UNIVERSITY OF WOLVERHAMPTON
Appendix A
Corporate Gender Equality Plan 2007-2010
Update 2 – October 2008
Gender
Equality
Scheme
objective
Task
Nos.
Lead Person
Planned Action
Measurement of success
Completion
date
Aim
Completed
/ revised
date
1&4
1
BD
Gender Equality
Scheme Monitoring
Set up Gender Equality Scheme Advisory group consisting
of Union Reps and Reps from key University functions.
Group formed and meeting regularly
to monitor progress of the Gender
Equality Scheme
April 2007
Completed
1
2
GH
Formal Approval
Gender Equality Scheme approved by Executive and
Governors
Gender Equality Scheme approved
April 2007
Completed
2
3
RW(P) BD EXEC
MH-S
Improve modes of
communication and
relating in the work
environment
Revise the bullying and harassment policy to emphasise
what comprises unacceptable behaviour and
communication styles.
Project report(s) and proposals.
March 2010
Now due
2012
Investigate the requirement for a Dignity at Work policy as
part of the ‘Working Better Together’ project.
Project report(s) and proposals.
March 2010
Now due
2012
Research best practice in relation to policies and action
preventing possible bullying and valuing trans people.
Decided on how to take forward the
appropriate best practice.
December
2008
2
4
RW(P)
Investigate the
possibility of putting
in place a place a
policy on
transsexual people
GES action plan version 3 CWF Oct 08
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Gender
Equality
Scheme
objective
3
Task
Nos.
Lead Person
Planned Action
Measurement of success
Completion
date
Aim
5
RW (P) EXEC
Ensure compliance
with Equal Pay
Legislation
Implementation of new pay structure resulting from
institution-wide job evaluation scheme on the basis of
objective criteria free of bias.
Production of data and action plan
devised to address issues should
there be negative impact
Completed
/ revised
date
June 2007
Completed
Finalise equality and diversity impact of new pay structure
4
6
4
7
4
&
9
8
5
9
JE
Identify gender
related issues in the
Office of the Dean
of Students, a new
dept.
PT
Identify gender
related issues in the
restructured
Registry
BD GH JN
Implementation of
Gender Equality
Scheme at
School/Dept level.
GP, AL
Ensure compliance
with General Duty in
GES action plan version 3 CWF Oct 08
Carry out a full review of procedures and practices in this
new department to identify any negative gender impact.
Areas of negative gender impact if
found to be addressed through action
plan drawn up for 08/09
March 2008
Completed
Equality Impact Assess all procedures and practices to
identify if there is any negative gender impact in the
Registry restructuring.
Areas of negative gender impact if
found to be addressed through action
plan drawn up for 08/09
July 2008
EIA
ongoing
Advise Schools and Departments on development of a
single equalities plan, including gender. Collect and review
individual completed plans including impact assessments
and give feedback annually. Plans to be available on the
intranet.
Further impact assessment training and information
delivered by Challenge Consultants
Plans and impact assessments
annually reviewed and published on
intranet
March 2008
Completed
All relevant staff trained
Dec 2007
Completed
To put in place procedures and practices ensuring that the
required level of compliance is met
Having in place the appropriate
procedures and practices.
March 2008
Now due
March
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Gender
Equality
Scheme
objective
Task
Nos.
Lead Person
Planned Action
Measurement of success
Completion
date
Aim
relevant external
contracts
6
10
RW (F)
Respond in
Facilities to specific
Facilities related
feedback from
Gender
Consultation
6
6
11
17
RW (P)
Improve access to
flexible working as
incorporated in the
University’s Flexible
working policy
PT
Registry
To indicate clearly
to those applying for
jobs in Registry
peak work periods
in the summer and
constraints on
taking leave in this
period.
GES action plan version 3 CWF Oct 08
Completed
/ revised
date
2009
Implement improved communication processes with
cleaning staff
Use a greater number of female staff on student room
inspections
Investigate the allocation of reserved parking to those with
care responsibilities unable to arrive in time to use main car
park
Regular meeting of cleaning staff.
Sept 2007
Completed
Female staff doing student room
inspections
System of allocation of parking to staff
with care responsibilities
Dec 2009
Launch the new policy and develop and promote
awareness of the policy effects and requirements.
Uniformity and fairness in the
implementation of the new policy
Inform managers on how to implement and operate the
new policy
Managers aware of new policy and
with clear sense of how to implement
it.
Aug 2008
Now due
Feb 2009
To include in the recruitment information pack time line
information to show busy periods and explain the
constraints on leave.
Clear information about constraints on
taking leave thus reducing
dissatisfaction over the problems of
taking leave in the summer.
April 2008
Completed
Dec 2009
Aug 2008
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Gender
Equality
Scheme
objective
Task
Nos.
18
7
12
7
Planned Action
Measurement of success
Completion
date
Aim
6
7
Lead Person
13
14
PT
Review the way
leave is allocated in
the summer to see
how it can best be
managed to be
family friendly
AK
Improve the gender
balance in Senior
Management
IH
To improve the
appeal of subjects
to those
discouraged by
gender stereotyping
JG
Collect and act on
HEFCE data
showing any
significant gender
GES action plan version 3 CWF Oct 08
Set in place review process to determine how problems of
constraints on annual leave can be most equitably
managed while ensuring the family friendly element is
retained .
Review completed and
recommendations worked on.
April 2008
Run a series of seminars, Leadership Development
Programmes and other supportive action to support the
recognition and availability of leadership ability and
enhance opportunities for women into senior positions.
Monitor for measurable improvement
in the gender balance in Senior
Management building on the
improvement to the present 70/30
male to female ratio from the original
90/10
March 2010
Use in partner colleges of marketing materials, subject
tasters and role models to counter culturally embedded,
gendered, subject stereotyping.
Increase in the participation of females
on traditionally male dominated
courses such as engineering and
construction and participation of males
on traditionally female dominated
courses such as care.
Feedback on
marketing
and
recruitment
strategies
Sept 2008
Measurable
improvement
s 2010
Begin to scope the extent and character of the problem and
identify areas for effective action.
Have identified a clear set of actions
to address any significant
imbalances discovered and have
started to implement these.
Sept 2010
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Completed
/ revised
date
Now due
December
2008
Gender
Equality
Scheme
objective
Task
Nos.
Lead Person
Planned Action
Measurement of success
Completion
date
Begin to scope the extent and character of the problem and
identify areas for effective action.
Have identified a clear set of actions
to address any significant imbalances
discovered and have started to
implement these.
Sept 2010
To review at regular meetings UW publicity elements
promoting gender equality
An identifiable gender equality
element in all appropriate publicity
materials
Sept 2010
Aim
imbalance in UW
population of
researchers
7
15
TH
Improve the gender
balance in the
professoriate
AE
8
16
To ensure gender
equality feature as a
part of all publicity
as appropriate.
GES action plan version 3 CWF Oct 08
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Completed
/ revised
date
Gender
Equality
Scheme
objective
Task
Nos.
Lead Person
Planned Action
Measurement of success
Completion
date
Aim
BD
E&D Committee
10
19
10
20
BD
To organise a joint
equality Scheme
GES action plan version 3 CWF Oct 08
To research the barriers and obstacles to developing a
curriculum reflecting all six equality strands. The findings to
contribute to supporting staff in this direction .
Research completed and work on a
support structure for staff seeking
professional development in
developing a curriculum reflecting all
equality strands
Oct 2009
Combine the existing equality policies and any in
development into a joint equalities scheme
Joint Equality Scheme on the web
page
Dec 2007
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Completed
/ revised
date
Awaiting
legislation
ABBREVIATIONS
AH – Ashar Ehsan
CES -Careers and Enterprise Service
ELSG-Equality Legislation steering group
EDC –Equality and Diversity Committee
EXEC-Executive
HoDs-Heads of Departments
MaC - Marketing and Communications
UQEC - University Quality Enhancement Committee
SQC School Quality Committee
SCHOOLS
HLSS Humanities, Languages and Social Sciences
SAD
Art and Design
SAS
Applied Sciences
SCIT Computing and Information technology
SEBE Engineering and the Built Environment
SED
Education
SLS
Legal Studies
SOH Health
SSPAL Sport Performing Arts and Leisure
UWBS University of Wolverhampton Business School
STAFF
BD
Berry Dicker
JE
Jon Elsmore
NG
Neil Gordon
IH
Ian Hart
MH-S Martin Hedley- Smith
GH
Geoff Hurd
AK
Anne Kimley
AL
Tony Lee
JN
Jane Nelson
GP
Gordon Porter
GS
Garry Sproston
PT
Paul Travill
Roger Williams (P)
Roger Williams (F)
Cindy Williams-Findlay
IW Isabel Woodcock
Equality and Diversity Manager
Office of the Dean of Students
Personnel (Staff Development)
Assoc Dean Education Partnerships
Risk, Health and Safety
Executive
LEAD
University Secretary
Executive
Purchasing Officer
Executive
Registrar
Head of Personnel Services
Director of Facilities
Equality and Diversity Adviser
Monitoring Officer
GES action plan version 3 CWF Oct 08
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