Race Equality Policy Appendix

Table seven - Summary of progress against Action Plan March 2005
Area/specific task Action/development Progress to date
Revise race equality policy and action plan Redraft Race Equality Policy and action plan to reflect feedback obtained internally and externally Revised policy for 2004 presented to and agreed by all relevant bodies and published on the university website.
Consultation and communication
Further development of the Race Equality Policy Consult with staff and students and other interested parties (e.g. local community groups) using the range of consultation methods identified below on the contents of this policy and possible revisions. Information has been circulated & shared with staff & students, further consultation to take place prior to revision of action plan in Autumn 2005.
Introduction of a Race Equality Action Group Identify group members, agree scope of group & terms of reference (See race equality policy) Following the success of the EODC network as a forum for sharing ideas & good practice, the increased importance of co-ordinating activity designed to support race equality with other diversity initiatives (e.g. a diversity report) and the lack of initial interest from staff for an ethnic minority forum, it has been decided not to take the idea of a Race Equality Action Group forward at this time. The University will be happy to reconsider the initiative in the future if it seems appropriate.
Set up of staff and student race focus groups Employ services of an external consultant, select black and ethnic minority staff & students for groups to discuss current policies & procedures and issues of concern & importance. Student groups have taken place, staff groups will follow later in 2005
Re-introduction of ethnic minority forum Identify budget to support the forum. Identify lead student /member of staff to take on development of the forum, agree scope and term of reference. The University has promoted its support for a forum widely but initial interest has been limited. The University will continue to support the initiative and consider other ways of supporting staff from ethnic minority backgrounds.
Embed consultation on race equality into monitoring mechanisms and consider alternative methods of consultation Consider how consultation could be built into current monitoring mechanisms (e.g. module assessments, staff and student satisfaction surveys, annual course reviews , PDR’s ) and consider alternative methodologies (e.g. questionnaires in staff and student magasines and on the web)

Staff and student surveys, assessing satisfaction with the University can now be analysed by ethnicity. Further work to take place to consider how mechanisms such as module assessments, annual course reviews, PDR’s etc can be used, and on how questionnaires can be developed.

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 & accompanying action plan and attend the introduction session on equal opportunities Introduction day is now compulsory for all new staff. All attendees receive a copy of the Race Equality Report
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 courses such as CMLP and recruitment & selection.
Develop a training session for managers that ensures they understand the university’s expectations of them in promoting and achieving diversity , including race equality Training on diversity for new line managers and new teaching staff was offered as part of OCSLD training menu. Initial interest was low. Need to consider ways of promoting course and improving staff attendance.
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 Slower than anticipated development of monitoring has meant University has been unable to review this as of March 2005. Further work to be done during remainder of the year.
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 See Race Equality report for details of how the University has progressed with monitoring activity.
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 Analysis of data currently taking place, results to be considered as part of the R&S impact assessment.
Publishing of results of monitoring To report annually, via the Race Equality Report, the results of monitoring. Report published
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 The retrieval, formatting and analysis of student statistics at university level was due to be considered under the BPR project from November 2003. The project includes development work to enable statistical analysis to take place but the timing of the work has had to be deferred due to priorities elsewhere within the project. It is anticipated that the BPR project plan will reassign a deadline towards the end of the 2004/05 academic year.
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 As above the BPR project plan includes development work to enable statistical analysis to take place but the timing of the work has had to be deferred due to priorities elsewhere within the project. It is anticipated that the BPR project plan will reassign a deadline towards the end of the 2004/05 academic year.
Publication To report annually, via the Race Equality Report, the results of monitoring.

Data currently available published in report. See above for timings effecting publication of more detailed information

Harassment/grievance/discipline
 
  • Revise Harassment and Bullying policy to ensure that it fully embraces race equality
  • Launch and publicise revised policy
  • Monitor and review policy to ensure fairness of application across all racial groups
  • New policy recently put in place.
  • Publicity to highlight new policy to follow later in 2005
  • Monitoring of harassment and bullying complaints and discipline and grievance cases by ethnicity taking place.
Recruitment and 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. E.g. through the university mentoring scheme, employment skills workshops within the local community, advertising targeted at black & ethnic minority groups and links with the local F.E college to encourage participation of students on work experience and modern apprenticeship schemes. University actively engaging with local community. See Race Equality Report for full details.
Recruitment & 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 Recruitment & Selection training compulsory for any staff sitting on R&S Panels
Community relations
 
  • Improved links and partnership working with black and ethnic minority community groups developed through the Strengthening Community Links initiative
  • Representatives of black and ethnic minority groups are invited to sit on the Race Equality Working group
  • University supports community initiatives such as Black History Month
  • See Race Equality Report for activity designed to support community relations & Black History Month
  • See above for details of Race Equality Working Group
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. Work still needed to progress this initiative.
Contractors and suppliers

Contracting and outsourcing procedures to include a provision that contractors must accept a duty to actively promote race equality

Contractors receive training on expectations of University as to their behaviour and responsibilities. Further work needed in this area.
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. Table six of main report details proposed targets for recruitment of students from ethnic minority groups. The Head of Admissions has introduced appropriate systems to allow reasons for decisions whether they be offers, conditional or unconditional, or rejections, to be recorded for each applicant.
Curriculum The development of an internationally focused inclusive curriculum Activities such as the Learning & Teaching forum, DIDIT awards & celebrating diversity taking place (see main report) to support curriculum development.
Achievement and assessment Set up a working group to develop a policy and code of practice on EOD in the assessment of students New policy and code of practice on assessment of students demonstrating importance of EOD in place
  1. Introduction
  2. Context of report
  3. The Equal Opportunities and Diversity Network
  4. Training and awareness raising
  5. Consultation and communication
  6. Community links
  7. Monitoring staff
  8. Monitoring students
  9. Next steps
  10. Summary
  11. Appendix: Progress against action plan

 

Equal opportunities and diversity