Equality and Diversity Annual Report 2010
Foreword
I am pleased to present the University of Glasgow Equality and Diversity Annual
Report for 2010.
The report provides an overview of some of our key equality developments and
underlines the fact that through a range of activities and initiatives, equality and
diversity remain central to the University. A great deal of these activities take
place behind the scenes, and are led and supported by our Equality and Diversity
Unit: it continues to provide an invaluable service to the University community in
this most important area. But of course the credit for making progress on
equalities must go to our staff and students, for it is they who ensure that the
University remains at the forefront of creating a mutually inclusive campus where
respect, dignity and fairness prevail in everything we do.
During the year the University embarked on an ambitious restructuring
programme which posed a range of challenges for us all, including those relating
to equality and diversity. This period of change however also provided the
University with an opportunity to take a fresh and critical look at our approach to
these issues and we have now formally established the Equality Monitoring
Advisory Group to advise the University on trends and gaps with respect to staff
and student profiles.
My senior management colleagues and I are pleased that the University remains
at the forefront of helping to shape, inform and implement best equality policy
and practice on campus and elsewhere in Scotland and in the sector as a whole.
This report highlights just some of the ways we are pursuing this agenda: I
commend it to you.
Professor Anton Muscatelli
Principal
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1. Introduction
This Equality and Diversity Annual Report 2010 provides an overview of
developments that have taken place at the University of Glasgow during the
period August 2009 – July 2010.
This report is also the University’s mechanism for meeting our compliance duties
within the various regulatory reporting cycles, as required by Disability, Gender
and Race legislation.
The terminology within this report reflects the University’s new structure.
2. Equality structures and process
The University established a dedicated Equality and Diversity Unit (EDU) in
August 2007 comprising of three members of staff. The EDU reports via its
Director to the Clerk of Senate for student matters and to the Director of Human
Resources for staff matters.
The EDU is supported by seven Equality Champions, who are all members of the
senior management team. The Principal of the University is the overall Equality
Champion. Three Vice-Principals (including the Clerk of Senate), a Pro-VicePrincipal, the Secretary of Court and one Dean are responsible for each of the
six equality strands: age, disability, gender, race, religion & belief, and sexual
orientation.
The strategic and operational work of the EDU is formally reported to the six
Equality Groups, the Equality Monitoring Advisory Group and the Equality and
Diversity Strategy Committee (EDSC) each of which meet 3 times per year.
Formal approval of equality policies is carried out by the EDSC and reported via
the HR Committee to the University Court for staff matters and via Education,
Policy and Strategy Committee (EdPSC) to Senate for student matters. (Please
see Appendix A: Diagram illustrating equality structure).
3. Equality and Diversity Strategy Committee
The Equality and Diversity Strategy Committee (EDSC) was established in
2003/04 and is responsible for developing the strategic direction for equality and
diversity within the University.
The Principal chairs the Equality and Diversity Strategy Committee; other
members of the Committee include the six Equality Champions, Senior VicePrincipal for Internationalisation, Director of the EDU, Director of Human
Resources, Director of Recruitment and International Office (RIO), Director of
Student Service, President of the Student Representative Council and the SRC
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Vice-Principal for Student Support and a nominee from the Joint Unions
Committee. There are also a number of corresponding members, including the
Director of Finance and the new Heads of College.
The EDSC meets three times per year and is chaired by the Principal. The six
Equality Champions provide reports on the relevant Equality Groups they
convene. Additionally, the Gender Equality Champion convenes the newly
established Equality Monitoring Advisory Group (EMAG) which is detailed in
Section 6.
4. Equality Groups
The University established six Equality Groups in 2007 covering age, disability,
gender, race, sexual orientation, religion and belief. Each group is convened by
the responsible Equality Champion.
Membership of the Equality Groups includes representation from academic
colleges and schools, service departments, the Student Representative Council
(SRC), staff networks and students.
The Equality Groups meet three times per year and consider relevant equality
issues, assist with the implementation of the appropriate policy at local level and,
where appropriate, generate action plans.
5. Progress and Achievements made on equality during 2009-10
The Equality Groups have had various achievements throughout 2009/10, some
of which are outlined below.
5.1 Age Equality Group
The Age Equality Group (AEG) received presentations this year from the
Hunterian Museum on their policy in relation to Child Protection (this was brought
to the attention of the Group as the School of Education received a request from
a school pupil to attend an evening course) and from RIO on the admissions
process in relation to age. The University has no age restrictions on admissions,
Instead it is the level of qualifications and how recently these were gained/
achieved.
The AEG was asked by student representatives to highlight the concern at the
closure of the Postgraduate Club (Hetherington Research Club) to the University
senior management/ Secretary of Court. The AEG also noted the SRC had run a
campaign entitled Benefits Week, which highlighted to Student Services,
Advisers of Studies and students the range of benefits they could be entitled to.
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The Age Equality Policy was approved by Court in April 2010 and can be viewed
http://www.gla.ac.uk/services/humanresources/policies/a-g/age-equality/
5.2 Disability Equality Group
The Disability Equality Group (DEG) revised the University’s Disability Equality
Scheme and Action Plan in line with legislative requirements. This involved a
major consultation exercise with all staff and students in the University. The EDU
took the lead in designing an online survey for staff and students, and arranging
focus groups for disabled staff, students and the Disability Co-ordinators. The
Disability Equality Scheme (DES) and Action Plan was published in December
2009, and was formally launched in May 2010. Staff, students and community
groups were invited to the launch event.
One of the actions in the DES was to set up a Disability Service for staff, to
ensure the support for staff mirrored the service provided for students. Setting up
the service has been a collaboration between the Disability Service,
Occupational Health, Human Resources and the Equality and Diversity Unit. The
process allows disabled staff, after an initial assessment by Occupational Health
to access specialist support provided by the Disability Advisers within the
Disability Service. Examples of the support provided include;
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Assistive software and hardware
An ergonomic assessment
Communication aids
Alterations to the local environment
The new Disability Service for staff was launched alongside the DES in May
2010. Ian Hamilton, Journalist from BBC Scotland was the key note speaker.
There were also short presentations provided by Margo Hunter (member of staff)
and Mikey Hughes (student).
The DEG also considered issues relating to: mis-use of designated car parking
bays for disabled users on campus; a report on the Disability Service’s annual
evaluation survey by students and a presentation from the HR Director on the
University Staff Attitude survey by disabled respondents.
The Disability Equality Group has a sub-working group the Campus Infrastructure
– Disability Liaison Group (CIDLG), chaired by the Director of Estates and
Buildings. The group’s membership includes disabled staff and students who
make a positive contribution to improving physical access on campus. The DEG
was pleased to note from CIDLG that a suitable location had been found for
assistance dog toilet on campus.
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5.3 Gender Equality Group
The Gender Equality Group (GEG) has been progressing a number of actions
from the Gender Equality Scheme (GES), which was due for renewal in June
2010. The GEG, with the endorsement of the EDSC decided to postpone
conducting a full review of the GES, until the Government clarified the timescale
for implementation of the Equality Act 2010.
The GEG has engaged in a number of issues in 2009/10 including;
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Supporting the SRC in the development of a Student Carers Policy
Reviewing car parking arrangements for part-time staff
Supporting the needs of transgender students including name changes within
the University system
The GEG has also been supporting an initiative in the College of Arts to support
academic women in their career development. This was a day of workshops and
networking for female academics in the College of Arts. This was attended by
over 40 women, the issues raised by those attending included;
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Maternity leave and research leave
Maternity pay calculation
Performance and Development Reviews
Promotion
Leadership issues relating to the University restructure
Women’s network and mentoring
5.4 Race Equality Group
The Race Equality Group (REG) received a number of presentations during
2009/10. These were;
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Staff Attitude Survey
This outlined the BME staff response to staff attitude survey, which BME
participation had increased from 1.7% in 2007 to 3.7% in 2009. It was
acknowledge that although the numbers were low, generally BME staff
expressed higher satisfaction rate in their experience and perception of the
University.
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Internationalisation Strategy
Mairi Darroch, Internationalisation Project Manager, provided the REG with an
overview of the University’s Internationalisation strategy, which included the aim
of being in the top 50 Universities worldwide, the need to embed the international
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perspective across the campus and the development of an International Steering
Group to take the strategy forward.
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Bridges Project
Dr Wim Vanderbauwhede (University of Glasgow), Suki Mills and Campbell
Wilson (both from the Bridges Project) presentation covered case studies on how
the Bridges Project was attempting to offer positive and constructive
opportunities for asylum seekers and refugees to acquire confidence, dignity and
deliver to their full potential based on their skills and qualifications. Dr
Vanderbauwhede suggested the University could benefit from supporting highly
skilled researchers who are seeking asylum in this country. The REG broadly
supported this idea, and a sub group has been set up to try and take this initiative
forward.
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Meeting the needs of International Students
Dr Gayle Pringle (College of Social Sciences International Officer) provided a
presentation on the type of support she provides to international students. Much
of this support was around generic academics skills in relation to essay writing. It
was noted by the REG that Dr Pringles role is unique to her College.
The REG also considered the following issues during 2009/10;
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The social integration of international PGT students on campus
Supported the University’s participation in the STELLAR BME leadership
programme hosted by Imperial College London. Professor Shireen Davies,
Professor of Integrative Cell Signalling, participated in this leadership
programme with the support of the University
The implementation of the UK Borders Agency visa restrictions, and
particularly the student strand of this
Approved the revised Race Equality Policy
http://www.gla.ac.uk/services/humanresources/policies/p-z/race-equality/
5.5 Religion and Belief Equality Group
The Religion and Belief Equality Group (R&BEG) revised and launched the
Religion and Belief Equality Policy in 2009/10. The launch was hosted by the
Chaplaincy and relevant staff, students and external community members were
invited. The R&BEG were pleased to note the generally enthusiasm for the
policy, particularly in providing guidance for students around faith based festivals
which fall during term time.
The Religion and Belief Equality Champion and members of the R&BEG were
pleased to nominate members of the faith community to receive honorary
doctorates from the University. This included to founders of the Muslim-Christian
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Interfaith Mediation Centre in Kaduna, Pastor James Wuye and Imam
Muhammad Ashafa.
In the 1990s, Pastor James Wuye and Imam Muhammad Ashafa led opposing,
armed militias, dedicated to defending their respective communities as violence
broke out in Kaduna, northern Nigeria. In pitched battles, Pastor James lost his
hand and Imam Ashafa’s spiritual mentor and two close relatives were killed.
Now, the two men are co-directors of the Muslim-Christian Interfaith Mediation
Centre in Kaduna, Nigeria leading task-forces to resolve conflicts across Nigeria.
They work together to teach warring religious youth militias how to resolve their
conflicts peacefully.
The R&BEG was supportive of the Chaplaincy’s development of the Faith and
Belief Guide, which is circulated to all newly recruited students and staff. The
R&BEG also contributed to the review of guidelines in the relation to the death of
a student.
The Religion and Belief Equality Champion, EDU and Chaplaincy were able to
secure a regular meeting space for Muslim students to hold Jumaa (Friday noon)
prayer – this included finding a suitable space for women to pray.
5.6 Sexual Orientation Equality Group
The Sexual Orientation Equality Group (SOEG) received two presentations in
2009/10, they were;
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Staff Attitude Survey
A presentation was provided by Robert Marshall, Court Office Senior
Manager, on the response to the Staff Attitude Survey by Lesbian, Gay and
Bisexual (LGB) people. It was noted that generally this group was less
satisfied than the University staff as a whole. The number of LGB staff
participating in the survey was low and therefore the feedback has to be
viewed with a measure of caution.
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Faith and LGB people
Rev. Stuart MacQuarrie, University Chaplain provided a presentation on the
support Chaplaincy provides to LGB people with faith and an outline of how
the major faiths view homosexuality.
The SOEG noted a number of issues from student representatives on the group,
including the SRC and the LGBT Student Association, these included;
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Supporting the needs of transgender students including name changes within
the University system
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Planning a befriending scheme for new LGBT students to the University
Production of a sexual health leaflet
The SOEG took the decision to participate in next years Stonewall Workplace
Equality Index, an audit of how ‘gay friendly’ the University work environment is.
The Sexual Orientation Equality Champion advised members that by
participating areas will be highlight area for improvement in University policy and
practice.
6. Equality Monitoring Advisory Group
The EDU established the Equality Monitoring Advisory Group (EMAG) in January
2010. The aim of this group is to provide an overview of the equality statistics for
students and staff, and highlight any areas of concern to the relevant equality
working groups. EMAG is chaired by the Gender Equality Champion, and has
representation from EDU, Human Resources, Planning Services, SRC, RIO, an
academic from the Statistics subject area, and a Social Scientist.
EMAG aims to produce an annual report which considers statistics collected by
the University on sex, ethnicity and disability for staff and students. It is
envisaged that the first EMAG report will be produced in early 2011.
7. Networks
7.1 Staff Networks
LGBT Staff network
The LGBT Staff Network has developed over the last year, and now has a
circulation list of over 40 people. The network receives a small budget from the
EDU to support activities. The network hosts monthly lunches and has regular
social events where partners are invited. During 2009/10 the following activities
have taken place;
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Hosted a retirement party for a retiring academic who started the first gay
student society in the University in the 1970’s.
Developed and launched a website http://www.gla.ac.uk/services/lgbtstaffnetwork/
Marked LGBT History month by raising the rainbow flag with the LGBT
Student Association
Marched in the Gay Pride march in Glasgow
Retired Staff Association
Professor Robin Leake, former Vice Principal and former Convener of the Retired
Staff Association, and has been involved in establishing a more extensive
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programme for the retired Staff Association. The web address of which is
http://www.gla.ac.uk/alumni/retiredstaffassociation/
7.2 Student Clubs and Societies
The Student Representative Council (SRC) supports a range of student clubs
and societies which meet differing needs of the diverse student body. In addition
the SRC also elects on an annual basis dedicated non-sabbatical officers
including e.g. International Students’ Officer, LGBT Students’ Officer, Minority
Ethnic Students’ Officer, Mature Students’ Officer, Students with Disabilities
Officer, Women’s Interests Officer.
The EDU works closely with the SRC and the students clubs and societies to
ensure issues are addressed and relevant needs met. Example of support
provided to student events over the past year include;
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Interfaith Dinner
International Day of the Disabled
8. Equality Developments across the University
8.1 Equality Impact Assessments
The University is committed to applying fair and transparent policies and
practices through completing Equality Impact Assessments (EIA).
The University guidance can be found at
http://www.gla.ac.uk/services/equalitydiversity/equalityimpactassessment/
8.2 Harassment Advisers Network
The University of Glasgow is committed to providing fair and transparent
procedures and support where alleged bullying and harassment occurs.
The Harassment Adviser Network is a network of voluntary staff who provide
confidential and impartial advice to colleagues who think they may be being
bullied or harassed. The advisers will support staff to achieve an informal
solution to their situation.
In 2010 the Harassment Advisers were trained to offer support to students who
alleged they have been bullied or harassed. This support will mirror the support
provided to staff. This is a pilot scheme which will be reviewed after a year to
ensure the support is appropriate and robust.
8.3 Interfaith Chaplaincy
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The Chaplaincy continues to encourage interfaith dialogue through various
means; this included involving principal faith communities in the annual
Christmas Carols Service at the University.
The Chaplaincy also formally joined Affirmation Scotland as an 'Affirming
Chaplaincy'. Affirmation Scotland supports congregations which are inclusive of
LGBT Christians.
9. Equality Developments within academic areas
The following information has been provided by various Colleges and Schools on
how they are engaging and supporting the equality and diversity agenda through
their activities.
9.1 College of Arts
During 2009/10 the following activities took place in the College of Arts;
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Series of Black History Month lectures (October - November 2009) organised
by Michael Morris, postgraduate researcher.
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‘Opening Pandora’s Box’: a collaborative event organised by two Arts PGRs
as part of International Women’s Week involving the Schools of Humanities,
Critical Studies and Culture and Creative Arts, the Glasgow Women’s Library
(GWL), and the University of London’s Institute of German and Romance
Studies (March 2010). The event included a workshop a led by the archivist
Dr Hannah Little (GWL) in collaboration with Amy Murphy, Arts PhD
candidate, working within the Schools of Humanities and Critical Studies at
the University of Glasgow, examining the formative relationships that British
lesbians have with works of literature. Hannah and Amy selected appropriate
objects, texts, and images from the GWL’s un-researched Lesbian Archive,
and encouraged participants to think about and discuss their own responses
to them.
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‘Bonds and Borders’ - 8th Annual Graduate School Conference (June 2010):
a one-day postgraduate symposium organised by Arts PG students that
explored the challenges and opportunities created by migration and mobility
across national, cultural and geographical boundaries. The organisers
involved members of the University of Glasgow’s Refugee, Asylum, and
Migration Network (GRAMNet) as plenary speakers and drew attention to the
interdisciplinary concerns and public engagement/support work that the
Network coordinates. The proceedings of the conference will be published by
the Cambridge Scholars’ Press, thus disseminating these engagements
further.
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Nichola Scrutton, has created sound design for Panic Patterns, a play in the
GlasGay! festival. Dr Scrutton was awarded Creative Scotland funding as
additional support for the commission to create the sound design for the new
play, Panic Patterns, by Zoë Strachan and Louise Welsh, staged at the
Citizens Theatre, Glasgow
9.2 College of Medical, Veterinary and Life Sciences
The College supported post-doctorate staff - Dr. Flavie Vial and Dr. Sunny
Townsend, to teach statistics courses at the following African Universities.
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Sokoine University of Agriculture (SUA), Morogoro, Tanzania
University of Dar es Salaam (UDSM), Dar es Salaam, Tanzania
Makerere University, Kampala, Uganda
Ecole Inter-Etats des Sciences et Médecine Vétérinaires (EISMV), University
of Dakar, Senegal
 Centre Suisse de Recherche Scientifique (CSRS), Abidjan, Côte d’Ivoire
A report on these activities is available from Dr. Flavie Vial and Dr. Sunny
Townsend, on request.
Prof Jacqueline Atkinson is a judge in the Mental Welfare Commission ‘Principles
into Practice’ awards - which is about promoting good practice in mental health
services - both NHS, voluntary organisations and local groups www.mwcscot.org.uk/
In 2009/10 the Master of Public Health (MPH) programme had guest lecturers,
including a former a lecturer from a Nigerian university and one who had
conducted research in Uganda. The MPH offered a course in Globalisation and
Public Health which emphasised a diverse range of public health related issues
with global implications. The Medical Undergraduate School had two students
evaluating community health initiatives run by a small local charity that operate in
a disadvantaged community.
In July 2010 students at the University hosted a visit recently from the Director of
the Kamuzu College of Nursing in Malawi. Further information is available at
http://www.gla.ac.uk/news/headline_164642_en.html
9.3 College of Science and Engineering
In April 2010, the School of Physics and Astronomy achieved recognition from
the Institute of Physics for its work in promoting and providing an open,
transparent and fair working environment for all, in the form of a Project Juno
Practitioner award. Work towards this award was led by Dr. Lyndsay Fletcher,
and included collecting and analysing gender-disaggregated data on staff and
student satisfaction, compiling progression and promotion statistics, and critically
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reviewing the visibility of female physicists in, e.g. interview panels, management
positions, outreach materials, colloquium lists. In addition, the School identified
shortcomings in its procedures and compiled an action plan to address these.
IOP’s Project Juno was initiated in response to the relative under-representation
of women in UK University Physics. The School was the first in Scotland to gain
this award, and third equal in the UK. We have also been at the forefront of
promoting Juno among the other institutes in the Scottish Universities Physics
Alliance (SUPA), and Prof. Christine Davies organised SUPA Juno workshops on
Glasgow during October 2009 and June 2010. The School has now extended its
efforts, with an expanded Juno committee, and the goal of submitting for Juno
‘Champion’ status during academic session 2010/11.
9.4 College of Social Sciences
Urban Studies a long standing relationship with PATH (Positive Action Training
for Housing) who sponsor black and minority ethnic students through the course
and through work placements in housing. This increases employment and
management opportunities within the social housing sector for the students. This
year we have four students sponsored by PATH.
A Similar scheme has been established by GCIL (Glasgow Centre for Inclusive
Living) to provide opportunities for people with disabilities. Two years ago we
took part in a successful pilot and GCIL have now secured funding for a longer
programme. Again they are supporting five students this year.
In 2009 we were commissioned with Manchester University (IPEG) to facilitate
some seminars for the Equality and Human Rights Commission (EHRC) about
equalities issues for housing. This was a small project that has reported to them
and we ran one seminar in Glasgow.
Strathclyde Centre for Disability Research has two disabled PhD students, one of
whom is from a developing country, and one disabled research fellow. All our
research is equality related and has included work on suicide in young women of
South Asian origin, growing old with cerebral palsy, training for people with long
term conditions, reviews of disability equality duties across a range of public
sector organisations and work on the Third Sector involvement with people with
multiple and complex needs.
10. Learning and development in relation to equality and diversity
The University demonstrates it’s commitment to equality and diversity by
providing a range of staff development courses and activities.
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In August 2009 the Senior Management Group and other senior managerial staff
at the University participated in a workshop on internationalisation entitled
Supporting a Diverse Community on Campus.
During 2009/10 the University provided open courses including;
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HR Department Customer Care
Managing Diversity (for First Line Managers)
Managing Diversity (for Team Leaders)
Equality and Diversity at Work (for Administrative Assistants)
Equality and Diversity (for the Management Development Programme)
Equality and diversity issues were also addressed and embedded in the following
workshops;
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Recruitment & Selection
Recruitment & Selection (Dental School) – Bespoke workshop
Communicating with People (Team Leading programme)
Performance & Development Review
Women’s Career Development Network Event – College of Arts
Specific equality courses open to all staff:
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Diverse Curriculum: Meeting the Different Needs of Learners - full day course
twice per year
Internationalisation: Supporting a Diverse Community on Campus - full day
course three times per year
Learning and Working with Disabled People - full day course three times per
year
11. Consultations
During the year the University contributed to a range of consultations including:
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QAA Scotland – Enhancement-led Institutional Review 2009/10
UCEA – Default Retirement Age – Call for Evidence – January 2010
Scottish Government’s Consultation on the Public Sector Equality Duty
Specific Duties – January 2010
12. One Glasgow
The University created the ‘One Glasgow’ brand in 2006 to celebrate diversity on
campus by hosting events and activities involving students, staff and the wider
community.
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The Ferguson Bequest provided funds in 2009/10 for One Glasgow events which
were supported by the Equality and Diversity Unit. These included:
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Scottish Mental Health Arts and Film Festival
Black History Month
When Faith Meets Queer - Does there always have to be a conflict?
10th Season of Contemporary Japanese Films
13. Future Developments for equality and diversity issues
Equality Act 2010
The Equality Act 2010 came into force on 1 October 2010 and harmonises
former anti-discrimination legislation and statutory instruments. The Act
strengthens the law on equality and introduces several new rights and remedies.
The Act covers employment matters, education and the provision of goods and
services and public procurement.
The Equality Act introduces the new terminology of 'protected characteristics':
age, disability, gender re-assignment, marriage and civil partnership, pregnancy
and maternity, race, religion or belief, sex and sexual orientation.
A briefing paper was prepared by the EDU summarising the Equality Act 2010
outlining key proposals and implications for the University. This information was
presented to the EDSC, Equality Groups and Human Resources Managers
group with a caveat that the briefing will be updated as and when legislation and
codes of practice come into force.
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