Learning Providers & Colleges
of Over 50 Staff
2010 Winner – Bishop Auckland College
Bishop Auckland College is a General
Further Education College serving
primarily South and West Durham.
The College Mission is to promote social
inclusion, fulfil aspirations and develop
the potential of individuals, communities
and employers through excellence in
teaching, learning and skills.
Employees
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College Community venues which
include Sedgefield, Wear Valley and
Teesdale areas and where appropriate
the (BPN - Black Professionals
Network) website.
A ‘job club’ which can be accessed by
the general public where all College
vacancies are placed.
Qualified advice and guidance workers
who work with the general public to
advise on careers and help with
applications.
Recruitment
The College aims to recruit a diverse
workforce and has taken a number of
actions to address this, as follows:
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Use of the strap-line (Bishop Auckland
College is an equality & diversity
employer. They are committed to
recruiting a more diverse workforce
that reflects the people they serve) on
all advertisements.
Promotion of family friendly and
flexible working practices
Positive about Disability standard
Jobs are advertised on the Equality
North East website, job centres,
Bishop Auckland College
Representative, winner of the Learning
Providers & Colleges of Over 50 Staff
with John Marshall, Dickinson Dees
LLP, sponsor of the award.
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An excellent working relationship with
EMTAS (Ethnic Minority and Traveller
Service) has been formed which has
helped to increase levels of BME
students and staff within the College.
Volunteering has increased which
helps support people from
underrepresented groups gain work
experience and supports them with
applications. Volunteering
opportunities have been given to
adults with learning difficulties and
disabilities as well as BME students.
The number of people who have requested
a reduction in hours has also helped the
college to reduce costs as part of its
financial improvement plan, as well as
giving more staff better worklife balance
and cutting their commuting costs.
All new staff are given a mentor (these
are nominated people who are trained as
mentors and are specific to the job role)
for as long as they need. This person
liaises directly with the HR department
and continues to ensure that the person
has settled in and that they have all of the
resources and support they need.
Staff in HR (and several others) have been
trained in mental health and stress
management. A Stress Policy and a stress
risk assessment system have been
implemented. The take up of these
systems has increased significantly and
support mechanisms have been put in
place for many staff to help them through
difficult periods. There is also a qualified
confidential College counselling service for
staff should they need this.
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Due to their diversity in recruitment they
have had an increase from the following
groups, gay men, other white, other
Asian, disabled people and 18-25 year
olds.
Retention
Worklife Balance
To increase worklife balance, the option
of requesting reduced working hours has
been given to all staff, 14 applications
were received and 14 have been
approved.
Positive Action
Staff surveys and appraisal schemes have
shown an increase in mental health issues
and that the current economic climate has
generated a higher risk of people suffering
from stress.
For more information about the North East
Equality Awards, please visit our website,
www.equality-ne.co.uk/awards or contact
Equality North East on 0191 495 6262 or
email [email protected].
...leading the way to a
fairer future...