Although the profile of equality and diversity has been raised during the current
academic year, the University has not been able to proactively promote equality
and diversity as set out in 13.2 above.
13.4
The University has, however, made good progress over the last academic year in
respect of individual actions on the Single Equality Action Plan. Awareness
raising activities have increased and the Pulse: Staff Survey 2009 shows an
improvement in the position relating to the equality and diversity questions.
14.0
Recommendations
14.1
That the Committee note the progress on the Single Equality Action Plan and
endorse new actions for the plan from 2009/2010.
14.2
That HR ensures that the Committee is kept well briefed as to the requirements of
the Equality Bill.
14.3
That the Single Equality Scheme and Action Plan be reviewed and revised in the
light of requirements of the Equality Bill.
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