UNIVERSITY OF WARWICK
Equality and Diversity Committee
There will be a meeting of the Equality and Diversity Committee on Monday 24 May
2010 at 2.00 pm in the Council Chamber, first floor University House, chaired by
Professor Ann Caesar.
J F Baldwin
Registrar
Note: Questions on agenda items or apologies for this meeting should be
directed to the Secretary of the Committee, Wendy Coy, ext 75868 or
w.e.coy@warwick.ac.uk
AGENDA
1.
Minutes of the last meeting
TO CONSIDER:
Minutes of the meeting held on 9 February 2010, previously circulated copy
attached.
2.
Matters Arising
(a)
Pulse Survey (Minute 18/0910 refers)
TO REPORT:
That the low incident rate does not correspond to the low take up rate.
It is possible to report and record information for bullying harassment
incidents through the HR function and not line management.
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3.
Annual Report on Equality and Diversity
TO CONSIDER:
4.
(a)
The attached Annual Report on Equality and Diversity (EDC Paper
11/09-10), detailing progress on equality and diversity in 2009/10.
(b)
The attached revised and updated Single Equality Action Plan (EDC
Paper 12/09-10), detailing progress on equality and diversity actions in
2009/10.
PULSE: Staff Survey 2009 Results
TO CONSIDER:
A report relating to the Pulse: Staff Survey 2009 results (EDC Paper 13/09-10
copy at meeting).
5.
Athena Swan
TO RECEIVE:
A copy of the final report, to be tabled at meeting.
6.
Equality and Diversity Issues Relating to Students
TO CONSIDER:
7.
(a)
A report from Mrs Thea Gibbs (Head of Information and
Operations) on graduate destination data and equality and
diversity practices in careers and employability work (EDC
Paper 14/09-10).
(b)
A report from the Assistant Registrar (UG Admissions) and
Assistant Registrar (PG Admissions) outlining statistics relating
to students (EDC Paper 15/09-10,).
Disability Budget
TO CONSIDER:
Any calls on Disability budget funds.
8.
Single Equality Act
TO REPORT:
That the Single Equality Bill received royal assent in April 2010 to become the
Single Euqality Act 2010.
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The Equality Challenge Unit reported that
All major provisions within the Bill have remained intact. Amendments tabled
in the House of Lords have been incorporated into the final version of the Bill.
Very few provisions within the Equality Act will be implemented immediately,
as most need to be enacted by Ministers after the general election.
The majority of the new legislation is expected to come in to force in autumn
this year, with the general public duty (a duty placed on public bodies
including higher education institutions to proactively promote equality) more
likely to follow from April 2011:




October 2010: Main provisions.
April 2011: The integrated public sector Equality Duty, the Socio-economic
Duty and dual discrimination protection.
2012: The ban on age discrimination in provision of goods, facilities, services
and public functions.
2013: Private and voluntary sector gender pay transparency regulations (if
required) and political parties publishing diversity data.
The Equality Act seeks to:




Consolidate and streamline current anti-discrimination
legislation
Nine major pieces of primary anti-discrimination legislation and around
100 statutory instruments are being consolidated into one Act.
Introduce a range of new specific measures that will have direct
implications for higher education institutions
Including an extended definition of positive action to enable employers
to address significant patterns of under-representation amongst their
staff, the publication of gender pay gap data by individual HEIs, a ban
on the use of pre-employment health questionnaires and extended
legal protection for women when breast-feeding.
Make the law more explicit in the extent to which it covers the
'protected characteristics' of pregnancy and maternity, marital or civil
partnership and gender reassignment status.
Make it easier for people to bring cases of discrimination and
extending the powers of employment tribunals
It will be possible for people to bring cases of 'dual discrimination' (for
example, discrimination on the grounds that a person is a black
woman or a Muslim man) and enable tribunals to make broader
recommendations for employers in response to the circumstances of
an individual case of discrimination.
ECU is currently producing a briefing which will provide more information
about the implications of the Equality Act for the higher education sector.
ECU is also working with the Equality and Human Rights Commission as it
develops codes of practice and non-statutory guidance for higher education
providers.
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TO RECEVE:
The ECU Guidance to date for information. EDC Paper16/09-10 refers.
9.
Equality and Diversity Network
TO RECEIVE:
A copy of the minutes of the meeting of the Equality and Diversity Network
held on EDC Paper 17/09-10 refers
10.
Disability Interest Group
TO RECEIVE:
A copy of the minutes of the meeting of the Disability Interest Group held on
10 June 2009 (EDC Paper 18/09-10)
11.
Alterations to the University of Warwick Pension Scheme (UPS)
TO RECEIVE:
A summary of Equality and Diversity implications for the changes to Warwick
Pensions Scheme (UPS) (EDC Paper 19/09-10 refers)
12.
Any Other Business
13.
Date of Next Meetings
TO RECEIVE:
Draft Dates for Equality and Diversity Committee meetings in academic year
2010/11.
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