UNIVERSITY OF WARWICK
Progress on Equality Objectives for the Period May 2011 – May 2012
EQUALITY OBJECTIVE
PROGRESS
FURTHER ACTIONS
PLANNED
OBJECTIVE 1 – To ensure that the University’s strategic committees are able, through their membership and activities, to understand the needs and perspectives of protected
groups and address equality and diversity issues throughout their activities
Rationale: To raise awareness of and support the embedding of equality and diversity issues into strategic decision making committees
(a) Ensure that University strategic Equality Analysis Toolkit with e-learning module purchased – January 2012.
committees are trained and Working Group formed to customise toolkit to Warwick style
informed of Equality and Diversity E&D Training Schedule – session scheduled for November 2011, December 2011, February 2012, March 2012, May
issues, such as legislation and 2012.
understanding the needs and Code of Practice for REF submitted to HEFCE (27.04.12). Training on REF/E&D for HODs and REF Co-ordinators planned
perspectives of protected groups. for Summer 2012.
To ensure that equality and
diversity is embedded into
everyday business
(b) The
Equality
and
Diversity Equality and Diversity Committee meet once per term to review and make recommendations to Steering, Senate and
Committee (ED) to meet each term Council.
to
review
and
make Single Equality Scheme and Equality Objectives (with Single Equality Action Plan (SEAP) and Athena Action Plan
recommendations to Steering/ amalgamated into Equality Objectives) was presented to the following committees for approval:
Senate on the development of the Approved at the Equality and Diversity Committee Meeting on 31 October 2011
E&D Strategy, including the Considered by Senior Officers meeting on 16 December 2012
amalgamation of the Single Approved by Steering Committee on 20 December 2011
Equality Action Plan into this Approved by the Senate meeting on 25 January 2012
document.
Approved by the Council meeting on 23 February 2012.
Up-loaded onto Equality and Diversity Website and feedback and comments on its content sought.
(c) Departmental E&D representatives Equality and Diversity representatives for all departments recruited during the summer 2011 and encouraged to
to attend termly E&D Network
undertake E&D training.
Meetings to communicate E&D
E&D representatives requested to attend E&D Network meetings, held once per term and actions reported at E&D
strategy into academic and service
Committee meetings.
departments. To raise awareness
22 x E&D Representatives attended a presentation on the Equality Act 2010
of E&D issues by holding E&D
E&D Training Schedule organised for 2011/2012 – 2 courses offered: ‘Think about what you think’ which discusses
events/awareness days.
Perceptions/Prejudices/Stereotypes and ‘Types of Discrimination’ which discusses individuals responsibilities under
equality legislation. Six sessions of these courses have already been given – with over 150 members of staff
participating. Feedback on the courses has been excellent.
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1. Equality Analysis Project Plan
to be designed and
implemented.
2. New E&D Training schedule to
be organised for 2012/13.
3. REF E&D Training to be
designed and training given by
Summer 2012.
1.
Progress on Equality
Objectives to be monitored
continuously.
2. Any feedback on E&D website
to be noted and actioned as
appropriate.
1. Review and renew departmental E&D representatives as
required.
2. Ensure new representatives
receive E&D training.
3. New E&D Training schedule to
be organised for 2012/13.
4. Communicate schedule for
when the MIND bus visits
(d)
To ensure the REF Code of Practice
includes
all
required
E&D
information as required by HEFCE
and demonstrates fairness to staff
by addressing the principles:
Transparency,
Consistency,
Accountability and Inclusivity. That
the
Code
of
Practice
is
communicated to all staff involved
with REF.
E&D Representatives urged to request their departments make it compulsory as part of their induction programme for
campus.
new staff to undertake the e-learning module ‘Diversity in the Workplace’, and for staff who took the module prior to
October 2010 to re-take the module. LDC monitor usage of module by department and or/University. 89 staff members
have taken the module since 01.01.2011.
Mental Health Awareness Day took place on campus on 22 February 2012 which focussed on reducing the stigma of
mental illness and engaging with staff and students to promote mental health and wellbeing by individuals considering
their “five-a-day” for mental health using the MindApples model.
MIND bus will continue to come on to campus each term, where staff and students can get information on mental
health and speak with someone in confidence about any concerns.
Paper on required contents of Code of Practice presented at REF Steering Group meeting on 19 December 2011.
1. Design and deliver REF Equality
Code of Practice in draft form presented to REF Steering Group meeting on 15 March 2012 and agreed in principle by
training tailored to the REF
REF Steering Group; approved by Steering on 23rd April 2012; Feedback sought from UCU and submitted to HEFCE by
requirements for staff involved
required deadline of 27th April 2012.
in the process – Summer 2012.
HR staff attended ECU ‘Train the Trainer’ – REF and equality training session on 29 March 2012
REF Equality training sessions for staff involved in the REF scheduled for June/July 2012.
OBJECTIVE 2 – Raise the profile and visibility of equality and diversity initiatives across the University
Rationale: To raise awareness of and support the embedding of equality and diversity issues
(a) To meet our E&D duties as an A Dignity at Work and Study Policy is in place and regularly reviewed/updated.
employer and service provider, Regular staff surveys (PULSE) are undertaken.
creating an environment where Equality and Diversity web pages were up-dated in the Spring Term 2012.
everyone can contribute and feel Equality and Diversity Training schedules organised for both Spring and Summer Terms 2012.
valued.
Usage of E-learning modules on ‘Diversity in the Workplace’ and ‘Recruitment and Selection’ monitored by the Learning
and Development Centre. Staff encouraged to take modules as part of the induction process for new staff.
Modules opened up to students where appropriate, but only student has taken the module to date.
(b)
To refresh and encourage informal
staff network groups (such as
LGBT, BME, Disability) to offer
support in a safe and confidential
environment.
1. Continue to review/update
policy as required.
2. Continue to have staff surveys
and to act on any issues from
the results.
3. New E&D Training schedule to
be organised for 2012/13.
Poster of Staff Network groups designed, printed and sent to all departments for notice board display – October 2011
1. To consult with Staff Network
The following Network Groups were established in March 2012: Returning Parents (to support returners from maternity,
Groups on issues pertinent to
adoption and paternity leave); Lesbian, Gay, Bisexual and Transgender Group. A Staff Disability Group may be formed as
the particular group.
a sub-group of the Disability Interest Group.
OBJECTIVE 3 – To add, address and monitor actions from the Single Equality Action Plan (some of which relate to Athena SWAN issues)
Rationale: To move forward and take appropriate action on issues highlighted on the Single Equality Action Plan, and regularly reporting progress to E&D Committee, Steering, Senate and Council
Cttees
(i)
STAFF ISSUES
(a) Introduce provision for monitoring
Following further consultation with staff, and the confirmation from HESA that the collection of such data is not
1. To review in 2013/14
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of sexual orientation of staff and
new employees
(b)
Introduce provision for monitoring
of religion or belief for staff and
new employees
(c)
Investigate whether due to the
smaller numbers of senior female
academic
staff,
the
same
individuals are over-burdened with
committee duties. Review how
Committee roles should be
reflected in women’s promotion
aspirations. – Athena SWAN (AS)
Investigate ways of encouraging
female academics to put
themselves forward for wider
University opportunities. (AS)
To review the longitudinal data for
promotion in departments and to
determine any generic reasons or
underlying development needs
linked
to
the
protected
characteristics why promotion
recommendations may not have
been successful. (AS)
To put in place any local
development opportunities and /
or mentoring to support career
development and to ensure that
staff with protected characteristics
understand how to prepare
themselves for promotion at the
appropriate time. (AS)
Ensure that the application of
promotion criteria to part-time
staff is understood locally. (AS)
Formalise
local
mentoring
(d)
(e)
(f)
(g)
(h)
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compulsory, a recommendation will be made to the Equality and Diversity Committee in May 2012 that collection of this
type of data be deferred until 2013/14, to allow an opportunity to ascertain the impact on other HEIs that are collecting
data.
Following further consultation with staff, and the confirmation from HESA that the collection of such data is not
compulsory, a recommendation will be made to the Equality and Diversity Committee in May 2012 that collection of this
type of data be deferred until 2013/14, to allow an opportunity to ascertain the impact on other HEIs that are collecting
data.
Deputy Director of HR investigating in conjunction with the Head of Governance.
1. To review in 2013/14.
1. Progress to be updated
Working with Athena SWAN Departmental Focus Groups on generating ideas.
Nomination form for promotion that academic Heads of Departments complete has been modified by HR. This will
improve the data monitoring of which academic staff in departments requested promotion and then who was
subsequently put forward to ASC for consideration. The form also requests information of the support mechanisms
that will be used to assist those staff not put forward for promotion.
1. Monitor forms to ensure no
discrimination occurs and that
adequate support is provided
to staff to help with career
development.
Mentors available through departments and through the Learning and Development Centre. STEM Heads of
Departments are being made aware of the importance of communicating promotion criteria to all staff and to provide
guidance to staff, through line managers and Departmental Promotion Groups.
Promotion information – criteria and process – is sent on an annual basis to departments. This information is also
published on the University website. Information will be reviewed to ensure inclusivity of both part and full time staff.
LDC have funded and supported the setting up of mentoring schemes mostly in WMG and IER.
1. Monitor uptake of mentoring
(i)
(j)
(k)
(l)
processes, investigate making
training for mentors mandatory
and determine an appropriate
formal monitoring process. Review
mentoring at various levels within
departments by: Investigating the
effectiveness of existing mentoring
arrangements
for
staff
on
probation
through
local
departmental
probation
committees.
Reviewing the
opportunity of supporting mid
career staff with a professorial
mentor
of
their
choice.
Encouraging Professorial staff to
have a co-mentoring relationship.
(AS)
Consider how to balance ‘fixed and
variable’ contributions from parttime staff – i.e. quantity of output
versus accomplishment of a
category of task. (AS)
To investigate the option of a
Women-only
Leadership
Programme with LDC to look at
gender specific challenges in
management. (AS)
Integrate into annual review
process a particular emphasis on
career development for the next
step. Consider how that can be
developed to ensure equal
treatment for men and women,
e.g.Warwick Leadership
programme, experiential
development. (AS)
Review how to provide more
assistance for working parents with
school aged children (4-14 yrs)
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Information about general mentoring schemes open to all departments.
Work needs to be done to monitor uptake of mentoring schemes in the context of E&D.
Further clarification is required.
LDC ran two focus groups for female academics and researchers in 2011 on the key issues facing women moving into
leadership roles. There wasn’t any clear consensus on the value of a women only leadership programme and therefore
no further action is currently contemplated.
Summer 2011 accommodated:
Mad Science Club - places for up to 35 children, Tennis and Climbing (9-16 years of age); Tennis, Rookie Lifeguarding and
Team Sports (8-12 years of age); Tots and Parents (3-4 years of age), Mini Tennis Red (5-8 years of age).
schemes in the context of E&D.
1. Athena Network Group to relook at this objective and give
further clarification on what is
required and what could be
done.
1. No further action currently
planned.
2. LDC to continue to monitor this
through their other leadership
programmes.
1. LDC to review annual review
training and guidance.
during school holiday periods and
promote any actions under the
University’s work life balance
approach. (AS)
(m) Ensure that staff and students with
and
without
protected
characteristics continue to feature
in any external and internal
publicity activities to ensure
representative balance.(AS)
(n) Advertise LDC and PGCTSS Science
Communication courses across
departments. Offer departmental
courses in science communication.
Involve the Communications Office
in this. (AS)
(o) Review the local application of
opportunities for variable work
patterns in Departments and what
may be alternative options e.g.
short-term part-time work for
Postdoctoral researchers and
permanent staff. (AS)
(p) Ensure
appropriate
H&S
information is readily available to
all staff e.g. to ensure that
information for pregnant women
in SET departments reflects the
impact of SET roles. To make
available
an
on-line
safety
induction package to complement
other central and induction
activities. (AS)
(q) Ensure departments are aware of
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A similar programme is scheduled for Summer 2012 (which will include tennis, climbing, lifeguarding, fitness and
swimming) – see:
http://www2.warwick.ac.uk/services/sportscentre/facilities/westwood/tenniscentre/flyer_for_holiday_camps_2012.pdf
BEAR ROCK CUBS CLUB
The Centre will be running a rock climbing club for young people (aged 8 and over) on Saturday and Sunday mornings
from 9.00am until 11.00am.
Junior Tennis Club (10 – 16 years of age) Friday evenings (all year round)
Warwick Arts Centre has established Youth Theatre Groups which run on a Saturday morning and Monday evenings.
The groups are divided into the following age groups: 8-11 years; 11-14 years; 14-16 years and 16-18 years
The Publicity Office provides TV training for researchers – an equal balance of men and women are trained.
All publicity material does reflect the diversity of the campus environment and images contain people with and without
protected characteristics. Mechanism to be put in place to monitor publicity material on a regular basis.
MOAC have run two very successful science communication courses to post docs – approximately 25 PDRAS attended
each course. The challenge remains as to how to encourage more PDRAs to attend the course. Feedback from
attendees is good.
1. Work with Publicity Office to
continually monitor diversity of
material.
Completed
Work with individual STEM departments through their Athena submission work to begin to monitor variable work
patterns.
1. Athena Project Officer to liaise
with STEM departments to
investigate
existing
work
patterns.
No progress made on the on-line safety induction package – Revise timeframe to December 2012
Information for pregnant women is available on the Health and Safety Wellbeing web pages.
1. Deliver on-line safety induction
package for December 2012.
1. Returning Parents Network Group formed in February 2011 to act as an informal support group to discuss common
Work Completed
their responsibilities to provide
information on maternity cover
and information and support for
staff returning from maternity
leave.
(r)
(s)
(t)
To refresh and reinforce the
information and advice on the
process of reporting and dealing
with B&H incidents and to
publicise the Dignity at Work
contacts for all departments.
To review the feasibility of the
University recording statistics on
up-take of flexible working with
cooperation from departments
who agree to flexible working
requests. To ensure information is
readily available on a range of
flexible working opportunities.
To support an equal pay audit as
and when required to do so by law.
issues on returning to work whilst juggling family commitments.
2. Returning Parents Mentoring Scheme established from consultation with the Returning Parents Network Group.
This scheme is for members of staff returning to work after maternity, paternity or adoption leave. The aim of the
scheme is to offer new parents the support of a mentor who has first hand experience of managing the issues
involved in returning to work after the arrival of the child.
3. HR working with Returning Parents Network Group to provide a checklist to departments to improve the back to
work experience for staff returning from maternity/adoption/paternity leave.
4. Network Group and mentoring scheme communicated to staff via InSite, Communicate, LDC website, E&D
departmental representatives.
5. Departments will receive returning parents checklist when notified of the date the staff member intends to return
to work.
HR have received feedback from the Returning Parent Network Group and will be undertaking the suggested
improvements in the Spring term.
2 new Dignity Contacts recruited – 1 female and 1 male. Both have been trained and also attended Equality and
Diversity training sessions.
In conjunction with HR, some departments have held training sessions, using realistic scenarios, on Bullying and
Harassment and during those sessions explained the role of Dignity Contacts.
New Flexible working request form being introduced which will assist with recording flexible working requests
(Completed). More planning and development work to be done with the HR systems team – work scheduled to start in
the Spring Term.
Work is continuously being done
to communicate the Dignity at
Work and Study Policy.
1.
2.
Planning and development
work on HR systems to be
completed.
Uptake of flexible working to
be monitored by HR.
An Equal Pay Review was taken in 2011 and the results published on the Equality and Diversity web pages. Separate
reviews were taken for staff in grades 1A – 8 and in grade 9. – Completed.
Legislation has been silent on the frequency of publishing Equal Pay Reviews. Therefore a recommendation was made
to Senate to take a light touch review on an annual basis for Levels 1a-8, with a detailed review through the formal
routes every two years. For level 9, where there is a disparity on gender data, it was recommended that a review is
carried out on an annual basis with the ownership resting with the Vice Chancellor’s Advisory Group. – Completed.
To be reviewed in line with
timescales agreed.
Draft of the Learning and Teaching Strategy is currently being prepared to go to committees. Senior Assistant Registrar
(Teaching and Quality) to work with the Academic Quality Standards Committee to examine the extent to which it
wishes to take wider equality issues into consideration – currently have an objective with the aim to increase diversity of
1. Senior Assistant Registrar
(Teaching and Quality) to
report progress on this
Ii STUDENT ISSUES
(a)
Incorporation of Equality and
Diversity into the review of the
Learning and Teaching Strategy in
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(b)
line with the Vision 2015
document.
Introduce provision for monitoring
of sexual orientation of existing
and prospective students.
our student intake (tends to relate more to widening participation and internationalisation).
objective.
After consultation on the intended collection of this data, students’ expressed concern and disappointment that this 1. To review in 2013/14
type of data would be collected. At a General Meeting of the Students Union in February 2012, Warwick students
passed a motion to take a stance against this type of data collection.
The University has taken the decision not to collect this data for the 2012/13 academic year. A review will be taken
after this to see response from other institutions. Completed – further review in 2013.
(c)
Introduce provision for monitoring
of religion or belief for existing and
prospective students.
After consultation on the intended collection of this data, students’ expressed concern and disappointment that this
1. To review in 2013/14
type of data would be collected. At a General Meeting of the Students Union in February 2012, Warwick students
passed a motion to take a stance against this type of data collection.
The University has taken the decision not to collect this data for the 2012/13 academic year. A review will be taken after
this to see response from other institutions. Completed – further review in 2013.
OBJECTIVE 4 – Address inequalities in research careers
Rationale: To examine and address barriers that early career researchers face
(a) To provide opportunities for
All courses advertised on LDC website and through the Research Staff Forum. Discussions taking place re: a web based
professional and personal
portfolio for research staff to complete during their time at Warwick to record all training and development of skills.
development of all research staff.
(b) To promote best practice identified All SET departments have a representative that attends the University Athena Network Group, which meets
1. Athena Project Officer to
in SET departments through the
approximately every six weeks, where best practice and new initiatives are discussed. This group is a mechanism to feed
organise a Windows on
Athena Swan process to other non- information to the University Athena Steering Group. SET Departments also have the opportunity to give feedback on
Warwick session to
SET departments.
submissions prior to the submission deadline. The University has Athena web pages on the Equality and Diversity web
communicate the Athena
site and all successful Warwick Athena submissions are on published on this website and are available to the wider
principles to non-STEM
University, including non-STEM departments and are in the public domain.
departments.
Athena is discussed at University Committee meetings, such as Athena Steering Group, Equality and Diversity Network
Planed for Autumn Term 12/13
Groups and formal Committee, Steering, Senior Officers meetings and Senate of which non-STEM departments are
represented.
In March 2012, funding was secured to appoint an Athena Project Officer for a period of one year to assist STEM
departments and the University move the Athena agenda forward.
(c)
Set up local structures so
postdoctoral researchers feel
supported and mentored at an
exciting but insecure time of their
career. Support departmental
7
As more SET departments move through the Athena award process to identify best practice and required modifications
to policies and processes, these changes will ultimately benefit non-SET departments too.
Work on role of PG certificate in Transferable Skills as a guided mentoring programme. Research exchange—utilizing
Departmental Research Staff Forums to share best practice and as a Networking mechanism. LDC ran 2 Forum Groups
for academic/research female staff in June/July 11 – however these groups did not identify that female leadership
initiatives to develop postdoctoral
course were required.
researchers. Share best practice
between departments. Consider
There is a research staff forum representative on the University Research Committee.
how postdoctoral researchers
should be represented on the
Science faculty research
committee.
OBJECTIVE 5 – To investigate the lower degree attainment by black and minority ethnic groups
Rationale: To examine and address barriers that black and minority ethnic groups may face, and to ensure adequate mentoring/support initiatives are in place
In line with HEFCE’s Equality Objectives,
Widening Participation has been discussed extensively at recent Faculty Engagements (April 2012). Reports will be
the University will monitor, seek advice
published once they have progressed through the relevant committee as advised on the Institutional Review website.
and look at initiatives to
The Law Department runs a Multi Cultural Scholars Programme which is a unique model in the UK and has gained
encourage/support ethnic minority
considerable support from the legal sector. The scheme is open to UK students of Pakistani, Bangladeshi, African or
students during their degree studies.
Caribbean origin whose household income entitles them to a full maintenance grant. Scholars must also fulfil the
academic entry requirements for the Law School.
OBJECTIVE 6 – To review and update Equality Impact Assessments/Equality Analysis of all University policies/procedures
Rationale: To completely review and update all Equality Impact Assessments on policies/procedures in order to identify potentially discriminatory practices and to advance equality, comply with
legislation and provide transparent and published evidence in line with the Public Sector Equality Duty
To install and roll-out a new Equality Equality Analysis Toolkit purchased in January 2012.
1. Equality Analysis Project Plan
Analysis on-line package with e-learning Forum group set up to customise package to Warwick style
to be designed and
module to assist managers in creating, LDC to work through the e-learning module that accompanies the package to ensure appropriate questions/examples
implemented Summer/
reviewing and monitoring equality are given and to customise to Warwick - Completed
Autumn 2012.
impact on all policies and procedures, in Forum Group to continue to meet to schedule training, roll out times and to identify departments suitable to pilot the
order that the process becomes fully system.
embedded into everyday business.
Version: 1.2
Date: 31.05.2012
Version 1 - Presented at E&D Committee: 22nd May 2012
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