EDC 04/11-12
SC.161/11-12
UNIVERSITY OF WARWICK – EQUALITY OBJECTIVES 2011 – 2015
Protected Characteristics
DRAFT
Foster good relations
Advance equality of
opportunity
Eliminate unlawful
discrimination
Marriage or Civil
Partnership
Pregnancy or maternity
Sexual orientation
Sex
Religion or belief
Race
Gender Identity
PROGRESS
Age
SUCCESS
MEASURES
Disability
EQUALITY OBJECTIVES 2011 - 2015
Equality Duties
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 committees are trained and Committee minutes will
New Equality Analysis
informed of Equality and Diversity issues, such as legislation indicate that relevant
Toolkit with e-learning
and understanding the needs and perspectives of protected committees considered
module – Jan 2012 to
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groups. To ensure that equality and diversity is embedded equality dimension where
review and update
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into every day business.
appropriate to the specific
policies.
decisions taken.
E&D Training Schedule
TIME FRAME: ONGOING
Increased uptake and record (to include Equality Act)
ACCOUNTABILITY: University Committee Chairs, members of E&D training given.
and wider employee base, Staff/Students
Raise awareness. Equality
analysis to be embedded
into culture of University.
Inclusivity in all activities.
(b) The Equality and Diversity Committee (EDC) to meet each
term to review and make recommendations to
Steering/Senate on the development of the E&D strategy,
including the amalgamation of the Single Equality Action
Plan into this document.
University Committee
Minutes. Agreed scheme
and equality objectives.
Informed staff on E&D
matters.
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TIME FRAME: ONGOING
ACCOUNTABILITY: EDC reporting to Senate and Council
(c) Departmental E&D representatives to attend termly E&D
Network Meetings to communicate E&D strategy into
academic and service departments. To raise awareness of
E&D issues by holding E&D event/awareness days.
TIME FRAME: ONGOING
ACCOUNTABILITY: Equality and Diversity Network Group,
Dept E&D Reps, Staff/Students and other Stakeholders
Single Equality Action
Plan (SEAP) and Athena
Action Plan to be
combined with this
document.
E&D Training Schedule
(including Equality Act)
Staff more informed. E&D
embedded into culture of
depts. Raised awareness of
E&D through staff
participation.
Up-take of E&D training
Successful induction
Dept E&D
representatives
appointed – August
2011 and Spring 2012.
New training schedule
for Autumn 2011
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Key to Protected Characteristics
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Foster good
relations
Marriage or Civil
Partnership
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Advance equality
of opportunity
Pregnancy or
Maternity
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Eliminate
unlawful
discrimination
Sexual
Orientation
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Sex
Equality and Diversity
paper informing REF
Steering Cttee of the
requirements of the
Code of Practice – Dec
11.
Drafting Code of
Practice – Jan 2012.
E&D training for all staff
involved with staff
selection for the REF –
Spring 2012
Religion or
Belief
Race
TIME FRAME:April 2012
ACCOUNTABILITY: REF Steering Group, REF Coordinator, HR
E&D Advisor, Heads of Department, Research Staff Cttes.
training.
Equality Impact Assessment
to avoid discrimination of
any of the protected
characteristics.
Approval and acceptance of
the Code of Practice by
HEFCE.
Successful REF submission.
Gender
Identity
Disability
Age
(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.
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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
OBJECTIVE
SUCCESS MEASURES
(a) To meet our E&D duties as an employer and service Positive Staff/Student
provider, creating an environment where everyone can Survey results.
contribute and feel valued.
Reduced bullying and
harassment incidents.
TIME FRAME: ONGOING
Informative web pages and
ACCOUNTABILITY: All
E&D Publicity material.
Increased holistic working
with Student Support
Services.
(SEAP 1.10 and 4.4.3)
Uptake of membership to
(b) To refresh and encourage informal staff network groups
staff network groups. Pro(such as LGBT, BME, Disability) to offer support in a safe
activity of those groups.
and confidential environment.
PROGRESS
Up-date, publicise and
encourage E&D training.
Request departments to
include E&D in
induction sessions. E&D
training to be
monitored.
Email communication to
all staff/Website New
E&D Posters – Warwick
Print – Sept 2011.
TIME FRAME: ONGOING
ACCOUNTABILITY: HR, E&D Adviser, Staff
*This document will supercede the previous Single Equality Action Plan
PROTECTED CHARACTERISTICS
EQUALITY DUTIES
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Key to Protected Characteristics
Foster good
relations
Advance equality
of opportunity
Eliminate
unlawful
discrimination
Marriage or Civil
Partnership
Pregnancy or
Maternity
Sexual
Orientation
Sex
Religion or
Belief
Race
Gender
Identity
Disability
Age
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
OBJECTIVE
SUCCESS MEASURES
PROGRESS
PROTECTED CHARACTERISTICS
EQUALITY DUTIES
(i) STAFF ISSUES
(SEAP 5.1)
Improved data collection to
Data Management team
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identify needs. Data
waiting for HESA
(a) Introduce provision for monitoring of sexual orientation of
produced on sexual
guidance
staff and new employees
orientation of staff which
can be used to inform
TIME FRAME: In line with HESA – Academic Year 2012/13
university policies
ACCOUNTABILITY: HR, Data Collection Team (E Zaccarelli)
(SEAP 5.2)
Improved data collection to
Data Management team
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identify needs. Data
waiting for HESA
(b) Introduce provision for monitoring of religion or belief for
produced on religion or
guidance
staff and new employees
belief of staff which can be
used to inform university
TIME FRAME: In line with HESA – Academic Year 2012/13
policies
ACCOUNTABILITY: HR, Data Collection Team (E Zaccarelli)
(SEAP 8)
Fairly distributed committee Examine Committee
(c) Investigate whether due to the smaller numbers of senior membership and associated membership including
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male:female ratio and
female academic staff, the same individuals are over- recognition of duties
review
female
academic
burdened with committee duties. Review how Committee
commitments.
roles should be reflected in women’s promotion aspirations
Review promotion
(ATHENA)
criteria in relation to
committee
TIME FRAME: OCTOBER 2012
contribution.
ACCOUNTABILITY: Senior Management, Deputy Registrars
Office, HR (Y Salter-Wright)
(SEAP 8)
LDC investigating
(d) Investigate ways of encouraging female academics to put Provision of adequate
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Leadership training.
themselves forward for wider University opportunities. mentors, induction.
Increased
female
Report
in
draft
(Sept
(ATHENA)
participation in University
11).
initiatives
TIME FRAME: ONGOING
*This document will supercede the previous Single Equality Action Plan
Key to Protected Characteristics
*This document will supercede the previous Single Equality Action Plan
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Foster good
relations
LDC provides a Warwick
Coaching and
Mentoring Scheme and
one to one coaching
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Advance equality
of opportunity
Some depts already operate
best practice in monitoring
fixed term contracts and
offering six-month career
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Eliminate
unlawful
discrimination
Promotion information
to be communicated to
staff .
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Marriage or Civil
Partnership
Increased promotion cases
being put forward from part
time staff
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Pregnancy or
Maternity
Provision of mentors.
Provision of role models
within departments
Sexual
Orientation
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local departmental Promotions
Cttees
(SEAP 10)
(h) Formalise local mentoring processes, investigate making
training for mentors mandatory and determine an
appropriate formal monitoring process. Review mentoring at
various levels within departments by: Investigating the
Promotion data to reflect
increased promotion
submissions from staff with
protected characteristics.
Sex
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local departmental Promotions
Cttees
(SEAP 9)
(g) Ensure that the application of promotion criteria to parttime staff is understood locally.
New promotion
submission form rolled
out to Departments to
capture more E&D data
and to offer support to
individuals via HoDs for
development for
promotion.
Religion or
Belief
Race
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local Dept Promotions Cttees
(SEAP 9)
(f) To put in place any local development opportunities and / or
mentoring to support career development and to ensure
that staff with the protected characteristics understand how
to prepare themselves for promotion at the appropriate time
Transparency of promotion
data, increased promotion
submissions from staff with
protected characteristics.
Successful Athena Swan
awards for departments.
Gender
Identity
Disability
Age
ACCOUNTABILITY: Senior Management, Deputy Registrars
Officer, HR, Departments
(SEAP 9)
(e) To review the longitudinal data for promotions 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.
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Key to Protected Characteristics
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TIME FRAME: JULY 2012
ACCOUNTABILITY: Departments, HR, LDC
(SEAP 15)
(k) 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.
TIME FRAME: OCTOBER 2012
Annual reviews to become
useful tools that staff can
identify with for appropriate
career development.
Consultations with LDC
enabled LDC to
reference the need to
pay attention to
protected
characteristics (with
specific reference to
women) and the
*This document will supercede the previous Single Equality Action Plan
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Foster good
relations
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Advance equality
of opportunity
Warwick P/G students
have run a Women in
Science Course in 2010
and 2011 for PhD
students and PDRAs
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Eliminate
unlawful
discrimination
Programme with LDC to look at gender specific challenges in
management.
Investigate how successful
these groups are and how
we can build on the success.
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Marriage or Civil
Partnership
(SEAP 14)
(j) To investigate the option of a Women-only Leadership
Pregnancy or
Maternity
TIME FRAME: OCTOBER 2013
ACCOUNTABILITY: HR, Departments
Sexual
Orientation
University Athena
Group to discuss how
to move this action
forward.
Sex
To investigate how this is
currently measured.
Religion or
Belief
Race
sessions.
Departments
highlighting this in
individual action plans.
Gender
Identity
Disability
TIME FRAME: ONGOING
ACCOUNTABILITY: HR, LDC, Athena Swan Group
(SEAP 13)
(i) Consider how to balance ‘fixed and variable’ contributions
from part-time staff—i.e. quantity of output versus
accomplishment of a category of task.
review meetings. This best
practice needs to be
formalised
across
all
departments.
Age
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. (ATHENA)
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Key to Protected Characteristics
TIME FRAME: OCTOBER 2012
Uptake of appropriate
courses from departments.
To encourage staff to
take all available
opportunities and to
recognise efforts
departmentally and
*This document will supercede the previous Single Equality Action Plan
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Foster good
relations
Advertise LDC and PGCTSS Science Communication courses
across departments. Offer departmental courses in science
communication. Involve the Communications Office in this.
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Advance equality
of opportunity
(n)
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Eliminate
unlawful
discrimination
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: University Publicity Office, Departments
Marriage or Civil
Partnership
characteristics continue to feature in any external and
internal publicity activities to ensure representative
balance.
All publicity material reflects
the diversity of the campus
environment and gives a
clear message that everyone
with and without protected
characteristics are welcome.
Pregnancy or
Maternity
(SEAP 16)
(m) Ensure that staff and students with and without protected
Sexual
Orientation
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: Nursery – Debbie Castle, DRO, HR
Establishment of annual
clubs to assist parents with
holiday activities.
Feedback from parents on
facilities
Establishment of a
Conference Care Fund that
academics can apply to for
help with child care costs
whilst attending
workshops/conferences.
Sex
(SEAP 16)
Review how to provide more assistance for working
parents with school aged children (4–14 yrs) during school
holiday periods and promote any actions under the
University’s work life balance approach.
Religion or
Belief
Race
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development needs of
those groups in annual
review training both
face to face and on-line.
Summer 2011
accommodated: Mad
Science Club - places for
up to 35 children,
Tennis and Climbing (916 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).
Publicity office provides
TV training for
researchers - equal
balance of women and
men trained. Ensure
that training of people
with other protected
characteristics is also
available.
Gender
Identity
Disability
Age
ACCOUNTABILITY: L&DC, HR, Departments.
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Key to Protected Characteristics
Foster good
relations
Advance equality
of opportunity
Eliminate
unlawful
discrimination
Marriage or Civil
Partnership
TIME FRAME: December 2011
ACCOUNTABILITY: RSS, HR
Pregnancy or
Maternity
TIME FRAME:December 2011
ACCOUNTABILITY: Health & Safety Office, HR, Depts.
(SEAP 21)
Ensure departments are aware of their responsibilities to
provide information on maternity cover and information
and support for staff returning from maternity leave.
Sexual
Orientation
(q)
TIME FRAME: DECEMBER 2012
ACCOUNTABILITY: Departments, HR, Athena Swan Group
(SEAP 20)
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.
Sex
(p)
(SEAP 19)
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.
Religion or
Belief
Race
(o)
Gender
Identity
Disability
Age
ACCOUNTABILITY: LDC and MOAC Doctoral Training
Centre
centrally.
Ability to offer variable work
patterns.
Up-take of roles.
To discuss with
departments to what
extent this is required
and how to implement
it.
Information on websites
easily accessible and
informative. On-line
induction programme rolled
out to departments
Work with the Health
and Safety Office to
ensure web sites are
clear, concise and easy
to navigate.
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S&H working on on-line
package
Update of mentoring and
feedback from maternity
returners.
LCD/HR investigating
possible mentoring
support for staff
returning from
maternity leave.
Web page information
with links to Managers
Handbook.
(SEAP 22)
*This document will supercede the previous Single Equality Action Plan
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Key to Protected Characteristics
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Foster good
relations
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Advance equality
of opportunity
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Eliminate
unlawful
discrimination
To examine current
monitoring practices—
to open more dialogue
between the University
administration and
departments.
Marriage or Civil
Partnership
Collection of flexible
working data.
Up-take of flexible working.
Pregnancy or
Maternity
(SEAP 26)
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.
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Sexual
Orientation
(s)
Equality and Diversity
training on prejudices
and stereotyping given
to Equality and Diversity
representatives, Dignity
at Work contacts and
the wider university
audience.
Sex
TIME FRAME: December 2011
ACCOUNTABILITY: HR
To effectively communicate
the B&H reporting process.
Follow up on PULSE results
on B&H via departmental
meetings.
New Dignity Contacts to be
recruited and trained (Jan
2012). Reporting process to
be reviewed.
Religion or
Belief
Race
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.
Gender
Identity
Disability
Age
(r)
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TIME FRAME: June 2012
ACCOUNTABILITY: HR, Departments
(t)
(SEAP 27)
To support an equal pay audit as and when required to do
so by law.
TIME FRAME: 2012
ACCOUNTABILITY: Senior University Management, HR
(ii) STUDENT ISSUES
(SEAP 3.1.1)
(a) Incorporation of Equality and Diversity into the review of
the Learning and Teaching Strategy in line with the Vision
2015 document.
The Government is
current consulting on
Equal Pay Audits and
Warwick will plan
accordingly when more
guidance is given.
E&D embedded into
teaching, and student
recruitment.
Goals 2 and 3 of Vision
2015 (Student
experience and
Internationalism).
Focus to be given to
*This document will supercede the previous Single Equality Action Plan
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Key to Protected Characteristics
Foster good
relations
4
Advance equality
of opportunity
Time scale in line with
HESA
Eliminate
unlawful
discrimination
4
Marriage or Civil
Partnership
Pregnancy or
Maternity
Widening Participation
as set out in Warwick’s
Access Agreement
Time scale in line with
HESA
Sexual
Orientation
TIME FRAME: In line with HESA – Academic Year 2012/13
ACCOUNTABILITY: Academic Office
Sex
TIME FRAME: In line with HESA - Academic Year 2012/13
ACCOUNTABILITY: Academic Office
(SEAP 5.2)
(c) Introduce provision for monitoring of religion or belief for
existing and prospective students
Improved data collection to
identify needs. Data
produced on sexual
orientation of students
which can be used to inform
university policies.
Improved data collection to
identify needs. Data
produced on religion or
belief of students which can
be used to inform university
policies
Religion or
Belief
Race
(SEAP 5.1)
(b) Introduce provision for monitoring of sexual orientation of
existing and prospective students.
Gender
Identity
Disability
Age
TIME FRAME: JUNE 2012
ACCOUNTABILITY: PVC (Teaching & Learning)
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OBJECTIVE 4 – Address inequalities in research careers
Rationale: To examine and address barriers that early career researchers face
OBJECTIVE
SUCCESS MEASURE
(a) To provide opportunities for professional and personal
development of all research staff
Ensure that early career
TIME FRAME: Ongoing
researchers have access to
ACCOUNTABILITY: Research Cttee, LDC, HR
suitable training and
development opportunities
(b) To promote best practice identified in SET departments
Sharing of best practice
through the Athena Swan process to other non-SET
departments
TIME FRAME: Ongoing
ACCOUNTABILITY: SET departments, HR, E&D Ctte
(c)
(SEAP 12)
Set up local structures so postdoctoral researchers feel
supported and mentored at an exciting but insecure time
Reputation of Warwick as a
supportive employer.
PROGRESS
PROTECTED CHARACTERISTICS
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Promotion of Athena at
Univ Meetings
Work on role of PG
certificate in
Transferable skills as a
*This document will supercede the previous Single Equality Action Plan
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EQUALITY DUTIES
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Key to Protected Characteristics
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Foster good
relations
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Advance equality
of opportunity
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Eliminate
unlawful
discrimination
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Marriage or Civil
Partnership
4
Pregnancy or
Maternity
Sex
4
Sexual
Orientation
Religion or
Belief
Race
TIME FRAME: JULY 2012
ACCOUNTABILITY: Senior University Management, HR, LDC,
Departments, Research Staff Forum, Athena Swan Group
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
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Gender
Identity
Disability
Positive outcome of staff
survey results.
Age
of their career. Support departmental initiatives to develop
postdoctoral researchers. Share best practice between
departments. Consider how postdoctoral researchers
should be represented on the Science faculty research
committee.
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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
OBJECTIVES
SUCCESS MEASURES
PROGRESS
PROTECTED CHARACTERISTICS
In line with HEFCE’s Equality Objectives , the
University will monitor, seek advice and look at
initiatives to encourage/support ethnic minority
students during their degree studies.
TIME FRAME: October 2015
ACCOUNTABILITY: PVC (Teaching and Learning),
Admissions Teams, Student Support Services
Successful degree
attainment of BME
students
Investigate if
attainment is
measured. Improve
outreach, widening
participation events
to encourage more
BME students to
apply and to assure
them of support
whilst at Warwick.
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EQUALITY DUTIES
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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
OBJECTIVES
SUCCESS MEASURES
PROGRESS
PROTECTED CHARACTERISTICS
EQUALITY DUTIES
To install and roll-out a new Equality Analysis on-line
Quality controlled policies
Demonstration of new
package with e-learning module to assist managers in
that take account of the
package took place on
creating, reviewing and monitoring equality impact on all
needs, experiences and
4.10.11. Purchase
*This document will supercede the previous Single Equality Action Plan
Key to Protected Characteristics
Marriage or Civil
Partnership
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Foster good
relations
Pregnancy or
Maternity
4
Advance equality
of opportunity
Sexual
Orientation
4
Eliminate
unlawful
discrimination
Sex
*This document will supercede the previous Single Equality Action Plan
Religion or
Belief
Race
software Dec 2011
Gender
Identity
Disability
TIME FRAME: June 2012
ACCOUNTABILITY: HR, All departments
circumstances of different
groups of staff and student
communities , and within
the wider community.
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policies and procedures, in order that the process becomes
fully embedded into everyday business.
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