Faculty of Social Science – Excellence through Inclusion plan 10/11
The Faculty of Social Sciences is committed to equality of opportunity for all. With 13 departments spanning a wide range of subject
areas this is essential to our success in research, teaching and our involvement in the local community. The Faculty has identified
and developed a number of objectives to build upon and take forward the progress that has already been made to achieve a
achievements and meeting our targets will ensure the Faculty continues to be world leading in both research and education.
Maternity Pregnancy
Religion/Belief
Our target/outcome
Sexual Orientation
Timescale
Transgender
Responsibility
Age
Lead
Gender
addressed
Actions
Race
Key Issues to be
Disability
working and learning environment which is inclusive and maximises the potential of all staff and students. Embedding our
1. Faculty of Social Sciences
1
Timing of
Faculty agreement
Heads of
Summer
Target: Faculty
departmental and
that business
Department
10
/departmental
faculty meetings
meetings are held
to
meetings are held
and social
at times that are
communicate
at times that are
gatherings
most easily
accessible to staff.
accessible to staff.
Outcome: All
Departmental and
departments to
Faculty wide social
consider the time
events are wherever
that meetings are
possible planned
scheduled to ensure
well in advance to
they are accessible
allow time for
to staff. Further
people to arrange
action: Review of
caring cover.
the impact of this
initiative.
X
X
X
X
2
Work allocation
A review of the way
in which work load
FDO /HoD
Summer
Target: Work is
10
allocated
is allocated and
transparently and
delivered across the
proportionately
Faculty in terms of
within departments
teaching, research
across the Faculty.
and administration.
Outcome: An
understanding of
how work is
currently allocated
and delivered within
the Faculty’s
departments in
terms of teaching,
research and
administration.
Development of an
action plan to
address any
outstanding issues.
Further action:
Ongoing role out of
agreed work
allocation
framework
x
x
x
x
x
x
x
x
3
HR / HoDs
Autumn
Target: All
10
individuals, who
Take up / Success
Analysis to include;
of Women's
the take up of the
Mentoring
scheme, an
wish to, are able to
Scheme
understanding of
access the Women's
the success of the
Mentoring Scheme.
scheme within the
Outcome: An
Faculty, and an
understanding of
understanding of
the take up and
how it has been
success of the
communicated.
Women's
Mentoring Scheme.
Further action:
Development of an
action plan to
address any
outstanding issues.
X
4
Communications
A review of
HoDs /
Summer/
Target:
review
communication
Departmental
Autumn
Representative
material to ensure
Managers
10
communications.
that images and
Outcome: To take
wording is
steps to ensure that
appropriately
all Faculty and
representative. This
departmental web
would include all
pages and
Faculty and
communications are
departmental
sensitive to the
websites.
target audience,
appropriately
representative and
produced in a way
that positively
reflects the
University's
commitment to
diversity and
equality. Future
action: Ongoing
commitment to
review future
communications.
X
X
X
X
X
X
X
X
5
Winter 10 Target:
Make up of staff
An analysis of those
HoDs /
in key roles of
who have specific
Departmental
Representative
responsibility
roles of
Managers to
balance across the
across the Faculty
accountability and
work with HR
Faculty
responsibility across
/departments in
the Faculty
respect of those in
including; HoDs,
strategic positions
Faculty Directors,
of responsibility.
Departmental
Outcome: An
Directors of
understanding of
Research and
the current make up
Teaching and
of the Faculty /
Departmental
departments in
Administrators
terms of key
positions. Further
action:
Development of
action plan to
address any
outstanding issues.
x
x
x
x
6
Winter 10 Target: A
Make up of staff
Building upon the
HoDs /
by grade and job
current workforce
Departmental
representative
role type across
information held in
Managers to
workforce across
the Faculty
respect of the
work with HR
the Faculty.
Faculty a further
Outcome: A greater
more detailed
understanding of
analysis of the
the make-up of
make-up of staff in
staff at different
different roles and
staffing levels.
grades across the
Future action:
Faculty.
Development of
action plan to
address any
outstanding issues.
X
X
X
X
7
Staff recruitment
Further targeted
Faculty /
training for key
HoDs / HR
Spring 11
Target: That all
those involved in
individuals,
recruitment and
including
selection and aware
recruitment and
of committed to
selection co-
best practice and
ordinators, on
specifically equality
diversity and
and diversity issues
equality issues.
pertaining to
recruitment and
selection. Outcome:
The provision of
further support and
targeted training to
individuals involved
in recruitment and
selection activities.
Future action: An
ongoing to
commitment to
review, identify and
overcome skill gaps.
X
X
X
X
X
X
X
X