Equality and
Diversity Strategy
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STRATEGY
2011-2015
2011 – 2015
C O N F R O N T I N G I N E Q U A L I T Y: C E L E B R AT I N G D I V E R S I T Y
TABLE OF CONTENTS
Table of Contents
Foreword – by Professor Mark Cleary, Vice-Chancellor and Principal
1
Policy Statement on Equal Opportunities
2
1.
3
Introduction to our Equality and Diversity Strategy
2. Our equality and diversity mission
4
3. The Corporate Values of the University – “Making Knowledge Work”
5
4. Values underpinning the Strategy
6
5. Themes of the Strategy
7
a. Culture, core values and ethos
7
b. Education, empowerment and support
7
c.Visibility
7
d. Promoting inclusive behaviour
7
e. Enhancing and maintaining knowledge and awareness about our demography 7
f.
Legal compliance
7
6. Ownership, responsibilities & monitoring
8
7. Equality and Diversity Strategy Action Plan 2011-2015 Statement
9
Appendix 1 – Equality and Diversity Strategy – Action Plan 2011-2015
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E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
Foreword – by Professor Mark Cleary,
Vice-Chancellor and Principal
This new strategy sets out the University’s
ambitions and plan of action in relation
to promoting and advancing equality of
opportunity, diversity and inclusion. It has
been shaped from: our willingness to listen
and involve our staff and students through
consultation; working in partnership with
our equality networks to understand their
experiences of working and studying here and
the learning we have acquired from external
benchmarking, peers and partners.
Our Corporate Strategy “Making Knowledge
Work” contains a clear commitment to values
and policies supporting equality, diversity
and inclusion. It perfectly reflects the
understanding and awareness of difference we
are all able to experience from our rich cultural
diversity, which further permeates through
into learning and teaching and employee
relations.
FOREWORD – BY PROFESSOR MARK CLEARY,
VICE-CHANCELLOR AND PRINCIPAL
As Vice-Chancellor and Principal of the University of Bradford I have
great pleasure in presenting our first Equality and Diversity Strategy
2011-2015 “Confronting Inequality – Celebrating Diversity”.
We have developed this Strategy not only to
comply with our legal obligations under the
Equality Act 2010, but because we are deeply
committed to equality of opportunity. Respect,
fairness and inclusion are integral to our
culture and values and we strive to make it
relevant in everything we do – from recruiting
and developing talented staff through to
delivering a rewarding experience to every
one of our students. Our approach to equality
goes beyond legal compliance – it is crucial to
our core business.
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E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
1
Policy Statement on Equal Opportunities
POLICY STATEMENT ON EQUAL OPPORTUNITIES
The University is committed to promoting equality, diversity and an
inclusive and supportive environment for students, staff and others
closely associated with the University in conformity with the provisions
of its Charter.
In particular, the University will:
seek to ensure that people are treated
equitably regardless of their gender, race
or ethnicity, age, disability, socio-economic
background, religion or belief (including
non religion), marriage or civil partnership,
family responsibilities, pregnancy and
maternity, sexual orientation, gender
reassignment or other inappropriate
distinction;
promote diversity in its students and staff by
recognising the particular contributions to
the achievement of the University’s Equality
and Diversity Strategy that can be made by
individuals with a wide range of backgrounds
and experiences;
promote and maintain an inclusive and
supportive study and work environment,
which affirms the rights of individuals to be
treated with respect and fairly and affords
opportunities to fulfill their potential.
To support these aims the University
will ensure that in the conduct of all its
activities procedures are introduced and
implemented which minimise the occurrence
of inappropriate discrimination, whether
direct or indirect. Any discriminatory
behaviour, including harassment or bullying,
by individuals or groups will be regarded
extremely seriously and could be regarded
as grounds for disciplinary action, which may
include expulsion or dismissal.
All University staff and students have the
protection of and are subject to this policy.
Staff are bound to comply with it under their
contract of employment and students under
the University’s disciplinary code.
Staff and students have access to procedures
in case of breach of the policy, which may
result in disciplinary action.
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E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
1
Introduction to our Equality
and Diversity Strategy
The Strategy sets out the overarching
ambitions and plan of action for our equality
and diversity work for the next four years. It
outlines the four key values upon which the
Strategy is based, and sets out core thematic
areas of our work and actions we have taken,
or will take, to fulfil this ambition. It also sets
out how we will monitor progress to ensure
successful implementation and that the
strategy remains contemporary and relevant.
The Equality and Diversity Strategy applies to
everyone who visits, works and studies with
us and more broadly, anyone associated with
the University of Bradford. This includes staff,
students, contractors, visitors and alumni,
regardless of race or ethnicity, sex, gender
reassignment, disability, sexual orientation,
age, religion or belief, pregnancy or maternity
status, marriage and civil partnership status,
socio-economic background and any other
inappropriate distinction.
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This strategy contributes to the fulfilment of
the University’s core business by embedding
equality into all our functions and activities,
including:
The Corporate Strategy (Making Knowledge
Work 2009-14);
Research and Knowledge Transfer;
Learning, Teaching and Assessment;
Human Resources & Organisational
Development ;
Governance;
Policy and Practice;
1. INTRODUCTION TO OUR EQUALITY
AND DIVERSITY STRATEGY
This Equality and Diversity Strategy sets out the principles and actions
by which the University of Bradford intends to achieve our objective of
“confronting inequality and celebrating diversity”, as well as meeting
our legal obligations under the Equality Act 2010.
Procurement;
Community Outreach and Development;
Learner Support.
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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2
Our equality and diversity mission
OUR EQUALITY AND DIVERSITY MISSION
We will aim to make the University of Bradford a place where all who
work, study or visit, or who make use of our services and products,
are treated with dignity, respect and fairness. Where the University
is a place free from unlawful discrimination, bullying, harassment and
victimisation, where the diversity of our staff, students, visitors and
service users is recognised as a key driver of our success and is thus
openly valued and celebrated.
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E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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The Corporate Values of the University
– “Making Knowledge Work”
This Equality and Diversity Strategy outlines
how the University will respond to the Public
Sector General and Specific Equality Duties
as directed by the Equality Act 2010. It builds
on the key achievements established in our
previous equality schemes for race, disability
and gender. Some of our achievements are
listed below:
We have:
established a comprehensive equality and
diversity decision making structure (Equality
and Diversity decision making structure.)
including:
a range of staff equality networks which
allow staff to effectively influence the
University’s equality and diversity agenda;
a network of Diversity and Inclusion
Facilitators (DIFs) who represent all
schools and directorates;
Diversity in Learning, Teaching and
Assessment (DILTA) working group with
a remit to build equality, diversity and
inclusive practice into the curriculum;
developed a Dignity and Respect Policy with a
network of dignity and respect contact officers
to guide and support staff and students;
nearly 100% of our staff have completed the
Diversity in the Workplace e-learning module;
included sexual orientation and religion and
belief as categories for equality monitoring;
successfully developed and delivered a
bespoke Sexual Orientation in the Workplace
training module for managers;
celebrated annual key international calendar
events around equality including – International
Women’s Day, IDAHO International Day Against
Homophobia and Transphobia, International
Day of Disabled People, Black History Month,
LGBT History Month;
THE CORPORATE VALUES OF THE UNIVERSITY –
“MAKING KNOWLEDGE WORK”
This Strategy is underpinned by our Corporate Responsibility framework
and contributes to fulfilling the University’s Vision and Mission – Values
and Strategic Aims (Corporate Strategy.) – especially our desire to be
“an inclusive University which values, harnesses and utilises the diversity
of our students and staff and celebrates the benefits they bring”.
subscribed to the charity “Changing
Faces” with a view to include face equality/
disfigurement into our policies and practice,
the first University to do so;
embedded equality and diversity within
our performance review process and other
relevant functions.
completed over 100 equality impact
assessments;
submitted, in 2011, our first application for a
place on the Stonewall “Top 100” workplace
equality index – achieving 104th place from
almost 400 other applications;
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4
Values underpinning the Strategy
4. VALUES UNDERPINNING THE STRATEGY
Reflecting our mandate of “confronting inequality and celebrating
diversity”, this Equality and Diversity Strategy is underpinned by three
core values.
6
1
We will attract, select and retain a diverse range of
talented people to work and study at the University
and value the contribution made by everyone;
2
We will celebrate the diversity of all our staff,
students, visitors, and everyone associated with the
University to create a harmonious environment where
people are comfortable to be themselves and realise
their full potential;
3
We will challenge inequality in all its forms and
promote dignity, respect and understanding within
the University and wider community.
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Themes of the Strategy
A. Culture, core values and ethos
D. Promoting inclusive behaviour
Equality, inclusion and fair treatment are
integral to, and underpin, our overall culture,
core values and ethos. Everyone associated
with the University will take personal and
professional responsibility and ownership for
their own behaviour and positively influence
that of others to drive out inequality and
embrace a culture of inclusion and respect.
Students, staff and visitors will be able to be
themselves in the knowledge that difference
is accepted and celebrated. We will have an
inclusive learning and working environment
free from discrimination, harassment or
victimisation. Where inappropriate behaviour is
experienced we will have in place mechanisms
for dealing with it promptly and effectively.
B. Education, empowerment and support
E. Enhancing and maintaining knowledge
and awareness about our demography
Equality, diversity and inclusion will be
mainstreamed into our staff learning and
development activities, including staff
training opportunities, and embedded into
our arrangements for learning, teaching and
assessment. We want staff and students to
have a fulfilling and rewarding experience
and equal opportunity to achieve their full
potential at the University of Bradford.
We are proud of the diversity of our University
population and view all difference as an
opportunity to strengthen our skills and
knowledge to help us better design and
deliver services, facilities, programmes and
curricula that make the University of Bradford
an institution of choice for employment and
education.
C. Visibility
F. Legal compliance
Commitment to equality, diversity and
inclusion will be explicitly demonstrated
through leadership and accountability. We
will continue to promote awareness and
good practice through: strategic planning;
policy development and decision making. Our
publicity and promotional materials, events
and activities and all our products will reflect
equality and diversity.
We take our legal responsibilities seriously and
we proactively promote equal opportunity and
prevent discrimination. We will promote this
strategy to all our stakeholders and review
and publish our performance against the
challenging objectives and actions we have set
ourselves, on an annual basis.
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5. THEMES OF THE STRATEGY
To ensure that we meet our mission and values set out above, we
have identified, through targeted consultation with key stakeholders,
a number of thematic areas of work. Full details of the activities and
actions we will take under each theme are included in section 7 in the
accompanying Action Plan.
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
7
6
Ownership, responsibilities
and monitoring
6. OWNERSHIP, RESPONSIBILITIES & MONITORING
All members of the University, which include staff, students, visitors
and anyone associated with us are expected to own and act upon the
principles of this strategy. A number of individuals and groups have
additional responsibilities, including:
All members of the University, which include
staff, students, visitors and anyone associated
with us are expected to own and act upon
the principles of this strategy. A number
of individuals and groups have additional
responsibilities, including:
Senate/Council have overall accountability
for legal compliance;
The Vice Chancellor provides leadership
and support to the Equality, Diversity and
Inclusion agenda;
Equality and Diversity Committee (EDC) has
overall responsibility for the development
and implementation of the Equality and
Diversity Strategy;
Equality and Diversity Executive Group
(EDEG) has overall responsibility for
monitoring progress against our strategic
equality objectives;
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Deans and Directors are responsible for:
Ensuring compliance with the strategy;
Carrying out actions arising from the
action plan;
Advancing and promoting equality,
diversity and inclusion in their disciplines;
The University’s Secretary and Director
of Legal Services has responsibility for
ensuring that the University has policies and
procedures that comply with national laws
relating to equality and diversity;
The Head of Human Resources has
responsibility in relation to staff;
The Dean of Students has responsibility in
relation to students;
The Equality and Diversity Team are
responsible for driving forward the agenda
and provide operational support and
guidance to all University Stakeholders.
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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Equality and Diversity Strategy
Action Plan 2011-2015 Statement
OBJECTIVE
1
OBJECTIVE
2
OBJECTIVE
3
OBJECTIVE
4
OBJECTIVE
5
OBJECTIVE
6
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All our staff are aware of their own and the University’s
responsibilities for advancing a culture of equality of
opportunity and fostering good relations, achieved through
targeted training and development activities;
Equality and Diversity is reflected in our learning, teaching
and assessment activities leading to an excellent student
experience from application and recruitment to qualification;
7. EQUALITY AND DIVERSITY STRATEGY
ACTION PLAN 2011-2015 STATEMENT
The following action plan that accompanies the Equality and Diversity
Strategy has been shaped through consultation with key internal and
external stakeholders. It has six key objectives to be achieved by 2015
when we hope to be in a position where:
We have further advanced a culture of inclusion, awareness
and understanding about equality and diversity within the
University’s core business and in our promotional materials
and events;
We continue to use Equality Impact Assessment methodology,
statistical analysis and involvement to build up greater awareness and
understanding of the diversity of our staff and student populations
and use the findings to improve our policies and practices;
All our staff, students and visitors are aware of the effects
of their behaviour on others and are equipped to challenge
and report inappropriate behaviour when they experience or
witness it, and
We have established effective monitoring and oversight
mechanisms and are proactive in managing a comprehensive
knowledge base about the diversity of our University to assist
in action planning which fulfil our equality objectives and legal
responsibilities.
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
Appendix 1: Equality and Diversity Strategy –
Action Plan 2011-2015
OBJECTIVE
1
All our staff are aware of their own and the University’s responsibilities for
advancing a culture of equality of opportunity and fostering good relations,
achieved through targeted training and development activities.
Protected
Characteristic
Action
Timescale
Outcome
All new staff will complete the equality and
diversity e-learning module within three
months of employment with the University,
monitored by the School Administrators and
the Equality and Diversity Unit.
Ongoing
All staff are
aware and
confident about
equality and
diversity policy
and strategy
All
1.2
Existing staff will complete the updated
e-learning equality and diversity module to
understand the implications of the Equality Act
2010 on their work.
2014
All staff will
therefore be
compliant with
legislation
All
All Schools and
Directorates
1.3
The equality and diversity elements of the
recruitment and selection training programme
will be enhanced to inform staff of their new
legal duties under the Equality Act 2010 plus
also raise awareness of face equality and
disfigurement.
Nov 2011
Training is truly
inclusive of
all aspects of
equality
All
Head of HR &
Organisational
Development
1.1
Responsibility
Equality and
Diversity Unit,
School
Administrators
Equality and
Diversity
Manager
Head of
Disability
Services
1.4
Review and deliver Recruitment and Selection
refresher briefings to include specific mention
of new legal responsibilities.
Starting
June 2011
As above
All
Head of HR &
Organisational
Development
Equality and
Diversity
Manager
Head of
Disability
Services
1.5
Develop and deliver a new module for chairs of
recruitment panels to ensure they are aware of
their equality responsibilities.
Nov 2011
As above
All
Head of HR &
Organisational
Development
Equality and
Diversity
Manager
Head of
Disability
Services
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Timescale
Outcome
1.6
Develop and strengthen the capacity of
Diversity and Inclusion Facilitators (D&IFs),
through ongoing development opportunities,
to effectively embed equality and diversity into
their school or directorate.
2011
Ongoing
Ensure
comprehensive
best practice
through expert
leadership
1.7
Provide ongoing training, support and guidance 2012
through the “Manager’s Engage Programme”
Ongoing
to equip all managers in their role around E&D
to make confident and fair judgements.
Leaders and
All
managers take
responsibility
for their areas
and deal with
equality issues as
they arise
Head of
HR and
Organisational
Development
1.8
Where appropriate integrate an experiential
approach to equality learning by including
equality networks in its development and
delivery – as with the Sexual Orientation
Awareness training co-delivered by the Respect
Sexual Orientation Network, E&D Unit & HR.
Utilise in-house
resources to
shape relevant
training –
ultimately share
expertise with
partners
Equality Staff
Networks,
2012
All
All
Responsibility
Professor of
Diversity
Equality and
Diversity
Manager
Head of
HR and
Organisational
Development
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
Protected
Characteristic
Action
Professor of
Diversity,
Head of Staff
Development
1.9
Provide Governors’ with appropriate training
and information to enable them to meet their
equality and diversity responsibilities.
2012
Governance
reflects best
practice in
equality and
diversity and
governors aware
of their specific
responsibilities
All
University
Secretary
Professor of
Diversity
1.10
Pilot a Women’s Equality Network following the
successful International Women’s Day event,
with a view to widening its remit to gender.
Once operational, set themed action groups
that encourages men to participate.
2011/12
Ensure E&D
Gender
policy and
practice is
supported by a
fully inclusive
and effective
support structure
Professor of
Diversity
1.11
Capture good practice from our partners and
peers to improve our equality and diversity
performance - for example, by working
collaboratively with the Bradford Strategic
Partnership, North East Universities E&D Group
(NEUEDG), West Yorkshire Equality Officer’s
Network.
2012
E&D practice
is informed
by wider best
practice and
experience
Professor of
Diversity
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All
Equality and
Diversity
Manager
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
1.12
Action
Timescale
Outcome
Ensure Students Union and Sabbatical Officers
are included in regular E&D training and are
aware of their legal responsibilities particularly
in relation to the provision of goods, facilities
and services under the Equality Act 2010
2012
Enhanced
support to
students ensures
they comply with
E&D practice
and legal
requirements
Protected
Characteristic
All
Responsibility
Head of
HR and
Organisational
Development
Director
of Learner
Support
Services,
Head of Staff
Development
1.13
Review of existing training programmes to
ensure content is inclusive of equality and
diversity to raise awareness and increase
understanding
2012
Equality and
diversity
messages are
reinforced at
all learning
opportunities
All
Staff
Development
and E&D Unit’s
1.14
Explore feasibility of establishing a specific
network for transgender staff and students.
2012
Trans staff and
students will
be supported
and protected
through policy
and practice
Trans
Professor of
Diversity
1.15
Provide practical guidance on supporting trans
staff and students including areas such as
record keeping, confidentiality and services
through the development of a Trans Policy.
2012
As above
Trans
Head of
HR and
Organisational
Development,
Director of
Academic
Administration,
Students Union
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2.1
Equality and Diversity is reflected in our learning, teaching and assessment
activities leading to an excellent student experience from application and
recruitment to qualification.
Action
Timescale
Outcome
Promote the University to potential students
from under-represented groups with the aim
of increasing the diversity of our student
population.
Ongoing
Management
information
will reflect an
increase in the
overall diversity
of students
Protected
Characteristic
All
Responsibility
SLED (School
of Lifelong
Education and
Development)
Disability
Service,
Director of
Academic
Administration
2.2
2.3
2.4
2.5
Ensure that the University’s curriculum and
2013/2014
arrangements for learning, teaching and
assessment actively promote E&D and inclusive
practice balanced against the QAA (Quality
Assurance Agency) requirement.
The University’s
curriculum
and teaching
will enhance
students’
confidence
and knowledge
around E&D
All
The content of/arrangements for newly
proposed programmes and modules, and those
under review, are evaluated to assess their
potential to promote and advance equality of
opportunity and foster good relations before
course approval.
2012/2013
As above
All
Roll out “Inclusive Learning, Teaching &
Assessment” briefings to academic staff
beginning with the launch of DILTA on 6 May
2011.
2012/2013
ongoing
Ensure that where possible, appropriate
services are provided to meet the cultural,
religious and personal circumstances of our
students. Including building in an awareness
of timings of key festivals and religious
observance when scheduling exams/lectures,
field trips and work placements etc.
Ongoing
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All schools
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
OBJECTIVE
CART Chairs,
Diversity &
Inclusion
Learning,
Teaching and
Assessment
(DILTA)
CART Chairs,
All schools
with assistance
from DILTA
Academic staff
are confident
to discuss E&D
in relation
to learning,
teaching and
assessment
All
All groups in
the student
population feel
fully included in
their experience
at the University.
The delivery
of learning will
accommodate
their needs
All
DILTA
Centre for
Educational
Development
(CED)
Multi Faith
Advisory
Forum
DILTA
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
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Protected
Characteristic
Action
Timescale
Outcome
Responsibility
2.6
Develop a Pregnancy and Maternity Policy and
Guidance for students in line with our legal
requirement under the Equality Act 2010.
2012
Students who are
or fall pregnant
or who are taking
maternity leave
will be supported
in the continuation
of their learning
Sex/pregnancy
and maternity
Academic
Development
Unit (ADU)
2.7
Open up CULM (Cultural Understanding in
Leadership and Management) to students.
2013
Students are
aware of the
differing cultures
All
Professor of
Diversity
2.8
Investigate the experiences/satisfaction of
students through surveys and focus groups
to better understand their issues and using
the results to inform service planning to
complement the annual student survey
2012/2013
Ensure policy
and practice
reflects student
feedback
All
Academic
Development
Unit
2.9
Monitor and analyse selection, retention and
attainment by protected characteristic to
ensure fairness of treatment and opportunity
to succeed
Dec 2011
The University
is able to
demonstrate
that all groups
are equally
supported in
their learning
All
Academic
Development
Unit
DILTA-D&IFs
2.10
Develop equality and diversity awareness as
part of student induction.
2012
Raise student
All
confidence and
understanding of
E&D leading to a
cohesive learning
environment
Academic
Development
Unit
2.11
Embed Inclusive Use of Technology
2013
Equal access and
use of IT
Director
of Learner
Support
Services
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E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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3.1
3.2
We have further advanced a culture of inclusion, awareness and understanding about
equality and diversity within the University’s core business and in our promotional
materials and events.
Protected
Characteristic
Action
Timescale
Outcome
Information displayed in and around the
University’s campus, including art, publicity
and signage will be inclusive, appropriate and
accessible.
Ongoing
Positive feedback All
and fewer
complaints
from staff and
students
Director of
Academic
Administration
Accessible,
inclusive and
well represented
events
Director of
Academic
Administration
All events held at the University will be subject
to monitoring against an equality checklist,
undertaken by the event’s organiser using the
University’s new online events booking system.
2011/2012
All
Responsibility
Head of
Communication
and Marketing,
Director of
Estates and
Facilities
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
OBJECTIVE
Head of
Communication
and Marketing
3.3
Regular and relevant Equality and Diversity
messages will be included in broad University
publications to promote equality communities
of interest, including:
Ongoing
News & Views
Staff briefing
VC’s update
Increased
awareness and
support for the
University’s
approach to
equality and
diversity
All
Students Union
Head of
Communication
and Marketing
Website/Intranet front page
Equality and
Diversity Unit
Students newsletter
Other communication mediums
3.4
The diversity of the University will be celebrated
during events, conferences and campaigns to
ensure inclusivity and representation, including
marking key national and international E&D
events and mainstreaming into other University
activity including wellbeing, e.g.:
LGBT history month
IWD (International Women’s Day)
IDAHO (International Day against
Homophobia and Transphobia)
BHM (Black History Month)
International Day of Disabled People/
History Month
Transgender Day of Remembrance
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Equality
networks
Ongoing
All events will
demonstrably
reflect the
University’s
diverse
population
All
DVC Planning
and Resources
Director of
Academic
Administration
Head of
Communication
and Marketing,
Professor of
Diversity,
Head of HR
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
3.5
Timescale
Outcome
Increase attendance and visibility of senior
managers at Equality & Diversity events
2012
Managers
display their
commitment
to equality and
diversity
All
Demonstrates
an awareness
and respect for
the religious and
cultural diversity
of the student/
staff population
All
Publicity attracts
a wide range of
applicants
All
Ongoing
3.6
3.7
Protected
Characteristic
Action
Publicise key festivals and religious events on
University and Student Union Calendars and
via the intranet.
Audit all advertising materials to ensure they
reflect the diversity of the University’s student
population, including positive images and
testimonials.
2011/2012
ongoing
2012
Responsibility
All Deans and
Directors
Head of
Communication
and Marketing
The Hub
Students Union
Equality and
Diversity Unit
Director of
Academic
Administration
Head of
Communication
and Marketing
3.8
3.9
Promote the University’s E&D achievements
externally in our publications, on our website,
at open days and events etc. to reach the
local community, partners, industry and
potential students. Including our Stonewall
ranking, signing up to the face equality charity
“Changing Faces”.
2012
Embedding Inclusive Use of Technology
2013
Demonstrates
our commitment
to E&D to a
wide range of
stakeholders by
promoting the
excellent work of
the University
All
Accessible to all
All
Director of
Academic
Administration
Head of
Communication
and Marketing
Director
of Learner
Services,
Director of IT
Services
3.10
Embed equality and diversity within the code of 2013
practice for Research Excellence Framework
Inclusive REF
submissions
All
PVC (Research
and KT)
Director of
Research,
KT and
Strategic
Planning
16
UOB
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2011-2015
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
4
4.1
We continue to use Equality Impact Assessment methodology, statistical analysis
and involvement to build up greater awareness and understanding of the diversity of
our staff and student populations and use the findings to improve our policies and
practices.
Action
Timescale
Outcome
We will prioritise equality impact assessments
which have greater relevance to the Equality
General Duty and produce a priority schedule.
2011/2012
The University
will make rapid
progress in areas
of greatest need
in relation to
E&D policy and
practice
Ongoing
Protected
Characteristic
All
Responsibility
Schools and
Directorates,
D&IFs,
Equality and
Diversity
Manager,
Equality and
Diversity
Executive
Group (EDEG)
4.2
4.3
4.4
Develop a database of actions arising from
2011/2012
completed EIAs with their periodic review at
school and directorate level and at Equality and
Diversity Executive Group (EDEG).
All actions
identified will
be completed
in identified
timescales
All
Equality outcomes from completed EIAs will be
reported to the relevant forum and promoted
via various mechanisms to share good
practice, including maintaining a profile on the
University’s website for external users.
Ongoing
The University’s
approach to E&D
is transparent
to internal and
external users
All
Review EIA steering and monitoring group to
ensure it is still fit for purpose after six years in
operation and in view of the new Diversity and
Inclusion Facilitator’s role
2011/2012
Ensure that E&D
mechanisms are
fit for purpose
and regularly
reviewed
All
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
OBJECTIVE
D&IFs
Equality and
Diversity
Manager
D&IFs
Equality &
Diversity
Manager
Equality and
Diversity
Executive
Group,
Equality and
Diversity
Committee
4.5
Provide targeted training and support to
individuals and groups involved in undertaking
EIAs
Ongoing
High quality EIAs
are completed
All
Equality and
Diversity Unit,
D&IFS
4.6
Ensure equality networks are involved at the
start of the impact assessment process to
ensure greatest impact.
Ongoing
Informed and
inclusive EIAs
All
All Schools and
Directorates,
Equality
Network
Chairs,
D&IFS
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STRATEGY
2011-2015
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
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Protected
Characteristic
Action
Timescale
Outcome
4.7
Ensure that equality and diversity issues
are included in all University management
meetings and committees
Ongoing
Key decisions are All
E&D proofed and
actioned
University
Secretary
4.8
Active co-opting of individuals from underrepresented groups into Committee places
2012/2013
Policy, practice
and debate will
better reflect the
needs of underrepresented
groups
All
University
Secretary
4.9
Procurement Unit to develop advanced E&D
criteria/guidelines for contractors including
ensuring their staff receive E&D training
leading to improved social outcomes – as
recommended in feedback from Stonewall.
2011/2012
Services
commissioned
will reflect the
University’s
ethos on E&D
and reduce the
potential for
complaints by
customers and
staff
All
Head of
Finance
UOB
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2011-2015
Responsibility
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
5
All our staff, students and visitors are aware of the effects of their behaviour on
others and are equipped to challenge and report inappropriate behaviour when they
experience or witness it.
Action
5.1
Timescale
Develop a joined up approach to monitoring
Sept 2011
dignity and respect, anti-social behaviour and
unlawful incidents across campus. Currently
there are several mechanisms for recording
and reporting a range of activity but no
centralised database for recording or reporting.
Outcome
Increased
reporting and
recording of
all anti-social
incidents –
overall data
collated to
determine scale
of issue
Protected
Characteristic
All
Responsibility
Director for
Estates and
Facilities
Learner
Development
Unit
Equality and
Diversity Unit
Students Union
5.2
Undertake regular analysis of all incidents to
identify trends and areas of concern and linked
to this – provide six-monthly reports on the
numbers, types and outcomes of all complaints,
by protected characteristic, to EDEG, EDC, HR
and other relevant committees.
regular
reporting
starting
2012
Comprehensive
reports to inform
appropriate
strategies for
remedy
All
Director for
Estates and
Facilities
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
OBJECTIVE
Equality and
Diversity Unit,
D&R Contact
Officers
Mediation
Co-ordinators
5.3
Review the corporate Dignity & Respect Policy
2011
in light of the Third Party Harassment provision
introduced by the Equality Act 2010 and giving
protection across all protected characteristics.
5.4
We will take all reasonable steps to protect
staff from third party harassment, by:
Revising the terms and conditions of
contractors to ensure that they make their
employees aware that harassment of the
institutions staff will not be tolerated
2011/2012
Revising student codes of conduct, student
2011/2012
induction and handbooks so that they are
aware of their rights and their responsibilities
about behaviour to others, including staff
and peers
Revising information and signage for visitors
and for events outlining unacceptable
behaviour
UOB
STRATEGY
2011-2015
University is
compliant with
recent legislation
All
Equality and
Diversity
Manager
Strategies are in
place to limit the
potential for 3rd
party harassment
and appropriate
action is taken
when incidents
occur.
All
Head of
Finance
All
Director of
Academic
Planning
All
Director of
Estates and
Facilities
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
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APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
Action
5.5
Timescale
Re-launch the Dignity and Respect policy to
2011/2012
staff, students, visitors and contractors through
a poster campaign
Outcome
Protected
Characteristic
All groups are
aware of the
policy and the
D&R contacts
feel confident to
raise concern
All
Responsibility
Head of
HR and
Organisational
Development
Equality and
Diversity
Manager
Trade Union
5.6
Introduce a sensitive approach to protecting
the confidentiality of LGB complainants who
are not “out” in the organisation but who still
want to raise dignity and respect concerns,
complaints or grievances.
Sept 2011
As above
Sexual
Orientation
Head of
HR and
Organisational
Development
5.7
Introduce mediation as an early intervention in
the process of resolving conflict.
Sept 2011
Disagreement/
conflict are dealt
with quickly
through informal
routes reducing
the need for
protracted and
expensive formal
procedure.
All
Head of
HR and
Organisational
Development
As Above
All
5.8
Mediators, linked to action above, will be
May 2011
formally recruited from current D&R Contact
Officers’ and TU representatives and will attend
accredited training.
Professor of
Diversity
Head of
HR and
Organisational
Development
Professor of
Diversity
5.9
Develop a holistic internal mediation service.
2011
All staff &
students are
aware of the
mediation
service and
confident to
use it
All
Head of
HR and
Organisational
Development,
Head of Staff
Development,
Equality and
Diversity Unit
5.10
Incorporate the learning and action points
arising from the July 2011 Hate crime
conference, into this action plan.
2012
Informed policy
and practice
All
SSIS (School
of Social and
International
Studies)
Professor of
Diversity
Disability
Service
20
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2011-2015
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
Timescale
Outcome
Strengthen our external complaints
monitoring to ensure awareness and access for
marginalised/seldom heard groups.
2012
The University
will learn from
and improve
policy by
considering
external
comments/
complaints
UOB
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2011-2015
Protected
Characteristic
All
Responsibility
University
Secretary
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
5.11
Action
21
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
OBJECTIVE
6
We have established effective monitoring and oversight mechanisms and are
proactive in managing a comprehensive knowledge base about the diversity of our
University to assist in action planning which fulfil our equality objectives and legal
responsibilities.
Action
6.1
Timescale
Establish a monitoring group to advise on
Dec 2011
what information should be collected, what
should be reported and strategies to encourage
greater disclosure.
Outcome
Protected
Characteristic
Ensure that
the decisions
are based on
the fullest and
most relevant
information
available about
our staff and
students and
potential staff
and students
All
Responsibility
Professor of
Diversity
Student Union,
HUB,
Head of
HR and
Organisational
Development
6.2
Review monitoring systems and processes to
reflect the 2011census categories and guidance
from HESA and the Equality Act 2010.
2012
As Above
All
As Above
6.3
Repeat the staff equality and diversity audit
that first took place in 2009 to improve the
data available for analysis and planning.
2012
As Above
All
Head of
HR and
Organisational
Development
Equality and
Diversity Unit
22
6.4
Introduce equality monitoring at exit interviews 2012
Better
understand
the issues that
may affect the
retention of staff
All
Head of
HR and
Organisational
Development
6.5
Undertake regular reviews of corporate policies 2012
surrounding Equal Pay – broadening the
reports from sex and race to other protected
characteristics.
The University
moves beyond
compliance to
fully consider
the implications,
if any, of all
protected
characteristics
All
Head of
HR and
Organisational
Development
6.6
Continue to monitor our workforce and
pay profiles over time and ensure that any
employment data gaps are identified and
addressed by appropriate strategies.
Analyse data
to inform
employment
action planning
All
Head of
HR and
Organisational
Development
UOB
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2011-2015
2011/2012
ongoing
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
Timescale
Outcome
Responsibility
6.7
Build in equality monitoring at all relevant
and appropriate opportunities for example
staff and student Satisfaction Surveys – whilst
maintaining confidentiality.
2012/2013
Develop a
All
comprehensive
bank of
information
to target E&D
interventions and
better targeting
of resources
Head of
HR and
Organisational
Development
6.8
Disaggregate the responses to the staff survey
by protected characteristic and analyse the
results. Incorporate any actions arising from
them into this action plan.
2012/2013
As Above
All
Head of
HR and
Organisational
Development
6.9
Develop and implement an action plan in
response to staff satisfaction levels for staff
with protected characteristics using the
intelligence gathered from surveys and focus
groups.
2013/2014
As Above
All
Head of
HR and
Organisational
Development
Professor of
Diversity
APPENDIX 1 – EQUALITY AND DIVERSITY STRATEGY –
ACTION PLAN 2011-2015
Protected
Characteristic
Action
Staff Equality
Networks
6.10
Provide regular employment data reports to
relevant forums including EDC, HR Committee,
Equality Networks etc
Ongoing
Ensure all key
forums are
fully up to date
on current
performance and
issues
All
Head of
HR and
Organisational
Development
6.11
Externally publish HR and student data in line
with the requirements of the Equality Act 2010
by 31 December 2011.
Dec 2011
Ensure the
University meets
its legal duty
All
Head of
HR and
Organisational
Development
Head of
Strategic
Planning
6.12
Continue to publish EIAs on the external
website in line with the specific duties of the
Equality Act 2010.
Ongoing
As above
All
Equality &
Diversity Unit
6.13
Develop and implement an action plan
designed to achieve a place on top 100 index of
LBG friendly employers by 2013 using feedback
from our submission to the Stonewall 2011
index.
2012
Demonstrate our
commitment to
excellence
Sexual
Orientation
Respect Sexual
Orientation
Network,
Head of
HR and
Organisational
Development
Equality and
Diversity Unit
UOB
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2011-2015
E Q U A L I T Y A N D D I V E R S I T Y S T R AT E G Y
23
Equality and Diversity Unit
University of Bradford
Richmond Road
Bradford
West Yorkshire
BD7 1DP
01274 233070
[email protected]