Faculty of The Built Environment
Equity & Equality Report and Action Plan 2013/14
Action taken during the 2012/3 academic year.
Over the 2012/3 academic year the Faculty of the Built Environment Faculty has run a number of initiatives to improve equality and
diversity. These include:







Running diversity and unconscious bias course to improve decision making by staff
Performing a review of all professorial salaries to highlight gender gaps that need to be addressed
Creating a Faculty level fund to support maternity leave, post maternity sabbaticals and sick leave. This aims to improve
equity by removing the financial impact of maternity and sick leave from departments
Funded a Sexuality at home conference which investigated the ways in which sexual subjectivity relates to and plays out in
the everyday space.
Gathering all content relating to interculturalism in all its forms from the CALT ‘The Building of Excellence’ report to give
baseline data for future exercises.
Collecting delegate data from the new series of Faculty Learning Lunches (including nationality, age, gender, sexuality,
culture, economic background) to find out if all groups were being represented.
Analysing recent changes in gender cultures in the student population and the Vice Dean Teaching and learning is reflecting
on the impact this may have. The Faculty now has more male students in UG and more female students in PG. From EU
backgrounds, there are more females than males but for international and UK students males dominate.
Faculty of The Built Environment
Equity & Equality Report and Action Plan 2013/14
Action Plan for the 2013/14 academic year.
Objective
Actions
Timescales
Responsibility
Success Measures
Demonstrate
commitment to
Athena SWAN
principles.
Reduce bias
towards applicants
staff and students.
Identify lead academic for
Athena SWAN application in
2014
December
2013
Dean
Lead identified and team
recruited by March 2014
Run further unconscious bias
courses across the Faculty.
Ensure that all staff groups are
represented.
Quantify any gender salary gap
that exists in roles at grade 9
and below. Create an action
plan to rectify any issues
highlighted
Appraisals for grade 10 staff will
now take place every year. This
will allow gender salary gaps to
be reduced more quickly
Move Faculty meetings to
between 10am and 4pm to
ensure that staff with
responsibilities outside of these
hours can participate
December
2013
Faculty
Manager
At least two further courses run
for Academic and Professional
staff in 2013/4
March 2014
Faculty
Manager
Report on gender salary
inequality to Faculty
Management group.
From 2013
Dean, Faculty
Manager
Reduction in gender salary
inequality at Professorial level
September
2013
Faculty
Manager
Reschedule Faculty Teaching
Committee for 2013/4 year
Move towards
salary parity
Move towards
salary parity
Esnure that all
members of staff
can participate in
Faculty committees.