Revised Race Equality Action Plan, May 2004

Area/specific task Action/development Success criteria Lead Timescale
Revise race equality policy and action plan Redraft Race Equality Policy and action plan to reflect feedback obtained internally and externally Revised policy presented to and agreed by all relevant bodies and published on the University website EODC, Director & Deputy Director of HR, Director of A&SA May 2004
Consultation and communication
Further development of the Race Equality Policy Consult with staff and students and other interested parties (eg local community groups) using the range of consultation methods identified below on the contents of this policy and possible revisions. Awareness of revised policy amongst staff students and other interested groups EODC

October 2004

All staff and students and local community groups have had the opportunity to feedback on the revised policy January 2005
Introduction of a Race Equality Action Group (REAG) Identify group members, agree scope of group and terms of reference (See race equality policy) Group active in agreed areas and feeding into agreed action areas Director of HR, EODC October 2004
Set up of staff and student race focus groups Employ services of an external consultant, select black and ethnic minority staff and students for groups to discuss current policies, procedures and issues of concern and importance. Eg recruitment and selection, staff development and training, admissions procedures and student progression, complaints and grievance procedures Feedback obtained on current policies and procedures and on issues of concern and importance EODC, external consultant Sept 2004 and ongoing
Re-introduction of ethnic minority forum Consider how consultation could be built into current monitoring mechanisms (e.g. module assessments, staff and student satisfaction surveys, annual course reviews, PDRs ) and consider alternative methodologies (eg questionnaires in staff and student magazines and on the web) Evidence available that Race Equality is embedded into current monitoring and new methodologies have been used when appropriate HR, ASA, EODC, REAG July 2004 and ongoing
Training and staff development
Equal opportunities awareness training for new staff Ensure all new staff are provided with a copy of the race equality policy and accompanying action plan and attend the introduction session on equal opportunities All new staff are aware of the policy and understand the importance of race equality and the weight given to it by the University EODC with support from Deans, Directors and line managers Current and ongoing
Equal opportunities awareness training for all staff Identify where equal opportunities and diversity training could be included into current staff training and development provided within the University Equal opportunities and diversity training is embedded with training framework of the University HR, OCSLD July 2004 and ongoing
Develop a training session for managers that ensures they understand the University’s expectations of them in promoting and achieving diversity, including race equality Most managers have received diversity training and are aware of its importance in the workplace HR, EODC, OCSLD Commenced March 2004
Access to staff development Monitor take up of staff development opportunities by ethnic group. If imbalances are seen to exist review staff development and training allocation procedures Equality of access to, and take up of, staff development and training HR Managers in conjunction with EODC June 2004 and ongoing
Monitoring - staff
Review monitoring data available Review what monitoring data is available and how it is collected and stored. Where gaps exist put in place mechanisms for obtaining information Appropriate and actionable data is available at University, school and directorate level EODC, school and directorate EODCs June 2004
Identification of under-represented groups Use available data to identify and analyse under-represented groups at a school and directorate level. Where imbalances are highlighted consider targets and action plans with reference to the University’s HR strategy Appropriate targets set

REAG, EODC, school and directorate EODCs, Director of HR

June 2004 and ongoing
Publishing of results of monitoring To report annually, via the Race Equality Report, the results of monitoring. Published report Director of HR April 2004 and annually
Monitoring - students
Review Review what monitoring data is available and how it is collected and stored. Where gaps exist put in place mechanisms for obtaining information Appropriate and actionable data is available at University and school level Academic Registrar November 2004
Identification Use available data to identify and analyse under-represented groups at a school and directorate level. Where imbalances are highlighted consider targets and action plans Appropriate targets set Deans/EODCs November 2004
Publication To report annually, via the Race Equality Report, the results of monitoring. Published report Director of HR April 2004 and annually
Harassment/ grievance/ discipline Revise harassment and bullying policy to ensure that it fully embraces race equality New policy in place Deputy Director of HR, EODC, Academic Registrar May 2004
Launch and publicise revised policy All staff and students are aware of revised policy School and directorate EODCs

July 2004

Monitor and review policy to ensure fairness of application across all racial groups Policy is applied fairly REAG July 2004 and ongoing
Recruitment & Selection
Under-representation of black and ethnic minority groups within the workforce Use the positive action allowed in the RR(A) A to tackle under representation, eg through the university mentoring scheme, employment skills workshops within the local community, advertising targeted at black and ethnic minority groups and links with the local FE college to encourage participation of students on work experience and modern apprenticeship schemes Increased numbers of staff from black and ethnic minority groups are applying for, and obtaining jobs at the University OSCLD, EODC, NVQ Project Manager To start April 2004
Recruitment and selection panels Ensure that all members of recruitment and selection panels have been on the revised R&S training course which emphasises the importance of diversity and non-discriminatory interview techniques All panel members have been on training. HR Managers, Deans and Directors Ongoing
Community relations Improved links and partnership working with black and ethnic minority community groups developed through the Strengthening Community Links initiative Greater interaction and involvement of BME groups with the University and vice versa . Director of HR, EODC Ongoing
Representatives of black and ethnic minority groups are invited to sit on the Race Equality Working group BME community members siting on REAG
University supports community initiatives such as Black History Month Events organised for BHM involve the University October 2004
Partnership activities Development of a partnership protocol that secures the commitment of partners to operate within the University’s race equality policy and the principles it seeks to advance by implementing them. Protocol in place Director of HR, Director of ASA June 2004
Contractors and suppliers Contracting and outsourcing procedures to include a provision that contractors must accept a duty to actively promote race equality Requirement in place Director of EFM June 2004
Admissions and access To improve the percentage of the total student body from ethnic minority backgrounds. A minimum target with reference to HEFCE benchmarks has been set in the context of the University’s widening participation strategy. Percentage improved UK recruitment/ widening participation task force Ongoing
Curriculum The development of an internationally focused inclusive curriculum Curriculum reflects the diversity of all the communities studying at the University Deans of schools, teaching staff Ongoing
Achievement and assessment Set up a working group to develop a policy and code of practice on EOD in the assessment of students Importance of EOD demonstrated in the policy and code of practice on assessment of students Head of Student Services/ Deputy Director HR July 2004

 

Equal opportunities and diversity