Equality and Diversity Office

Transcription

1 Equality and Diversity Office Executive Board to note. E&D Committee Annual Report 2012/13 1 Introduction This paper reports on the work of the Equality and Diversity Committee (EDC) during 2012/13 and looks forward to key areas of development in 2013/14. The committee (a sub-committee of the Executive Board) has had a very successful year following the move of E&D from the HR Directorate to the Secretariat in February 2011 and a new model of working. The committee during 2012/13 was chaired by Member of Council, Anne Watts. In addition to the Chair, the Committee comprised the Dean of FAHS, Director of Corporate Services, two academic representatives; two professional services representatives, University Secretary and Legal Counsel, Head of Equality and Diversity, Equality and Diversity Adviser, Deputy Director of Human Resources, Head of PR & Communications, Academic Registrar; Trade Union representatives; University Chaplain, Disabilities Coordinator and Student Union VP Welfare. The committee meets 3 times per year. The Equality Agenda is set within the context of the University of Surrey s mission, its vision, core values and the strategies required to support these. It aims to promote equality across the full range of University activities, in employment, teaching and learning and as a partner working with and within local, national and international communities. The EDC focuses its attention on key equality priorities for the University which are designed to ensure that equality and diversity are embedded in everything we do. The University has two key overarching equality objectives which are: 1) To ensure that the University has comprehensive and high quality data to support the delivery of an inclusive and supportive environment for all staff, students and stakeholders. 2) To identify barriers and take action to improve diversity amongst staff and students and to ensure that the University is representative of the community it serves. 1.1 For a copy of the Terms of Reference for the EDC and the full membership list during 2012/13 see Appendix A. 2 Athena SWAN The University of Surrey was awarded an Athena SWAN Bronze University Award in April 2013, demonstrating its commitment to the Athena SWAN principles. The Athena SWAN Awards recognise success in developing employment practices to further and support the careers of women in science, technology, engineering, maths and medicine (STEMM) departments in higher education. Following the success of this award, the University is now E&DC report for EB 2012/13 v /11/2013

2 embarking on a programme for bronze, silver and gold awards at organisational and departmental level. Athena SWAN silver award will be a requirement for academic departments applying for funding from the National Institute for Health Research (NIHR). Currently the value of live awards from NIHR funding is c 430K with the value of applications in the pipeline at c. 3.4 million. Other funding bodies are likely to follow suit in requiring Athena SWAN award status from applicants. Other benefits for Surrey include employer brand benefits such as a raised profile as a good employer for female academics in STEMM, releasing untapped potential amongst academics and the opportunity for networking and sharing best practice and support between members. 3 REF Equality The Equality and Diversity team has been an integral part of the preparations for REF 2014 following HEFCE s requirement that all HEI s making REF 2014 submissions provide REF specific E&D training to all colleagues with responsibility for selection of staff. ECU (Equality Challenge Unit) guidance was circulated to all HEI s E&D and Staff Development Managers to review. The University REF Equality and Diversity Advisory Panel (EDAP) led by Professor Michael Kearney has established key guidelines, the REF Code of Practice, to ensure the University delivers a strong research profile. HEFCE has also required Equality Impact Assessments to be undertaken at key stages during the process to monitor impact on protected groups. 4 Disability A number of areas of work are underway via the Disability equality group (a sub-group of the EDC) to lead and progress this area of disability equality. There have been positive developments to improve the campus experience of staff, students and visitors with disabilities through an on-going programme of accessibility improvements. These include lifts, ramps, dropped curbs, signage, step improvements and hearing loops. Work is underway to ensure disability representation at key stages of building development and major refurbishments. There is also a project in place to improve the process for staff with disabilities to access and receive appropriate support and reasonable adjustments. This work feeds into the Employer brand work being undertaken by HR. 5 Employment Works The Employment Works scheme is a joint initiative run by the University of Surrey with Surrey County Council, Guilford College and Freemantle School. The scheme sees the University host students with learning disabilities in various locations around the campus. The aim of the project is to give each of these students the opportunity to develop skills and hands on experience in the workplace that will improve their future employability. Over the last 3 years we have provided 33 placements, and of those we have supported here, 4 have been offered jobs with us, 11 have used their new skills to find work elsewhere, and 3 are undertaking voluntary work. This year the University gave placements to 12 students, and we have received a number of external awards for our involvement with the Scheme. The project is an on-going initiative and will continue for a fourth cohort of students next year. 6 LGBT An LGBT equality group was set up in January chaired by Professor Diane Watt with a focus on 4 areas: Policy and Compliance, Communications, Support and Outreach. The University became members of the Stonewall Diversity Champions Programme and will be submitting an application for a place in the Workplace Equality Index in September The University of Surrey scored 9/10 in the Stonewall 2014 Gay by Degree guide and was given a positive E&DC report for EB 2012/13 v /11/2013

3 mention alongside other Universities including UCL, Cardiff and Birmingham in the article Leaders show how to build gay-friendly campus in the THE, 27 th June 2013, p11. 7 Faith Plans are underway to develop a working group to focus on issues of faith within the University context with a specific focus on improving multi-faith working across faith communities. This will begin with consultation in the new academic year. It will work across faiths through chaplains and student faith societies. GM noted the need for multi-faith working and education even if the planned Multi Faith Centre is not yet built. The need for widespread awareness of the freedom of speech and religious expression on campus especially in USSU was noted. 8 Dignity at Work and Study A new policy has been drafted to make clear the University s approach to providing a workplace and study environment where dignity and respect are valued and ensure a cohesive response to staff, students and visitors who experience harassment, bullying or victimisation. A programme of training and implementation of this new policy will commence from Autumn Student Pregnancy and Maternity During the University was required to respond to a complaint regarding inadequate provision of support and adjustments for a student who was pregnant. After reviewing the case, the University Secretary & Legal Counsel requested the development of guidelines regarding maternity/paternity support for students. These were developed by Student Support Services in consultation with the E&D team and approved at E&D Committee in November Equality Analysis The E&D team moved away this year from an externally sourced equality impact assessment toolkit to developing its own in house method for analysing the equality impact of relevant policies. Equality Analysis is a tool to help consider the effect of activities on different groups of people and to make sure that policies, services and decisions work well for everyone. It involves considering evidence and engaging with user groups to understand impacts and experiences. E&D have worked closely with Business Support Services to embed Equality Analysis as part of the University Policy review and implementation process. 11 Going forward Developments for 2013/14 Online Diversity Training for Staff and Students E&D are working with Staff Development to bring a fresh approach to online diversity training which will be rolled out across all staff through a self-registration process. This work is being undertaken in partnership with Marshall ACM who are specialist providers of online diversity training. We will also be looking at how we can effectively provide engaging diversity training/awareness raising to students via appropriate methods e.g. smart mobile devices. Faith Working Group Consultation will commence in the Autumn 2013 with a view to developing a working group to focus on issues of faith within the University context with a specific focus on improving multi-faith working across faith communities. E&DC report for EB 2012/13 v /11/2013

4 Race Working Group Work will commence in the Autumn 2013 to establish a race working group to focus on race issues at the University and to ensure that any barriers to cultural diversity at all levels within the University are identified and overcome. Widening Participation The Equality and Diversity Team will work more closely with the Widening Participation and Outreach Department in 2013/14 to develop and co-deliver events and activities to effectively mainstream Widening Participation and Equality across the University. These actions will include:- On-going training for new and more established staff to encourage a greater understanding of equality and diversity issues as well as how to develop inclusive practices in work and education; Developing joint materials to ensure developments in equality and diversity are regularly disseminated and communicated to internal and external stakeholders. Ensuring that Widening Participation issues are integrated into the work of the Equality and Diversity Committee Working Groups. Equality Analysis of the University s In2Surrey Compact Scheme as a good practice measure. Equality and Diversity Communications Strategy There will be a greater emphasis on promoting equality and diversity awareness through various University-wide communication tools and the E&D team are working with Marketing and Communications to schedule articles and events at appropriate times throughout the year. A new E&D Website will also be launched in the Autumn. In conclusion, it has been a very successful year for Equality and Diversity and we will continue to drive forward the equality agenda in 2013/14 to ensure that equality and diversity are embedded in everything we do here at Surrey. By recognising and celebrating the positive value of a rich and diverse staff and student community which values and respects the contribution of each individual, we can ensure that the University can meet its ambitious strategic aim of being a leading international University with a reputation for excellence and quality. Equality and Diversity Team: Angie Cousins and Jo McCarthy-Holland E&DC report for EB 2012/13 v /11/2013

5 EQUALITY AND DIVERSITY COMMITTEE MEMBERSHIP and TERMS OF REFERENCE COMPOSITION and MEMBERS Members Name Office/ Will serve until Chair: Appendix A Council Member Ms Anne Watts Nominated: 1 Dean of Faculty Prof Phil Powrie Oct members of Academic Staff Prof Tom Quinn Oct 2014 Prof Diane Watt Oct members of Professional Services Mr Rotimi Akinsete Oct 2014 Mr Peter Brinkley Oct 2014 Ex-Officio: Director of Corporate Services Mr Greg Melly Deputy Director of Human Resources Karen Chessman University Secretary and Legal Counsel Ms Sarah Litchfield Head of Equality and Diversity Mrs Angie Cousins Head of PR & Communications Ms Karen Porter Students Union VP Welfare Mr Tom Windibank University Chaplain Rev Andrew Bishop Disabilities Coordinator Mr John Beaumont Equality and Diversity Adviser Mrs Jo McCarthy-Holland UCU Trade Union Representative Dr Ellen Seiss Unison Trade Union Representative Vacancy Unite Trade Union Representative Mr Mike Hassell In attendance: Committee Secretary TERMS OF REFERENCE 1. To champion Equality and Diversity throughout the University by:- commissioning strategic pieces of work that enable the University in fulfilling its responsibilities on equality and diversity; raising ambition at every level of the equality agenda to inspire strong leadership, removing barriers to change; E&DC report for EB 2012/13 v /11/2013

6 empowering all staff and students, through the insightful use of evidence and by providing guidance and tools on assessing and improving performance; defining what success looks like, identifying and advising on priorities for equality and diversity, celebrating success; using influence to embed equality and diversity in the policies of the University and its day to day business, identifying relevant process levers to ensure consistency of approach within policy and strategy; ensuring the Executive Board has the tools and information necessary to improve performance on equality and diversity, and provide staff and students with assistance on achieving and measuring progress and outcomes. 2. To advise the Executive Board on the effectiveness of the University s Equality and Diversity Strategy and where appropriate to recommend changes in policy. 3. To co-ordinate the University s Equality and Diversity activity for staff, students and visitors. 4. As individual equality champions to bring any equality concerns to the attention of the committee and the University Legal Counsel. PROCEDURES Membership: As noted above. Chairperson: Member of Council. Terms of appointment: Unless otherwise stated, ex-officio members remain a member of the EDC or the length of their appointments. Nominated membership is for two years. Quorum: Not less than one half of membership. Delegated Powers: The Committee is a sub-committee of the Executive Board and has delegated powers from the Executive Board to promote equality and diversity. Frequency of meetings: Three times a year. E&DC report for EB 2012/13 v /11/2013