Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
DISABILITY EQUALITY DUTY
The University developed, consulted on, and implemented a Disability Equality Scheme and Action Plan in December 2006.
In doing so it reviewed existing policies, provisions and data. In order to develop the Action Plan it invited the involvement of disabled staff and
students in participating in a questionnaire and focus groups, and forged links with groups outside the University for the purposes of consulting
about the plan.
In addition, the Disability Interest Group (set up in 2005) whose members consist of disabled staff, students and others with an interest in
disability was consulted and had extensive input on the content of the Disability Equality Scheme and Action Plan. In consultation with this
group, University also conducted research involving all disabled staff and students. This research (consisting of a questionnaire and focus
groups) informed the development of the plan.
The Disability Action Plan 2006-2009 is shown below, with comments on progress. Yr 1 = Dec 06-Nov 07, Yr 2 = Dec 07-Nov 08, Yr 3 = Dec
08-Nov 09.
A. Action Plan for all University Users- The overall aim of these actions is to ensure that disability is integrated within the decision-making
bodies of the University and to improve the wellbeing of disabled staff, students and visitors.
Actions
1. Culture
i) Raise visibility and awareness of disability within the University.
Develop innovative methods of generating awareness, raising the
profile of disability and linking this to practices and procedures
ii)Review the current Staff Disability policy to identify more clearly
responsibilities for disability
iii) Raise awareness of age-related issues such as loss of hearing
and weakening of eyesight and also disabilities which are related
to illness, including short-term illness. Consider as part of any
training, printed or web based resources
iv) Introduce monitoring of membership of University committees,
and representatives on external groups
Accountability/
Timescales
Contacts
Communications/ Ongoing
Disability
Services/ HR
HR - Colin Taylor Year 1
HR/
Communications
Year 2
HR/ Ken Sloan
Year 1
Progress
Transferred to SEAP
Complete. Available
on the E&D website
Transferred to SEAP
Review begun.
Proposal to monitor
male/female split in
08/09. Review of
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2.
Communication
and Consultation
v) Review the University branding. Look at embedding equality in
University literature and all material seen by people outside the
University. This will include reviewing where disability information
is currently held on the website.
i) Training for staff development team- bring knowledge base of
the team up to date.
Establish trained departmental co-ordinators with clear
responsibilities, authority and resources to: advise students;
ensure the provision of essential information concerning student
academic support needs to appropriate staff; co-ordinate
examination arrangements. Training to be carried out by Centre
for Academic and Professional Development.
Departmental co-ordinators to be supported by printed guidelines
and a website for resources.
Departmental co-ordinators will also act as a contact point for
disabled staff, and assist in coordinating requests for work
preparation for disabled people
The training for departmental co-ordinators should also be
provided with a contact in service departments such as the
International Office, Parking, and Careers etc.
ii)Create feedback methods for disabled students and staff
Concern
Not started
Progressing
Communications
- Roberta
Warman
Year 1
HR/LDC - Leonie
Aspinall
LDC, and
Disability
Services
Years 1 and 2
Completed
committee structure
will also take place
and committee
secretaries will be
engaged in an
awareness raised
campaign around
election processes.
Transferred to SEAP
Transferred to SEAP
LDC staff have
received training
Additional training to
be carried out in
Year 2 and website
resources for coordinators to be
developed in Year 2.
Transferred to SEAP
HR/ Disability
Services
Year 2.
Complete. E&D
Forum available to
staff and students on
the E&D website.
Disability Services
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iii) Prepare a Disability Handbook for students and staff to include
a sign-posted map. This requires involvement of the Disability
Coordinator, and will be a joint exercise with an access specialist
iv) Consult more fully with external disability groups on the
University’s Disability Equality Scheme
Concern
Not started
Disability
Services - Jane
Abson
HR and Disability
Services
Year 2
Year 1
Progressing
Completed
website.
Transferred to SEAP
Coventry City
Council, Coventry
University, ECU,
HEEON.
In body of SES
v) Develop the role of the Disability Interest Group into a disability
“task force” with strategic and measurable objectives, with
membership drawn from across the University. This body should
meet frequently. This will involve:
 Formalising the group with a chair person etc.
 Ensuring representation of both staff and students
 Maintaining links with departmental coordinators
HR and Disability
Services - Jane
Abson
Year 1/2
vi) Set up mechanism for regular update of “news” and reports on
items relating to disability. This will improve communication of
developments in the field of disability across the University
between both staff and students. This could be a web-based forum
for example
Communications/ Year 1
HR/ Disability
ongoing
Services
vii) Encourage participation of disabled users of the University
through questionnaires and e-mails to gain opinions and feedback
on specific topics
viii) Continue to attend external disability and equality network
Various
departments
Year 2
ongoing
HR and Disability
Ongoing
Complete. Revisited
with the group, and a
decision was taken
to maintain the
group in its current
format, to avoid
inhibiting attendance
and contribution at
the meetings. The
DIG will report
regularly into the
EDC
Complete and
ongoing. Forum
available to staff and
students on E&D
website.
Disability Services
website.
In body of SES
In body of SES
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3. Estates
4. Parking
Concern
Not started
Progressing
groups to ensure best practice
ix) Establish informal groups for people with interests in disability
issues. Groups to feed into the Disability ‘task force’
x) Establish a hub online to collect examples of good practice and
student/staff stories of experiences
Co-ordinator
HR, Disability
Coordinator
Disability Coordinator and HR
- Jane Abson
i) Establish an Estates Access Group to:
 produce a ‘Warwick Standard’ of accessibility for all
disability groups for new builds and refurbishments
 review and advise upon budget requirements
advise upon external lighting and campus accessibility
ii) Look at the cost of providing spare wheelchairs for occasional
use by students, staff and visitors. These would ideally be electric
wheelchairs which would make users more independent
Estates/HR
Bob Wilson
Estates/HR
Colin Taylor
Year 1
i) Request a review of the system of issuing University temporary
badges for disabled people’s parking requirements. Consider
online registration for people with disabilities and disabled visitors.
Ancillary
Services
Year 1
ii) Request that a review of disabled car parking is undertaken
including proximity to buildings and adequate provision for
Ancillary
Services
Years 1 and 2
Completed
Year 1
See (v) above
Year 2
Disability Website further work required
Transferred to SEAP
Transferred to SEAP
Year 1
Years 2 and 3
Wheelchairs
purchased, systems
being put in place to
roll out use.
Transferred to SEAP
Complete. Review
undertaken. As
temporary badges
for staff are only
issued following a
meeting with OH it is
not possible to
provide online
registration in these
cases. Other
disabled drivers
visiting campus do
not need to apply for
a permit.
Complete.
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5. Public
Procurement
6. IT Services
students in addition to staff. Ensure that spaces are large enough
to enabled physically disabled people to use them
i) Ensure that the Purchasing Office is compliant with the Act. This
will include revising any standard terms and conditions which they
have for contracting their services to include information about the
Disability Discrimination Act 2005.
ii) Ensure that relevant government guidance on social or equality
issues in procurement is considered. The University will need to
ensure that disabled tenderers are treated fairly. For example,
flexibility may need to be built into the tender process to
accommodate some disabilities.
i) Review of IT services requirements of disabled staff and
students including software programs and training in their use:
 determine the services and programs required including a
review of accessibility of on-line facilities including
websites, browsers and software applications
 determine the locations services should be available to
maximise access
 cost the provision
 evaluate and cost of training for technical staff in support of
the programs, training of staff and students and ongoing
development
Concern
Not started
Progressing
Completed
Head of
Purchasing Martin Lightbown
Year 1
Completed
Head of
Purchasing Martin Lightbown
Year 2
Completed – new
terms and conditions
issued and ongoing
Disability
Services/IT
Services
Year 1
This is currently
underway with Jane
Abson, Anne
Roberts (Library),
Malcolm Days (ITS)
Transferred to SEAP
B. Action Plan for University Staff
Actions
1. Culture
i) Provide disability awareness training for Heads of Departments
and departmental administrators
ii) With the aim of bringing about a “cultural shift”, devise an
awareness campaign, to include training for staff
Accountability/
Contacts
HR/LDC
Marshalls
Package
Timescales
Progress
Year 1 and
ongoing
LDC and HR
Year 2 and
ongoing
The Marshalls
Training package has
been rolled out.
In body of SES
A number of
Windows on Warwick
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Concern
Not started
Progressing
Completed
sessions on E&D
have taken place, an
induction session for
EDC members and
the SAS Group.
2.
Communication
3. Recruitment
i) Provision of a central contact for staff, maximising the
centralised structure to support disabled staff
HR
Year 1
ii) Explore the possible use of mentors or “buddies” for disabled
staff who are new to the University, or who are newly disabled
iii) Include information on support and contacts relating to
disability in induction pack s
HR
Year 2
HR
Year 1
i) Investigate and identify the factors involved in signing up to the
Department of Work & Pensions’ “two ticks” scheme – a disability
friendly scheme for inclusion in adverts and recruitment literature
HR
Year 1 and 2
ii) Purchase a Minicom and arrange training for Recruitment
Team; ensure Minicom number is quoted on all adverts
HR
Year 1
iii) Explore with departments the feasibility of establishing a work
preparation scheme in conjunction with workplace providers and
departments. Such a scheme would provide work experience for
HR
Year 2
In body of SES
Colin Taylor has been
named as the
contact.
Transferred to SEAP
Complete.
Information on the
staff induction
website.
The factors involved
have been
investigated and
reported upon.
Further analysis will
take place in year 2.
Transferred to SEAP
The minicom system
is in place. Further
work is required to
roll out use of the
system
Transferred to SEAP
Transferred to SEAP
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4. Retention and
Development of
Sickness
Absence
disabled people preparing them for the workplace in a supportive
environment
iv) Investigate the merits and implications of adopting an Interview
Guarantee Scheme for disabled applicants who meet the
minimum (essential) criteria of the person specification
i) Review the policy on extensions to sick pay to ensure there are
clear and objective criteria
Concern
Not started
Progressing
Completed
HR
Year 2
See 3 i) above.
HR
Year 1
HR
Year 2
Complete. Reviewed
as part of
harmonisation work.
Transferred to SEAP
HR
Year 1
Complete.
Actions
Accountability/
Contacts
Timescale
i) Create effective feedback mechanisms for students to inform
developments in services
Academic Office
Anne-Claire
Charrier
Progress
Post
Year 1
Year 2
ii) Include information on support and contacts relating to disability
in induction packs
Academic Office
Anne-Claire
Charrier
Year 2
Complete. New
induction packs
include significant
content on range of
support available to
students.
ii) Review the system for seeking alternative work where a
disabled employee can no longer meet the requirements of their
current role
iii) Review the draft capability and sickness absence policies to
ensure that appropriate regard is taken to disability-related
absences and to identify where reasonable adjustments may be
made
C. Action Plan for Students
1.
Communication
Complete.
Procedures in place –
will be reviewed in
academic year 08/09.
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2. Disability
Services
3. Academic and
Departmental
Matters
4. Library
5.
Concern
Not started
Progressing
Completed
iii) Training of international office contact to advise students.
Consider University financial support of international students to
help with adaptations and equipment.
iv) Consider a mentoring scheme for new students by more
experienced students with disabilities
International
Office
Carline Pack
Welfare and EO
Sabbatical Officer
Ed Callow
Year 2
Transferred to SEAP
Set up
scheme in
Year 1.
Under consideration.
SU to meet with
Disability Services.
v) Produce guidelines for producing materials in appropriate
formats (e.g. prospectuses, enrolment information, learning
resources….)
i) Review of Disability Services provision, including:
 Services for the range of impairments
 Role of Disability Co-ordinator
 Communication and ‘advertising’ services
 Relationships with academic departments and other
services
 Resources
i) Provision of transparent funding structure for academic
departments for meeting the needs of disabled students
HR, Disability
Coordinator,
Communications
Campus Affairs
Sean Russell
Year 2
Transferred to SEAP
Transferred to SEAP
Review: Year
1
Phasing of
agreed
developments
Years 2 and 3
Transferred to SEAP
Disability
Coordinator
Year 2
Removal of this
action suggested
i) Continue development of customer services to disabled
students, including training of library staff
Library
Anne Roberts
Year 1 and
ongoing
ii) Improve quality and consistency of service provision, and
ensure special allowances and arrangements e.g. extended loan
times
Library
Anne Roberts
Year 1 and
ongoing
Complete. Disability
awareness training
has been embedded
in the Library’s
training programme
Anne Roberts is
responsible for
disability equality in
the Library, and is
leading on this
i) Establish procedures, practices, roles and responsibilities for
Accommodation
Year 1-2
Transferred to SEAP
Transferred to SEAP
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Key
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Concern
Not started
Progressing
Completed
Accommodation
the allocation and adaptation of rooms for disabled students,
including Accommodation Officers, Accommodation Wardens,
Resident Tutors, Domestic Services, HMT and Disability Services
Services,
Hospitality
Dan Persaud
6. Admissions
i) Ensure consistency of the admissions procedure for
undergraduate and postgraduate students with regard to disabled
students, including Admissions Officers (Academic Office and
Academic Departments), Departmental Co-ordinators and
Disability Services
ii) Training of Departmental Admissions Officers in Disability
Discrimination Act
iii) Introduce routine communication with departments relating to
disabled students, in advance of the Autumn term.
i) Monitor destination on leaving the University data for disabled
students
ii) Take into account disabled users views when reviewing
practices and procedures
iii) Transition to work- Disability Coordinator can provide Careers
with a list of students who will soon be finishing their degrees,
allowing the Careers Service to be more proactive in assisting
disabled students
Academic Office
and Academic
Departments
Anne-Claire
Charrier
HR/CAPD
Year 1
Completed
Year 2
Transferred to SEAP
Disability Coordinator
Careers
Gill Frigerio
Careers
Gill Frigerio
Careers
Gill Frigerio
Year 1
Year 1
Completed and
continuing
Completed
Year 1
Completed
Year 1
Completed
Accountability/
Contacts
Centre for
Academic and
Professional
Development
Michaela Borg
Timescales
Progress
Preliminary
investigation
Year 1
The study is planned to
finish by the end of
June. The research is
completed, the data
analysed and the report
is being written. 39
interviews with students
with disabilities re
7. Careers
Service
D. Action Plan for Teaching and Learning
Actions
1. Further
Research
i) An additional study that examines the teaching, learning and
assessment issues to be carried out as soon as possible. This
study will be based on individual and group interviews with
students and staff, examining:
 different settings of learning e.g. seminars, lectures etc.
 the impact of types of courses e.g. professional courses
and disciplines.
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Concern
Not started

Progressing
Completed
teaching and
learning, assessment,
personal tutoring,
central services and
spaces have been
carried out.
issues faced by teaching staff, disabled students and
disabled staff who teach.
 assessment.
Actions for this section of the plan may change with this additional
information.
Tranferred to SEAP
2. Learning
Resources
3. Teaching
Resources
4. Support of
Learners
5. Support of
Staff
6. Student
Assessment
i) Learning Spaces
 A review of the availability and support procedures of
special equipment and software in the Library, Learning
Grids and new Teaching Grid.
 Adoption of the principle of 'Universal Design', wherever
feasible, in the development of network tools.
ii) Teaching Spaces- A review of equipment and support
procedures in Classrooms Lecture theatres (e.g. induction
(hearing) loops, wheelchair access routes). To include
conference facilities.
i) Review of provision made for academic staff development (e.g.
PCAPP teaching qualification).
ii) A set of procedures / minimum standards and models of good
practice from within the University e.g. provision of material a
week in advance, in alternative formats if requested
i) Actions outlined in Student section
ii) Recommendations to academic staff on the provision of lecture
notes in advance of lectures and in alternative formats. This will
involve considering the implications for revising University Policy
and guidelines.
i) See Staff section
i) Publication of an examinations policy as an addition to the
current regulations ensure equity of provision of specific
arrangements
CAPD, Library, elab,
Accommodation,
Academic Office
Year 2
Transferred to SEAP
Estates/
Academic Office
Space
Management &
Timetabling team
CAPD
Year 2
Transferred to SEAP
Year 2
Complete
LDC/Academic
Office/HR
Year 2
Transferred to SEAP
NA
CAPD/Academic
Office
NA
Year 2
NA
Transferred to SEAP
NA
NA
NA
Academic
Office/Departmen
t exam officer
Year 2
Transferred to SEAP
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Concern
Not started
ii) Review the options for improving individual examination
schedules
Academic Office
Year 2
iii) Include on induction for external examiners where relevant
CAPD/Disability
Coordinator
Year 2
Progressing
Completed
Under review (has
been scoped but no
further action taken
as yet)
Transferred to SEAP
Ongoing
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Key
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Concern
Not started
Progressing
Completed
GENDER EQUALITY DUTY
The University developed, consulted on, and implemented a Gender Equality Scheme and Action Plan in April 2007.
In doing so it reviewed existing policies, provisions and data. In order to develop the Action Plan it invited the involvement of staff and students
in participating in a questionnaire and focus groups, and forged links with groups outside the University for the purposes of consulting about the
plan. It consulted with its Senior Women’s Network (a group of female senior academic and professional staff who meet, on a voluntary basis,
once a term to discuss issues specific to women in the University). Trade unions were also consulted regarding the content of the Scheme and
the objectives to be incorporated in the Action Plan. The draft documentation was also discussed at the Equality and Diversity Network which
is an open consultation forum that any staff member or student can attend.
The Gender Equality Action Plan 2007-2010 is shown below with comments on progress. Yr 1 Apr 07-Mar 08, Yr 2 Apr 09-Mar 09, Yr3 Apr
09-Mar 10
A Action Plan relating to all University Users- The overall aim of these actions is to ensure that gender is integrated within the decisionmaking bodies of the University and to improve the wellbeing of all staff, students and visitors.
1.
Communication
and Consultation
Actions
Consultation with external customers on gender
requirements, via website and external newsletters
Accountability
Director of HR
Timescales
Year 1
Consultation with staff and students on implementation of
Gender Equality Scheme and review of progress to date at
annual intervals
Review Equality and Diversity Policy (staff and students) to
ensure it encompasses gender and the new requirements,
make any necessary amendments and re-issue to
departments.
Review of Gender Equality section of equality and diversity
website to increase information relating to gender and
incorporate information relating to transgender issues.
Director of HR and Director of
Campus Affairs
Year 1,2,3
Director of HR
Year 1
Director of HR
Year 1
Progress
Notices on website
and in CommUnity
magazine.
In body of SES
Ongoing and
annual report to
EDC
Complete. Policy
reviewed and
published on E&D
website.
Complete
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2. Public
Procurement
Concern
Not started
Ensure awareness of the obligations under Gender
Equality Legislation Provision of training to those involved
in tendering activity on the obligations of the Gender
Equality Duty, the Gender Equality Duty Code of Practice
and relevant Gender Equality Legislation
Head of Purchasing and
Insurance/Deputy Head of
Purchasing and Insurance
Ensure tender and contract documentation addresses the
requirement for non discrimination and promotion equality
of opportunity on the basis of gender.
Review of current tender and contract documentation
Head of Purchasing and
Insurance/Deputy Head of
Purchasing and Insurance
Ensure that the Gender Equality Duty is appropriately
addressed and given due weight in supplier selection and
award processes, subject to the Public Contract
Regulations 2006
Review of current tender and contract documentation
Review of selection and award criteria where gender
equality issues are particularly relevant to the contract
Communication of a Gender Equality Procurement
Statement
Publication of the Procurement Statement on the
Purchasing Office website
3. Data collection Follow up of previous data cleansing exercise for staff to
incorporate information relating to transgender.
Investigate the possibility of collecting information relating
to transgender students
4. Meeting the
Implementation of a Gender Reassignment Policy for staff
needs of
and students
Transgender
staff and
students
Progressing
Completed
Year 1 subject to the
Equality
Commission
Guidance on
Procurement
Year 1
Complete. Those
involved in tender
processes have
been trained in
respect of relevant
legislation.
Complete. Tender
documentation
addresses equality
issues.
Head of Purchasing and
Insurance/Deputy Head of
Purchasing and Insurance
Year 1
Complete.
Processes are in
place to action this
where relevant I a
specific tender or
contract.
Deputy Head of Purchasing and
Insurance
Year 1/2
Complete. Loaded
on to website.
Information Manager-Personnel
Services
Director of Campus Affairs
Year 1
Director of HR and Director of
Campus Affairs
Year 2
Transferred to
SEAP
Complete. Fields
updated.
Complete.
Year 1
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Key
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Concern
Not started
Progressing
Completed
B. Action Plan relating to University Staff
1.
Communication
Actions
Awareness briefing session for staff as part of the
implementation of the Gender Equality Scheme and Action
Plan
Accountability
Director of HR
Timescales
Year 1
Director of HR, Information
Manager
Year1,2,3
2. Recruitment
and retention
Continuation of benchmarking with other institutions
including analysis of HESA data to identify potential
development areas and utilise areas of good practice.
Collate statistical data regarding job roles by gender to
identify roles predominantly filled by men and women in
order to identify strategies to publicise the roles to the less
represented gender and overcome occupational
segregation.
Director of HR, Information
Manager, Recruitment Manager
Year 1-2
Review of recruitment processes to ensure removal of any
gender related barriers and ensure equality of opportunity
for men and women.
Recruitment Manager
Year 1
Review turnover for men and women and reasons for
leaving to identify if there are any gender related issues
Monitor consistency of recruitment processes by
conducting a further “Tracking of Posts Project”, which
takes a sample of posts and monitors the process used in
order to ensure that legislative requirements are being met
and to maintain consistency.
Review current Maternity, Paternity and Adoption
Director of HR
Year 1
Recruitment Manager
Year 1
Director of HR
Year 1
3.Family Friendly
Progress
Complete. Variety,
including insite,
insite inbox, web,
CommUnicate,
EDN, and flagged
to EDC reps.
Transferred to
SEAP
Statistics relating to
Occupational
segregation
reported to EDC
each Autumn. Rest
of action
transferred to
SEAP.
Review
undertaken, revised
policy drawn up,
intranet reviewed,
new selection panel
process drawn up.
Complete and
ongoing
Transferred to
SEAP
Complete
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Policies
4.Flexible
Working
5.Research
Assessment
provisions in light of Working Families Bill due to come into
force in April 2007, including clarification on funding and
operation of schemes within departments.
Conduct a benchmarking exercise with other HEI’s to
identify comparability of family friendly benefits with other
organisations
Investigate the possibility of gaining Tommy’s accreditation
for the University’s Maternity procedures.
Concern
Not started
Progressing
Completed
Personnel Adviser-Policy and
Projects
Year 1
Complete.
University benefits
not out of line.
Complete.
University benefits
equivalent.
Ongoing. New
nursery has
extended hours
(but not evenings).
Playschemes are
being explored.
Complete
Personnel Adviser-Policy and
Projects
Year 1
Review of existing childcare provisions for staff and
students.
Director of Campus Affairs
Year 2
Update Flexible Working Guidelines to incorporate
legislation changes arising from the Working Families Bill
Publicise revised flexible working guidelines to raise
awareness of flexible working options for all staff.
Director of HR
Year 1
Director of HR
Year 1
Consult on and consider the specific needs of staff who
work flexibly, including part-time, term time only to identify
appropriate support mechanisms.
Director of HR
Year 1
Published but
awareness raising
needs to be done.
Linked to Staff
Survey responses.
To be taken
forward by Pulse
Action Team.
See above
Incorporate information relating to flexible working in the
Paternity guidance to publicise flexible working options to
men
Ensure Gender related issues are incorporated into RAE
Code of Practice, including maternity, part-time working
Director of HR
Year 1
Transferred to
SEAP
Complete
RAE Steering Group
Year 1
Complete. Code of
Practice updated.
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Key
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Exercise
6.Staff
Development and
Career
Progression
and flexible working
Review and impact assess the rates of submission/nonsubmission by gender at University level
Review training provisions to identify if there is a
requirement to run courses with flexible hours to
accommodate staff who work flexibly.
Concern
Not started
Progressing
Completed
RAE Steering Group
Year 1/2
Complete.
Director of CAPD
Year 2
Review promotions procedure for academic staff to ensure
consistency and transparency, including investigating how
promotions can be monitored to evaluate achievement by
gender
Review probation procedures to ensure consistency and
transparency
Assistant Director of HROperations
Year 2
Taken into
consideration. For
example,
Springboard has
been run over 6
days instead of the
usual 4 for part
time workers.
Completed and
ongoing monitoring
taking place
Assistant Director of HROperations
Year 2
Continue running “Springboard” as a personal
development programme for women and investigate the
demand for running the “Navigator” programme for men
Director of CAPD
Year 1/2
Investigate the possibility of mentoring for female staff to
support career development
Integrate gender equality related issues into management
training where appropriate
Director of CAPD
Year 2
Director of CAPD
Year 2
Complete. Review
conducted, process
Impact assessed,
and ongoing
monitoring taking
place
Complete.
Programme
ongoing –also
running Navigator
Programme for
men, and Fresh
Steps for older
workers.
Transferred to
SEAP
Complete. Eg
Warwick Admin
Management
16
Progress against equality action plans – May 2008
Key
Traffic light
7.Pay and
Benefits
8. Harassment
and Bullying
9. Staff Survey
Concern
Not started
Progressing
A review to consider how best to promote the opportunity
to be involved in University decision making to women.
University Secretary
Year 2
Consider conducting an Equal Pay Review following the
final implementation of the framework agreement
Framework Agreement Project
Team
Year2/3
Completed
Programme redesigned.
To be linked with
monitoring of
committee
membership and
awareness raising
activities with
committee
secretaries.
Initial stages of
equal pay review
taken place.
Ongoing.
Transferred to
SEAP
Complete
Produce transition statistics on the move to the single pay
scale to identify any gender related issues
Framework Agreement Project
Team
Year 1
Review and monitor professorial and senior salaries to
identify gender ratio , salary implications and trends
Director of HR
Year 1,2,3
In body of SES –
ongoing
Consider conducting a survey to identify the value placed
by employees on a range of benefits in order to evaluate
the reward strategy in conjunction with individual
requirements.
Review Harassment and Bullying policy for staff, including
seeking feedback from Harassment Contacts and
individuals regarding the operational viability of the policy
Review PULSE staff survey results to identify any factors
relating to gender
Director of HR
Year 2
Transferred to
SEAP
Director of HR
Year 1
Complete
Information Manager-Personnel
Services
Year 1
Implement new staff survey incorporating relevant
Information Manager-Personnel
Year 2
Complete. Survey
results received –
being actioned.
Transferred to
17
Progress against equality action plans – May 2008
Key
Traffic light
questions on gender
Concern
Not started
Progressing
Services
Completed
SEAP
C. Action Plan relating to Students
1. Culture
2.
Communication
Actions
Accountability
Timescales
Progress
Raise visibility and awareness of gender equality issues &
support within the University. Develop innovative methods of
generating awareness and linking this to practices and
procedures
Director of HR, Director of
Campus Affairs
Ongoing
Ongoing – specific
actions to be
determined for the
academic year
08/09
Create effective feedback mechanisms for students to inform
developments in services
Include information in induction pack of support and contacts
Prepare a Gender Equality Handbook to highlight the
University’s policies and aims in relation to gender equality
provision
Incorporate gender discrimination as part of the equality training
provided to Student Union Sabbatical Officers
Director of Campus Affairs
Year 1
Director of Campus
Affairs/Academic Registrar
Director of HR, Director of
Campus Affairs
Year 1
SU Welfare & Equal
Opportunities Officer/
General Manager of the
Students’ Union
Year 1
Year 1
Transferred to
SEAP
Procedures in
place –
effectiveness to be
reviewed as part of
service
development in
08/09.
Transferred to
SEAP
Completed.
Referenced
elsewhere.
Suggest action
removed.
Completed and
ongoing
18
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Set up mechanism for regular update of “news” and reports
from meetings on items relating to gender-to improve
communication of developments in the field of gender across
the University between both staff and students.
Internal Communications
Officer
Year 1
3. Counselling
Explore ways of ensuring that as much as possible students
have a choice of a male or female counsellor
Head of Counselling
Year 2
4. Data
Management
Look at ways of accurately capturing numbers of students who
are existing parents and sharing with relevant internal bodies to
inform developments in services
Academic Registrar and
Director of Campus Affairs
Year 1
Ensure that data management systems allow for all recognised
gender definitions including transsexuality and that the relevant
data records allow for student maternity leave
Academic Registrar
Year 2
Completed
Complete. Regular
communication with
E&D Reps, E&D
website updated.
Forum available. In
body of SES.
Completed – there
is a choice of
gender in
counsellors and no
evidence of longer
waiting times
depending on
choice.
Under way. Variety
of actions needed
to ensure
completion which
means it will not be
complete by April
08.
Transferred to
SEAP
Complete. A
gender other than
male and female
can be recorded,
students may opt
not to have a title
recorded.
Maternity leave is
allowed via
temporary
19
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
withdrawal.
5. Departmental/
Academic
Matters
6. Estates
Develop strategies of encouraging better
participation/inclusiveness in class discussion, particularly in
traditionally more gender-specific academic subjects
Heads of Academic
Departments
Year 1
Transferred to
SEAP
Review training of academic/departmental staff in relation to
gender issues, identifying any potential areas of improvement
Director of CAPD
Year 1
Review completed.
Review departmental feedback/complaint procedures in relation
to gender. Ensure that such feedback/complaints are robust and
are sensitively and effectively handled
Heads of Academic
Departments/ Director of
Campus Affairs/Academic
Registrar
Year 1
Allow students their choice of male or female Personal Tutor
where possible, at the very least for discussing particularly
sensitive matters where a gender-specific Tutor may be more
appropriate
Heads of Academic
Departments and Head of
Student Welfare
Year 1
Complete.
Guidance has been
improved.
Feedback from
experience of the
process is closely
monitored.
Transferred to
SEAP
Consider appropriate methods for making learning methods
more flexible for student parents and part-time students
Heads of Academic
Departments
Year 2
Review whether there is adequate provision of separate
bathrooms and toilet facilities on campus for all genders,
particular in Halls of Residence. Consider increasing
bathroom/toilet provision where feasible
Director of Estates/Head of
Residential Life/ Warwick
Accommodation
Year 1,3
EDC request to
Michael Whitby to
consider as part of
review of T&L
strategy.
Transferred to
SEAP
Transferred to
SEAP
20
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
See above –
extended hours but
still not including
evenings.
Transferred to
SEAP
7. Nursery
Consider the feasibility of extending evening hours at the
Nursery to meet the needs of students with evening study
Nursery Manager/Director
of Campus Affairs
Year 1
8. Parking
Review how to most effectively meet parking permit requests
from vulnerable individuals for spaces as near as possible to
residences
Review procedures for training security & shuttle bus staff on
the basis of gender sensitivity
Facilities Manager
Year 1
Security Manager and
Director of HR
Year 1
Transferred to
SEAP
Review whether there is sufficient late night transport provision
for vulnerable people of all genders
Security Manager
Year 1
Look at providing a more visible security presence on campus
at night, particularly in relation to poorly lit areas and areas
perceived by students as higher risk (i.e. the route to Lakeside,
etc)
Ensure that gender sensitivities are adequately considered in
Student Union advertising, including for social events (i.e. Skool
Dayz, Score, etc)
Security Manager
Year 2
Complete –
currently spare
capacity.
Transferred to
SEAP
Student Union Commercial
Development &
Communications
Officer/General Manager
of Students Union
President of the Student
Union/ General Manager of
Students Union
Year 1
Completed and
ongoing
Year 1
Completed and
ongoing
9. Security
10. Student’s
Union
Encourage Students Union to ensure that robust mechanisms
exist to protect students from physical harassment at SU social
events and that such mechanisms are well-publicised
21
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
RACE EQUALITY DUTY
The University has developed a Race Equality Policy and Action Plan in response to legislation dating back to 2001.
The Race Equality Action Plan for 2005/6 and 2006/7 and progress to date is shown below:
RACE EQUALITY ACTION PLAN FOR ACADEMIC YEARS 2005/6 and 2006/2007
Action-STAFF/STUDENT
1. Data Monitoring and Analysis
by ethnicity
-workforce profile
-recruitment
-promotions (inc Job Evaluation)
-merit pay
-leavers (resignations, dismissals,
redundancy)
-training
-harassment cases(staff and
students)
-grievance and disciplinary
-fixed term contracts
-student statistics (Application and
admission, degree and other
qualification results, non completion
rates) for both Undergraduate and
Postgraduate
-careers data (destination on
graduation and career paths)
2. Equality Impact Assessment
-Identify appropriate mechanism for
EIA
-Produce guidance on EIA process
-conduct pilot on EIA process
-Implement EIA process across the
Lead
Academic Office,
Careers Service,
Student and
Ancillary Services
and Personnel
Personnel
Heads of
Departments
EIA Champions
Aim
To maintain the collection and
analysis of relevant staff and
student data, for presentation to the
Equal Opportunities Committee.
The data and recommendations will
be presented to the Senate and the
Council.
Timescale
Staff data presented in Autumn
Term meeting
Implement process for Equality
Impact Assessment that will be
built into regular review processes
(a) Communication to
departments-summer 2005
(b) Delivery of e-toolkit and
training on processOctober 2005
(c) Review of policies and
Progress
Completed and ongoing
Student data presented in
Spring Term meeting
Review of overall data and
progression in Summer Term
meeting
Project nearing
completion. Report to
EDC in May 2008.
22
Progress against equality action plans – May 2008
Key
Traffic light
University
-Evaluate EIA process
-Build EIA into the University’s
existing annual quality and review
procedures
3. Equality and Diversity
Training
-Equality and Diversity training
-Cultural Awareness
4. Stimulate applications from
individuals of black and minority
ethnic (BME) background
through:
(a) Widening Participation
(students)
(b) Advertising on BME job
websites (staff)
(c) Targeting BME graduates
(d) Working with local community
groups
(e) Researching possible shortterm trainee placements
5.Communication and
Consultation
Student’s Union
(for students) and
Personnel (for
staff)
Ensure key managers and staff are
aware of legislative responsibilities
and wider diversity issues
Student
Recruitment Office
(for students) and
Personnel (for
staff)
To ensure access for all ethnic
groups to learning and employment
opportunities at the University
through a variety of schemes (eg
positive action advertising,
Widening Participation).
Communications
Personnel
Improve
communication/consultation on
equality and diversity issues.
Consider feedback received from
consultations and evaluate
potential development
opportunities.
Communicate activities to staff and
students.
To ensure transparent, nondiscriminatory practices are
-Equality and Diversity website
-Equality and Diversity Network
-Discussion forum
-Focus groups
-Review feedback from Staff Survey
and BME Questionnaire
6. Recruitment and Selection
Training
Personnel
Concern
Not started
Progressing
practices-Dec 2005
(d) EIA of high relevance
policies-July 2006
(e) EIA of low relevance
policies-July 2007
Equality and Diversity
programme roll-out beginning
in March 2006
Cultural Awareness
incorporated into Warwick
Skills Programme Feb 2006
In place, ongoing with annual
data review cycle.
Ongoing
Completed
Variety of training
sessions held, including
in-department training.
E-learning package to
be rolled out in April
2008.
Vacancies are sent to
local job centres and
links have been made
with local community
groups.
Ongoing. E&D
webpages reviewed and
updated in February
2008 and further work is
planned to increase
student-related content.
In body of SES
Pilot sessions held in July
2003; continuing roll-out
Ongoing. In addition elearning package on
23
Progress against equality action plans – May 2008
Key
Traffic light
-Recruitment and Selection
-Interview Skills workshop
7. Publicise the Staff
Recruitment opportunities on
offer at the University,
emphasising its ethnic diversity
and contribution to the region
Personnel and
Communications
Office
8. Equality and Diversity
Representatives
-training
Personnel
Equality and
Diversity
Representatives
-promote role of representative
-recruit additional representatives
9. Staff Induction
Concern
Not started
Progressing
Completed
adhered to in all University
recruitment and selection
processes
Ensure potential applicants are
aware of the diverse range of roles
available at the University, the
benefits and contribution to the
local community
Interview skills sessions
commence Autumn term 2006
R&S to be rolled out in
April 2008.
Continual review of
Recruitment
strategy/publications/
website/documentation
To facilitate two way
communication and engage staff
across the university in equality
and diversity activities.
Ongoing
Recruitment video
available from website.
Extensive material
available on “working at
Warwick” website
hosted in HR.
Exercise undertaken to
recruit additional reps in
February 2008.
In body of SES
Induction processes
currently under review.
All new starters receive
a leaflet outlining the
University’s
commitment to E&D.
-Incorporate EO in induction
process
Personnel
Centre for
Academic Practice
Ensure all new starters are aware
of the University’s commitment to
equality and diversity and their
individual responsibilities.
In line with overall review of
Induction procedure
10.Promote the role of Equal
Opportunities and Welfare
Officer and Services provided
Equal
Opportunities and
Welfare Officer-SU
Ongoing
Ongoing – publicised
regularly through SU
website.
11.Produce Guidelines on
consideration of religion in
academic activities
-scheduling of lectures/exams
-request for prayer time
Academic Office
Equal
Opportunities and
Welfare Officer-SU
Chaplaincy
Ensure all students are aware of
the services provided by the Equal
Opportunities and Welfare Office
and the role of the Sabbatical
Officer
Provide clarity for students and
staff on factors to consider with
regards to religion in an academic
environment
Report back Autumn 2006
Education Officer
identifies key activities
which are mandatory
and which may cause
problems. Also deals
24
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
-field trips
-course handbooks
Completed
with individual issues.
Also raised with Michael
Whitby as part of his
review of T&L strategy.
12.Review Student induction
including Orientation and
freshers week
Academic Office
International Office
Review student induction material
to ensure cultural and religious
sensitivity. Consider orientation
week and freshers week to ensure
integration of all students.
Conduct Review by May 2006
in preparation for induction in
2006
13.Hate Crime
-Hate Crime Reporting Centre
-Identifying Hate Crime Hotspots
Equal
Opportunities and
Welfare Officer-SU
Security
Introduce Hate Crime
Reporting Centre Nov 05
Review Nov 06
14. Review Race Equality Policy
and Action Plan
Equal
Opportunities
Committee
Improve communication and
awareness of hate crime and
reporting mechanisms
Inform Security, police and
potential residents of Hate Crime
hotspots
To ensure continued promotion of
race equality in response to
recommendations arising from data
monitoring and impact
assessments.
Action plan for 2005-07
Review annually and revise
action plan 2007
Transferred to SEAP
Complete. New
approach to UG
induction well under
way – significant
changes to publications,
website and arrivals
process for new
students. Explicit
connections will be
included to the
International Orientation
programme.
Set up and used.
Under review for
incorporation into the
Single Equality
Scheme.
25
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
EQUALITY AND DIVERSITY ACTION PLAN
The University also has an Equality and Diversity Action Plan and this is shown below with progress to date.
ACTIONS
PROMOTION OF EQUALITY AND DIVERSITY
Continue re-branding from Equal Opportunities to Equality and
Diversity to reflect the organisational transition
Enlist additional departmental Equality and Diversity Representatives
to improve two-way communication on Equality and Diversity
Initiatives and continue to build on E&D Rep network
ACCOUNTABILITY
TIMESCALES
PROGRESS
Personnel AdviserPolicy and Projects
Personnel AdviserPolicy and Projects
Departments to dedicate an area of a departmental noticeboard to
publicising Equality and Diversity Policies and initiatives.
Heads of
Departments
To be completed by
July 2007
All dept/function
areas to have a
nominated E&D Rep
by Dec 2007
To be implemented
during 06/07
Completed and
ongoing
Exercise undertaken
to recruit additional
E&D reps in February
2008.
Requested
Departments to include a set agenda item on Equality and Diversity in
Department/Team Meetings as appropriate
Heads of
Departments and
Equality and Diversity
Representatives
Personnel AdviserPolicy and Projects
Introduce by January
2007
Requested
Ongoing review &
updating
All Departments
(Heads of
Departments/Depart
mental Induction CoOrdinators)
To commence
Academic Year 06/07
Reviewed and
updated February
2008. In body of
SES
Ongoing
Continue to update/refresh Equality and Diversity Website
-Data available
-Content/Format
-Information on current projects
Academic Departments to re-iterate the commitment to Equality &
Diversity in their staff and student inductions
26
Progress against equality action plans – May 2008
Key
Traffic light
LEGISLATION AND POLICY ACTIVITIES
Review Equality and Diversity Policy to ensure it is up to date with
legislation and organisational changes
To review the University’s current guidelines on and support for
sexual orientation issues and identify any appropriate additional
project work as a result – e.g. to consider the possibility of joining
Stonewall’s Diversity Champions programme.
ACCOUNTABILITY
Assistant Director of
Personnel Services
and Personnel
Adviser-Policy and
Projects
Assistant Director of
Personnel
Concern
Not started
TIMESCALES
Annually and as
required in line with
new legislation
Review during 06/07
academic year
To consider the possibility of introducing a Student Charter with
explicit commitment statements about equality & diversity issues
relating to students
Director of Campus
Affairs/Director of
Academic & Student
Affairs
2007
Evaluate progress with regards to the Race Equality Action Plan and
consider implementation of new Race Equality Action Plan
Assistant Director of
Personnel Services
and Personnel
Adviser-Policy and
Projects
Summer 07 review.
New Action Plan to
be introduced
Autumn 07.
Progressing
Completed
Reviewed. In body of
SES
LGBT staff group set
up. Meeting
arranged with
Stonewall to discuss
other possible
initiatives.
Transferred to SEAP
Work being taken
forward by Deputy
Registrar’s office
(linked to student
contracts).
Transferred to SEAP
To be superseded by
Single Equality
Scheme and Action
Plan.
27
Progress against equality action plans – May 2008
Key
Traffic light
Produce and implement a Disability Equality Scheme and Action Plan
Produce and implement a Gender Equality Scheme and Action Plan
Concern
Assistant Director of
Personnel
Services/Head of
Student
Admissions/Director
of Campus Affairs in
conjunction with
Disability Interest
Group/CAP/Estates
Assistant Director of
Personnel
Services/Director of
Campus Affairs/Head
of Student
Admissions
Not started
Progressing
Scheme to be
approved by Dec
2006.
Implementation
ongoing in line with
timescales on the
Disability Action Plan.
Completed
Scheme to be
developed &
approved by April
2007.
Implementation
ongoing in line with
timescales on the
Gender Action Plan
Briefing & Retirement
Guidelines to be
implemented October
2006.
Further review work
on publicity material
& student admissions
during 06/07.
Completed
Completed
Consider implications on new Employment Equality (Age)
Regulations
-Produce Age Action Plan
-Retirement Guidelines
-Communication briefing sessions
-Update Personnel and Equality and Diversity Website
Personnel Adviser –
Policy & Projects;
Head of Student
Recruitment/Academi
c Registrar
Review and evaluate implications of Working Families Bill including:
 Increased maternity leave from 26 to 39 weeks from April
2007
 Proportion of paid maternity leave transferable
 Extends right to request flexible working to other groups with
caring responsibilities
Review Sexual, Racial and Personal Harassment Guidelines for
Students in light of developments to the Harassment and Bullying
Assistant Director of
Personnel Services
Revise maternity,
paternity & adoption
schemes - to be
completed January
2007.
Completed.
Director of Campus
Affairs
To commence 06/07,
& be completed by
To be completed in
Summer Term 2008
Completed. To be
reviewed Summer
08.
28
Progress against equality action plans – May 2008
Key
Traffic light
Policy for staff.
Not started
January 2008
Evaluate implementation of new Flexible Working Guidelines
including review of monitoring data
Personnel AdviserPolicy & Projects
WIDENING PARTICIPATION
Continuation of the University’s Widening Participation activities
-data analysis/training
ACCOUNTABILITY
Head of Admissions
and Widening
Participation
TEACHING and LEARNING
Centre for Academic Practice to review the incorporation of a focus
on equality and Diversity into CAP’s provision where appropriate.
ACCOUNTABILITY
Director of CAP
Centre for Academic Practice to consider the possibility of providing
an E&D module on the Mandatory induction course programme (to be
available to other staff as well)
Director of CAP
Completion of new Teaching and Learning Strategy incorporating a
specific section on Equality and Diversity
Academic
Registrar/Deputy
Director of CAP
Pro-Vice-Chancellor
(Teaching &
Learning)
Review of equality and diversity in the curriculum
Concern
Evaluate monitoring
data Summer 2007.
Annual review of
data.
TIMESCALES
Ongoing in line with
Widening
Participation Strategy
and timescales
TIMESCALES
Review summer 07.
Incorporate w.e.f.
07/08.
Review summer 07.
Possible introduction
07/08.
2006/07
Scope review 06/07
Progressing
Completed
through Deputy
Registrar’s Office.
Transferred to SEAP
Transferred to SEAP
In body of SES
Complete.
Not designed as yet,
but consideration
being given to
integrating E&D
issues through
training programmes.
Transferred to SEAP
Raised with Michael
Whitby.
Transferred to SEAP
29
Progress against equality action plans – May 2008
Key
Traffic light
To continue to encourage academic staff to submit work with an E&D
focus for Teaching Enhancement Awards and to the journal
Interactions , and to run a themed E&D issue of Interactions.
To maintain involvement in and membership of relevant national
programmes and organisations (e.g. SEDA) to share best practice
and build specialist expertise amongst CAP staff.
BUSINESS and the COMMUNITY
Continue to utilise CommUnity to publicise Equality and Diversity
initiatives to the local community
To maintain membership of local, national and regional
Partnerships/Networks (e.g. HEEON, Coventry Partnership,
Opportunity Now) to share best practice and engage in project work.
Warwick Volunteers - to continue to be involved in a range of
initiatives across the community including projects aimed at
supporting minority or disadvantaged groups
Warwick Arts Centre to continually review its programme of events to
ensure they reflect the diversity of the customer and provide a variety
of artistic experiences.
Maintain links with local community organisations to publicise
Warwick and opportunities available
HUMAN RESOURCES MANAGEMENT
To conclude the BME staff development pilot project in conjunction
with the Leadership Foundation and LSE and to review outcomes
To implement mentoring programme & review effectiveness for
particular groups
Concern
Deputy Director of
CAP
Director of CAP
ACCOUNTABILITY
Personnel
Services/Communica
tions
Personnel
Services/Community
Relations Manager
Director of Campus
Affairs
Director of Warwick
Arts Centre
Director of Personnel
Services/Director of
Campus
Affairs/Community
Relations Manager
ACCOUNTABILITY
Assistant Director of
Personnel
Services/Manageme
nt Development
Adviser, CAP
Management
Development
Not started
Progressing
Completed
Themed issue to be
published 2007; other
actions ongoing
Annual review of
activities &
memberships
TIMESCALES
At least annually
Journal and teaching
enhancement awards
no longer exist.
Ongoing
To be reviewed
annually
Reviewed and
membership
continuing.
Report to EDC in
Summer Term
annually
Ongoing reviews –
overview by Arts
Centre Board
Ongoing
TIMESCALES
Project to be
completed 06/07
Review Summer 07
to evaluate success
and next steps
To be implemented
06/07; review
In body of SES
In body of SES
Ongoing
In body of SES
Ongoing
Ongoing
In body of SES
PROGRESS
Complete
Complete plus
extension to early
30
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Adviser, CAP
Summer 07
Assistant Director of
Personnel
Services/Internal
Communications
Officer
ACCOUNTABILITY
Research Support
Services/All
Departments
PVC-International
Affairs and PVCResearch
RAE Implementation
Working
Group/Personnel
Services
ACCOUNTABILITY
Director of Campus
Affairs
New Survey planned
July 2007
Ongoing follow-up
Explore ways of ensuring appropriate diversity in the Governance
Structure, particularly related to the membership of Committees
University Secretary
Review during 06/07
EQUALITY IMPACT ASSESSMENT
Implement Equality Impact Assessment across the University in
relation to:
ACCOUNTABILITY
Personnel
Services/Heads of
TIMESCALES
High Priority Policies
to be completed Dec
Staff Survey
-Evaluation of previous results and implementation of
recommendations
-Consideration of new Staff survey
RESEARCH
Maintain international research and international research
collaborations to ensure a diverse research perspective
Produce Equality and Diversity statement in conjunction with RAE
guidance to ensure that equality aspects and included and
considered as part of the assessment
SERVICE DELIVERY
Build in Equality and Diversity into each of the service area strategies
Progressing
Completed
career researchers
group as a pilot in
08/09
Staff survey carried
out Jan 08.
Next survey planned
for Spring 09.
TIMESCALES
Ongoing
Dec 2006
TIMESCALES
07/08
Ongoing
Complete. Code of
Practice available.
Being done through
service development
plans for new
academic year.
Transferred to SEAP
Review under
progress - see points
above.
Transferred to SEAP
Current project near
completion.
31
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
Progressing
Completed
 Race
 Religion
 Gender
 Disability
Consider the integration of age into the EIA process
Departments
RECRUITMENT AND SELECTION
Continuation of Recruitment and Selection Training
ACCOUNTABILITY
Recruitment
Manager-Personnel
Services
Continuation of practical Interview Skills Training
Recruitment
Manager- Personnel
Services
Review of:
 Guidelines on website and issued to departments
 Information sent to applicants
 Information from the internal recruitment audit
 Appointment Panel Composition
Implementation of new Tracking of Posts Project to review progress
on previous recommendations, review recruitment process and
consider equality issues within the recruitment process.
Recruitment
Manager- Personnel
Services
Ongoing
Completed and
ongoing
Recruitment
Manager- Personnel
Services
07/08
Transferred to SEAP
Personnel Services
06
Low priority Policies
to be completed
Autumn 07
2009
TIMESCALES
Review of course
06/07
All staff involved in
R&S to be trained by
Dec 2008
Review of course
Summer 06;
Implementation
ongoing
Separate report to go
to EDC.
Recommendations to
include age, religion
or belief and sexual
orientation into the
process.
PROGRESS
Ongoing
e-learning package
rolled out in May
2008.
Ongoing
32
Progress against equality action plans – May 2008
Key
Traffic light
Concern
Not started
STAFF DEVELOPMENT
Implementation of Equality and Diversity Training for Staff
ACCOUNTABILITY
Assistant Director of
Personnel Services
TIMESCALES
To commence 06/07
Review and communicate development opportunities across the
University in line with the move to the single pay scale and removal of
old staffing categories
To introduce Customer Service Training, incorporating cultural
awareness, for all front line staff
Personnel
Services/Director of
CAP
CAP and Warwick
Hospitality/Conferenc
es Training
Review & integrate
06/07
Monitor 07/08
Review existing
provision 06/07;
introduce new
training across
university 07/08
Training of Wardens, Tutors and Departmental Senior Tutors on
Equality Issues.
Head of Residential
Life/Head of Student
Welfare and
Personnel Services
To commence 06/07
Progressing
Completed
E-learning package
available from May
08. Variety of other
sessions held.
Complete
Induction programme
for Commercial staff
includes 5 hours of
customer service
training which
includes an
understanding of the
customer base on
campus. In addition,
Commercial have an
occasional 2 hour
interactive
programme around
cultural awareness.
Ongoing – training is
given at the start of
each year and antidiscrimination
practice is embedded
into it. New training
programme currently
under consideration.
Transferred to SEAP
33
Progress against equality action plans – May 2008
Key
Traffic light
MONITORING
Review provision of student data and reporting to Equality and
Diversity Committee
Review provision of staff data and reporting to Equality and Diversity
Committee
Present student monitoring reports (Undergraduate and
Postgraduate) to Equality and Diversity Committee
Present staff monitoring reports to Equality and Diversity Committee
To monitor student discipline and complaints by gender, disability,
ethnicity and age
Concern
ACCOUNTABILITY
Director of Academic &
Student Affairs/Head of
Admissions/Equality and
Diversity Committee Chair
and Secretary
Information
Manager,Personnel
Services/Equality and
Diversity Committee Chair
and Secretary
Student
Admissions/Student
Administration/Director of
Academic & Student
Affairs
Information Manager,
Personnel Services
University
Secretary/Academic Office
To review the potential of the Student Records System to provide
improved details about students, including audit trails of complaints/
feedback and to identify issues.
Director of Academic &
Student Affairs
Careers Service to monitor career progression and destinations or
Warwick Graduates by gender, ethnicity and disability to identify
areas of concern or where additional support may be required.
Director of Careers Service
Not started
Progressing
Completed
TIMESCALE
06/07
PROGRESS
Completed.
Recommendations made.
06/07
Completed
Spring Termannually
Ongoing – to be
presented in the
summer term 08
Autumn Termannually
New complaints
procedure to be
implemented06/0
7;
Annual report
ongoing
06/07
Ongoing
Annual report to
EDC
Completed and
ongoing report
each Autumn
Ongoing
Transferred to
SEAP
34