Equality objectives, 2012 – 2016
The Equality Act 2010 includes specific public sector equality duties which require us
to:
 Prepare and publish one or more specific and measurable equality objectives
for the period 2012 - 2016.
In doing so, we need to take into account the general duties to have due regard to
eliminating unlawful discrimination in all our activities, and specifically to:



Eliminate unlawful discrimination, victimisation and harassment
Advance equality of opportunity
Foster good relations between people from different groups
This paper summarises our equality objectives for 2012 – 16.
Staff related objectives
Objective 1: Achieve a diverse workforce. Specific targets are summarised as
follows:
Disability:
 the proportion of disabled staff overall
 the proportion of disabled academic staff
 the proportion of disabled senior managers

Ethnicity:
 the proportion of black and minority ethnic (BME)
academic staff
 the proportion of BME support staff
 the proportion of BME senior managers
Gender:
 the proportion of female Professors
 the proportion of female support staff at Grades 7 and 8
 the proportion of women at senior management grade
Target
6.5%
6.0%
6.0%
9.5%
6.0%
6.5%
40%
60%
45%
Although we monitor staff sexuality, religion / belief, and age, we do not propose
setting specific employment targets for these groups.
To achieve and monitor progress on this objective we will:
 continue our programme of mandatory equality training for chairs and other
members of selection panels;
 recognise areas of under-representation by recruiting managers;
 carry out periodic analysis of recruitment statistics; and
 consider the use of positive action statements in recruitment literature, where
appropriate.
Objective 2: Ensure that staff well-being and satisfaction are positive and
consistent across the equality factors we monitor. This is in support of Corporate
Plan Goal 6.1
To achieve and monitor progress on this objective we will:
 revise staff survey question sets, to help us distinguish between different
kinds of unacceptable behaviour;
 continue to provide themed analyses of staff survey findings by equality
factor, and use these to inform future actions to help advance equality of
outcome;
 continue to provide staff and management development sessions, some with
a specific focus on identifying and reducing incidents of perceived
unacceptable behaviours at work.
Student-related objectives
Objective 3: Introduce more comprehensive student monitoring, in order to improve
the quality and range of student data.
To achieve and monitor progress on this objective we will:
 amend the student admissions monitoring form, mirroring the equality
monitoring already in place for staff
Objective 4: Carry out annual themed analyses of data relating to retention,
achievement including degree attainment, and general satisfaction for students from
the range of protected groups as monitored, and take appropriate action where
indicated to ensure equality of student outcome.
To achieve and monitor progress on this objective we will:
 expand the analysis of existing data sets, including the NSS and our in-house
Student Experience Survey, making regular reports and identifying
opportunities where targeted action will help to advance equality of student
outcome.
Approved by CMT 1 June 2012
(To be reviewed no later than April 2016)
For our Corporate Plan 2012 – 14, please visit:
http://www.anglia.ac.uk/ruskin/en/home/your_university/about_anglia_ruskin/corporateplan.html
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