Race Equality Report 2005

9. Next steps

Diversity report

From 2006 reporting on race equality will be through an annual diversity report. As well as reporting on activities undertaken to promote race equality it will look more broadly at diversity as a whole and will in future incorporate our duties to report on disability equality as laid out in the forthcoming Disability Discrimination Bill. It will also reflect our progress in meeting the duty of public authorities to promote equality of opportunity between men and women (the gender duty) as laid out in the Equality Bill.

Monitoring and impact assessment

The focus of monitoring activity over the last 12 months has been on improving the quality of the data. Since January 2005 additional staff time has been put aside to ensure that the data is analysed effectively. A full impact assessment of the University’s recruitment and selection statistics and policy is currently being undertaken. Any other policies identified as requiring further analysis will be addressed later in 2005.

The impact of HERA (mentioned in section 7 above) on the data will be carefully monitored to ensure minimum disruption to the quality of data provided by the University. The University will have to identify a methodology for monitoring staff progression through the HERA grading scale.

Project management

The University has introduced a University wide project management tool. Additional questions are being added to the tool to ensure that the potential impact of any new project on equality in general and race equality in particular has been considered before the project is taken forward.

Community involvement

The University will continue to develop its links with the local community through the Strengthening Community Links forum and other initiatives.

It is working with Oxford Community School to explore the possibility of setting up a structured Work Experience programme for young people in years 10 to 13.

The University is investigating the possibility of developing a developing a work shadowing programme that supports members of the local community (especially people from BME groups) who need experience at more senior levels of the organisation than are covered in traditional work shadowing programmes.

Oxford Brookes is keen to develop its ‘off the page’ recruitment activities. The University is increasing its presence at local community events and is in the process of developing promotional material designed to attract interest from the local community.

Communication and consultation

Oxford Brookes will continue to explore ways of improving communication and consultation channels within the University, particularly for staff from minority ethnic groups who are currently under-represented in the staff profile.


Using the EODC network as a forum for sharing ideas and expanding good practice the University will develop a focused training strategy for the next academic year (and onwards) ensuring that differing staff needs with relation to race equality in particular and diversity in general in the areas of awareness, understanding and implementation are addressed appropriately.

Students admissions

The University believes that the primary criterion for measuring the success of its access measures is the percentage increases in enrolled students from state schools. The University has considered the value of establishing its own milestones in relation to increasing the numbers of state school applications and enrolments and agreed that statistical milestones are important in order to maintain momentum in the creation of new access initiatives and the assessment of the effectiveness of such measures.

The University considers that statistical milestones should be realistic and achievable. Oxford Brookes is located in a prosperous region where the cost of living is higher than the national average and while the University attracts students from all regions of the UK, its traditional markets have been drawn from London, the Home Counties and the West Country. Increasing participation remains a challenge therefore and the University is placing considerable resources and effort into meeting its own milestones.

It has therefore been proposed that the University establish the objective of increasing state school participation to 75% by 2010 with annual increases as shown below. Agreement has yet to obtained from OFFA for the proposed milestones.

Table six: Proposed milestones for participation for students from state schools, ethnic minorities and lower socio economic groups
Year State school Ethnic minorities Low socio economic groups
2006 68% 9% 21%
2007 68% 10% 21%
2008 70% 10% 22%
2009 72% 11% 23%
2010 75% 11% 23%

Monitoring arrangements

The University will undertake a comprehensive annual monitoring exercise of the effectiveness of its access measures. Such a review will consider both quantitative and qualitative performance indicators and reports will be submitted to the executive and academic committees as appropriate. The monitoring data collected throughout the application cycle will form the basis of the annual monitoring report submitted to OFFA (Office for Fair Access) each year.

The allocation of bursaries will be monitored and the numbers of eligible students will be recorded together with the numbers of requests made, and allocations granted to students for additional financial aid.

A review of the annual plan of outreach activity will be produced and an evaluation of the key objectives within the plan undertaken.

Tracking of applications from students falling within the widening access definitions will be monitored and reported upon.

Enrolment data will be collected by school type, low socio economic groups, low participation neighbourhoods and ethnic minorities and measured against the milestones set within the table above.

The annual report will be considered in detail by relevant central directorates together with the academic schools before receiving formal consideration at the Executive Board and the Academic Board. Action plans arising from the annual report will be assigned to named university officers who will be responsible for implementation.

  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