UNIVERSITY OF EXETER
EQUALITY & DIVERSITY DUAL ASSURANCE, 17 September 2010
Present:
Mark Overton (Management Lead), Bettina Rigg (Lay Lead), Dorcas
Cowan (Equality & Diversity Manager) and Helen Booker (Equality &
Diversity Administrator)
DISCUSSED:
1.
Actions arising from last meeting (13 May 2010) not covered elsewhere on
agenda:-
Results of Staff Opinion Survey to be discussed at the next meeting.
2.
Review of Terms of Reference
The Terms of Reference were reviewed and considered to be appropriate with
no amendments necessary.
3.
Annual Operating Plan: 2009-10 Final Report - see ED10/13
Reporting Incidents of Discrimination and Harassment
The online system for reporting incidents of discrimination and harassment is
now online and is being used. Incidents are reported directly to DC and the
statistics included in the annual report to Council. The online form is currently
being updated to reflect changes under the Equality Act.
E&D Employment and Student Targets
Focus groups were held to discuss employment targets and suggestions used
to develop an Action Plan. DC, MO and Stephen Cooper met previously and
decided that the action relating to student targets would be revised and
included within the new AOP for 2010-11– see ED10/14.
Implementation of Equality Impact Assessment Process
This is ongoing and progress will be aided by the appointment of a full-time
equality and diversity administrator. DC worked with Anna Verhamme to
ensure that E&D issues were considered within the transition to the new
College structure.
The need to develop a process for equality impact assessing decisions made
by VCEG was discussed. This specific action will be included within the new
AOP for 2010-11 – see ED10/14. (Action: DC, HB, MO and Vic Alcock to meet
to discuss how this can be progressed).
E&D Communication Strategy
There was a lot of work on communication last year including the launch of the
newsletter for staff and students, a comprehensive review of the E&D website
and the use of News In Brief to promote E&D activity. It was also reported that
a recent Women’s Network event on work-life balance was very well attended
with over 100 attendees.
Internationalisation
With the proportion of international students expected to rise to 25%, the
experience of these students is increasingly important. The scope of the
Equality Impact Assessment process has been broadened as a matter of best
practice to include impact on international students; events such as Chinese
New Year, Black History Month, and Exeter Respect Festival play a key role in
promoting diversity; and a new training programme, “Cultural Communication”
has been launched specifically for customer-facing staff.
Employability
It was confirmed that Paul Blackmore, the Director of Employability, has now
commenced in post. (Action: DC to arrange a meeting with PB).
Annual Operating Plan: 2010-11 New Plan – see ED10/14
The draft AOP for 2010-11 was discussed as follows:
Support for students on diversity/harassment issues
DC reported that a review of support mechanisms had commenced and that
she would be working with Simon Wright (Head of Student Services) to
progress this.
Positive About Disability (Two Ticks) status
DC and HB are due to meet with Job Centre Plus at the end of September to
discuss the University’s application.
Equality Act 2010
This was discussed below under item 8. DC confirmed that two briefing
sessions will be held on 13 and 14 October. The first by Pinsent Masons on
employment issues and the second by Martineau on student issues.
E&D employment targets
This was discussed below under item 6.
E&D monitoring of students
This action will involve liaison with Planning Services about what data is
currently available.
Reviewing and updating E&D policy statements
This action requires immediate attention to ensure compliance with the new
Equality Act (Action: DC to review policy statements).
Ensure Equality and Diversity perspective informs Employability agenda
(Action: DC to arrange a meeting with PB (as above)).
To further progress EIA process
(Action: DC, HB, MO and Vic Alcock to meet to discuss how to progress the
need to develop a process for equality impact assessing decisions made by
VCEG (as above)).
(Action: DC to amend draft AOP as necessary and submit final version to
Patrick Kennedy)
It was agreed that in addition to the AOP, it would be helpful to have a more
comprehensive action plan of all E&D activity to become a standing item for
future meetings. (Action: DC to develop action plan for next meeting).
4.
Relationships with stakeholders: E&D Newsletter – ED10/15
The latest draft of the newsletter, ensuring that staff and students are aware of
the recent change in focus of equality and diversity activity and the changes
within the equality and diversity team, was considered.
MO raised the issue of large numbers of external contractors being onsite
during term-time and whether this might present a potential risk in terms of
increased reports of harassment. (Action: DC to liaise with the Procurement
team about policies regarding the behaviour of external contractors and subcontractors).
5.
E&D Co-ordinators in Colleges - ED10/16
DC confirmed that each College will have a Lead E&D Coordinator to address
E&D issues at a College level. The role description was discussed. Colleges
still to appoint a Lead Co-ordinator are PCMD and Humanities, although both
are expected to confirm their appointments imminently. (Action: DC to follow
up).
BR queried how the effectiveness of E&D Co-ordinators is monitored. It was
felt that the appointment of College Leads would provide an opportunity to
monitor effectiveness of E&D activity at College-level.
6.
Ethnicity Employment Target (Academics) – ED10/17
Data comparing Exeter against the top ten comparator group regarding
numbers of BME academic staff was considered and discussed. While Exeter
has high numbers of international (particularly EU) staff it has much lower
numbers of BME staff. It was suggested that more detailed statistics on
international academic staff in general (rather than just BME academic staff)
may be useful. (Action: DC to investigate what data is available).
7.
Equal Pay Audit 2010 – ED10/18
While there are no significant areas of concern highlighted there were some
issues identified which require monitoring at the next audit in 2011 to establish
whether they are continued trends which need addressing. One area which
does require action is the male, full-time, non-disabled favoured pay gap at
Grade B (with Allowances) which may be caused by payment of the Shift
Allowance paid to shift workers who are generally male, full-time and nondisabled. (Action: DC to liaise with HR Manager for Campus Services).
8.
Equality Act 2010
Key members of staff have been invited to two briefing sessions being held by
Pinsent Masons and Martineau respectively (see item 3 above). DC also
confirmed that promotional material relating to the Dignity at Work and Study
policy and the Reporting Incidents of Discrimination procedure have been
reviewed and re-published to reflect changes due to the Equality Act. The
review of University equality and diversity policy statements in terms of the
Equality Act has been incorporated within the new AOP for 2010-11.
9.
Black History Month 2010
DC is currently working on a programme of events to mark Black History
Month, including an exhibition, a film showing, and a debate.
(Action: BR and MO to be advised once programme is finalised).
10.
Key Indicators for Diversity Champions – ED10/19
This document was discussed and it was felt it would be useful as a checklist
for E&D activity. (Action: DC to formally go through document and use as
checklist against activity currently undertaken).
11.
Equality Issues in Research Careers, HEFCE article – ED10/20
This article, suggested by BR as agenda item, was discussed. It was agreed
that Equality Issues in Research Careers would be discussed at the next
meeting alongside the Employment Targets action plan. (Action: HB to include
this issue as agenda item at next meeting).
AGREED ACTIONS:

Staff Opinion Survey to be discussed at the next meeting.

DC, HB, MO and Vic Alcock to meet to discuss the development of a process
for equality impact assessing decisions made by VCEG.

DC to arrange meeting with Paul Blackmore, Director of Employability, to
discuss how equality and diversity perspective informs Employability agenda.

DC to review all equality and diversity policy statements to ensure compliance
with the Equality Act.

DC to amend draft AOP as necessary and submit final version to Patrick
Kennedy.

DC to develop comprehensive Action Plan of all E&D activity to include as
standing item at future meetings.

DC to liaise with the Procurement team about policies regarding the behaviour
of external contractors and sub-contractors.

DC to follow up appointment of Lead E&D Co-ordinators within PCMD and
Humanities.

DC to investigate what data is available in terms of more detailed statistics on
international academic staff (rather than just BME academic staff).

DC to liaise with HR Manager for Campus Services regarding issue highlighted
by Equal Pay Audit.

HB to advise BR and MO once Black History Month programme of events is
finalised.

DC to formally go through ‘Key Indicators for Diversity Champions’ document
and use as checklist against activity currently undertaken.

HB to include Equality Issues in Research Careers as agenda item at next
meeting.
NEXT MEETING: Thursday 2nd December, 10.00-11.30am
Helen Booker
Equality and Diversity Administrator
September 2010