Equality and Diversity Action Plan
December 1, 2012
Equality and Diversity Action Plan
EO1 We will use our data systems to monitor and improve the experiences of all groups of learners
Outcomes
 We will use qualitative data from students to influence our
practices and procedures
 We will use our learner induction programmes to improve our
retention and reduce discrimination
 We will improve the attendance and success of male learners
What action will we take?
Who is
Measurements
 Student focus groups in place and working on a variety of
issues – feedback gathered and used
 Improved retention and discrimination rates
 Improved attendance and success of male learners
How will we measure our progress?
Status at review date
responsible?
Assess all new policies on a
rolling programme for their
impact on different groups
E&D Core
Group
Review existing policies –
removing obsolete policies
and introducing new where
necessary
Use student focus groups and
other qualitative data to
improve planning for E&D
KDY/AM
New policies will be impact assessed. Current Equal Opportunities – Draft complete
policies under development are:
Bullying – Draft complete, student focus
group held and promotion started for launch
 Equal Opportunities
in January.
 Whistle Blowing
 Bullying (students)
All policies will follow legislative requirements
Enrichment
Coordinator,
Student Union
and E&D
Coordinator,
Student
Ambassadors
and Student
Students will continue to be involved in the
process of planning of new and existing E7D
initiatives.
A number of students have established
enrichment activities which adopt an E&D
theme. For example, women’s rights and
LGBT interests.
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Equality and Diversity Action Plan
December 1, 2012
Union
Review learner induction
programmes, specifically
focusing on:
1. Discovery Day –
focusing on the
inclusive nature of the
college
2. Tutorial induction focusing on E&D and
creating a “zero
tolerance” approach to
discriminatory behavior
E&D
Coordinator,
SMT,
Community
Mentors
Review completed and recommendations
submitted to relevant parties by April 2012.
Long-term aims are to:


Increase retention
Reduce instances of discrimination
A monitoring form will be integrated into the
induction programme which will obtain
information on sexuality and belief.
Community Mentors will be involved in
delivering a three week E&D programme to
all students, encompassing the completion
of an online E&D Toolkit which will be
certified. Scheduled for Feb and March
2013.
Collate best practice from a
number of departments.
E&D
Success rates or identified group of improved. Dec – all HoD’s were invited to attend
Coordinators,
training session on OFSTED and the use of
HoDs &
Pro-Monitor to monitor the progress of
Curriculum
identified groups. All staff invited to E&d
Forum to share best practice from
Quality Manager
departments and adopt innovative
approaches that can be applied to own
subject area.
We will lower the number of
males reaching the Case
Conference stage of the
college’s disciplinary process
Progression
Managers, E&D
Coordinators
Progression
Managers, CDF
Reduction in number of male students
reaching case conference stage.
We are going to work with
Progression Mentors and
Managers to increase of the
E&D
Coordinators,
HoD’s,
The following groups will have their retention
increased to the College target of 90%.
KDY/AM
Vulnerable groups to be identified.
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Equality and Diversity Action Plan
December 1, 2012
retention of any vulnerable
group whose retention is on a
downward trend over the other
last 3 years:
KDY/AM
Curriculum
Managers,
Progression
Mentors.
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Equality and Diversity Action Plan
December 1, 2012
EO2: We will work to diversify the Governing body and allow Governors the opportunity to develop E&D planning
Outcomes
 Improve how we work with Governors to include them in
the planning process for E&D
 A diverse Governance that reflects the demographic
make up of the local population
 Governors have input on E&D policy and procedure
What action will we take?
Who is
Measurements
 More diversity in the Governing Body measured by confidential
monitoring questionnaires
 Governors feed into the planning process and this shapes the work we
do with learners
How will we measure our progress?
Status at review date
Governors feed directly into the planning
process for E&D and make any necessary
changes
Training session scheduled to be delivered
to Governing Body on 3rd July 2012.
responsible?
A new and interactive
approach to working with
Governors will be adopted to
enable them to feed into E&D
planning. The Governors’
meeting will happen in
December and KDY & AM will
lead a session outlining the
college’s position and letting
Governors scrutinise the
college’s direction.
E&D
Coordinators
The college will make a
E&D
concerted effort to broaden the Coordinators,
Clerk to the
diversity of its Governance
Corporation
KDY/AM
Review scheduled for December 2011, after
the meeting.
An increase in the diversity of the Governing
body when terms of current Governors end at
the end of this year.
Diversity of Governing Body recently
improved to include ethnic representation
and succession planning exercise is
focusing on improving female
representation. Representation of ethnic
minorities has improved from 0% to 14%.
The average age governors has reduced to
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Equality and Diversity Action Plan
December 1, 2012
48.5 years (previously the majority of
governors were 55+ with almost half being
over 60) and increasing female
representation from 35% to 50%. There is
still one vacancy and this will be used to
further improve diversity.
EO3: Use training opportunities to increase knowledge and understanding of E&D and include staff in our planning processes
Outcomes
 A well trained and knowledgeable workforce that
understands the issues around E&D
 An increase of participation in key meetings regarding
E&D
What action will we take?
Who is
Measurements
 Staff feedback
 E&D toolkit pass rates
 Increase in membership of E&D forum
 Broader diversity of the Governors
How will we measure our progress?
Status at review date
Training delivered to new staff members
on key E&D issues by September 2012
Training on the Equality Act 2010 and its
influence on policies and procedures within the
College was delivered.
Training/update in June 2012
New innovative training methods are currently
being reviewed to implement in September 2012.
responsible?
We will include E&D training in
induction of staff
E&D
Coordinators
All staff will receive annual
E&D Core
E&D training and complete the Group
E&D Toolkit to improve their
knowledge and understanding
of the issues around E&D and
discrimination. This will include
Governors.
KDY/AM
80-85% pass rate on the first attempt at
the toolkit test by Nov 2012
100% of staff have successfully
completed the toolkit by Jan 2013
Introduction of E&D champion in every team to
ensure training in this area is ongoing.
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Equality and Diversity Action Plan
December 1, 2012
Workforce Profile to be created to include
levels of qualifications and training
undertaken
KDY/AM
Improved diversity of training methods to address
varying needs of staff.
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Equality and Diversity Action Plan
December 1, 2012
EO4: We will engage and work together with our community to improve outcomes for learners
Outcomes
 Be a greater presence in the community
 Be inclusive in the ways that we communicate with the
community
 Increase our intake of BME students
What action will we take?
Who is
Measurements
 Increase in community work
 Increase in students numbers from a BME background
 College’s published materials and website are accessible
How will we measure our progress?
Status at review date
responsible?
We will organise post-16 and
HE guidance events in the
local community, focussing on
BME groups with a relatively
low current level of
engagement with the College.
KDY/Dana &
Kath
In addition to seeing the emergence of
new courses, we will measure progress
through enrolments from particular
schools, notably Melior Community
College and St. Lawrence Academy.
Target is 67 and 58 enrolments from
these schools for September 2012.
Post-16 and HE guidance event arranged at St.
Lawrence’s Academy for June 2012.
Review college marketing
materials, which are generally
good, to ensure that they
reflect our E&D values and are
inclusive
Andy
Deighton,
Chanel
Hosfield, KDY
and AM
New marketing materials from November
2011 onwards are updated to reflect the
diversity of staff and students
E&D co-ordinators have had significant impact on
reviewing existing marketing materials and
influencing new literature.
Emily Huyton will organise an
event where funds previously
used for the college’s
Christmas cards will instead to
be used to give away gifts to
the local community at
KDY/AM/Emily
Huyton
Representatives from the College,
including Student Ambassadors, will
distribute gifts within the Disney Ward.
KDY/AM
We will review the impact of this in
February 2012
Feedback from a hospital representative will be
acquired in order to measure success.
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Equality and Diversity Action Plan
December 1, 2012
Christmas.
Make our E&D Policy public
and include key information on
the website for the college and
update as necessary
KDY
Three key pieces of work available
through the website by December 1st:



KDY/AM
Governors’ Report (or equivalent
documents)
E&D action plan
E&D Policy
Update 11th November – Policy updated and
available with Governors’ report.
Work is currently underway on a whistle blowing
Policy for staff and students which will be
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Equality and Diversity Action Plan
December 1, 2012
EO5: We will improve our ability to collect data about learners for E&D and our analysis of that data
Outcomes
 Current documents replaced by new, “live” documents
that reflect the changing nature of our college and the
community it serves
 Data monitoring systems updated to focus on key areas
of withdrawal of applications, early leavers and retention
 Change in the way that we use Departmental SARs to
make them less focused on process and monitoring
Measurements
 New documents in place to replace SES
 Data in SARs is tied to SMART targets to raise achievement, retention
and success for identified groups of learners
 Updated data monitoring systems
Encourage a more systematic AM/KDY/Mike
analysis of E&D data for the
Harwood
SAR by changing it to focus on
impact and not monitoring
HODs identify SMART targets based, in the
first instance, on college wide targets
regarding retention, achievement and
success. This will apply to all SARS from next
year.
Include a breakdown by
nationality, disability, gender
and social deprivation in the
monitoring data collected on
retention
KDY
Analysis completed in June 2012 and
presented to SMT. Interim review in March
2011.
Develop a system to measure
the success rates of learners
who access the discretionary
and bursary funds against
postcode of students
KDY/JM
KDY/AM
Data has been collated and currently
working on analysis.
Vanessa Campbell has produced a piece of
work specifically on social deprivation.
System in place by Sept. 2012.
Breakdown of learners who receive EMA,
discretionary and bursary funds to be
scrutinized.
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