Equality Objectives & Action Plan

Transcription

1 Equality Objectives & Action Plan Following publication of the College s Equality & Diversity Annual Report 2012, an internal consultation with relevant stakeholder led to the identification of seven key equality objectives as a focus for work until 6 April These objectives are reviewed in the light of each subsequent Annual Report and revised as appropriate with more detailed actions identified to support each overall goal. The objectives cover a range of protected characteristics that the College has recognised require further action in order to eliminate discrimination, harassment and victimisation; advance equality of opportunity; and foster good relations. The objectives as outlined below include an overview of College-wide activity to be implemented over the four years to 6 April Schools and Directorates are encouraged to devise their own local action plans based on the information contained in the Annual Report and broad actions below. In addition, the Equalities Staff will be seeking to establish project groups to take priority elements of the plan forward and representatives from particular Schools and Directorates will be asked to join and contribute to these as appropriate. If areas are uncertain about the best way to make a contribution to the plan, they should contact Debbie Epstein, Equalities Manager, Tel: or debbie.epstein@kcl.ac.uk Progress against these objectives will be monitored centrally by the Diversity and Inclusion Steering Group and will be reported on a termly basis to the Principal s Central Team. 1 Ensure equality and diversity is embedded in everything the College does Actions Tasks Implementation by Lead responsibility Consideration of how best to roll out mandatory training for all staff covering equality, diversity and unconscious bias Unconscious bias workshops delivered to Academic Staff Committee and School Executive Boards Unconscious bias training delivered for all Athena SWANrelated staff E&D and unconscious bias module developed for Fit for King s Proposal developed for provision of unconscious bias and E&D Training for all staff Options for face to face module on recruitment and selection and admissions and unconscious bias produced and Term Director of HR-OD Dep. Director Estates 1 The following abbreviations have been used throughout the action plan, Human Resources (HR), Organisation Development (OD), Remuneration & Policy (R&P), Information Development & Analysis (IDA), Student Data and Analytical Services (SDAS), Student Conduct and Appeals (SC&A), Health, Environmental and Safety Protection Office (HESPO), Disability Advisory Service (DAS), Academic Support & Quality (ASQ), Diversity and Inclusion Steering Group (DIG) 2 Supporting Team/individual is provided in brackets 1

2 1.2 Consideration to be given to development of joint informal process covering both staff and students for dealing with complaints of harassment, bullying and discrimination with network of trained harassment advisers 1.3 Equality Analyses Framework promoted and built into the development and review of policies submitted to DIG for approval New training programme delivery completed Proposal developed and agreement sought Policy drafted and approved Term Director R&P Network recruited and trained Term (HR-R&P) support for network members identified Term Publicity campaign delivered and network and policy (HRlaunched R&P) Finalise framework Devise mechanisms for routine consideration when policies revised or developed Schedule for priority areas for analysis devised and agreed 1.4 Equality Analysis of Recruitment Work undertaken to improve systems (e-recruitment or otherwise) for collection of recruitment data Action taken to improve the usage of data collection systems by users Equalities practice embedded into guidance and policy relating to recruitment 1.5 Diversity & Inclusion Steering Group Group meets termly to progress the action plan and hold established to lead on matters at contributors to account the College Reports provided to PCT 2 Implement comprehensive equality monitoring and analysis across the College 2.1 Key points of learning in relation to data analysis embedded into future annual reporting Colleagues with responsibility for providing data to inform the annual report briefed on amendments and improvements Data provided for 2014 Annual Report according to brief Annual report 2014 produced Terms 2 & Terms 2 & Termly after each meeting January 2014 March April 2014 (HR-R&P) (HR-R&P) (HR-R&P) VP- Innovation & Research VP-Innovation & Research, Director of Admissions, Head of SDAS As above 2

3 2.2 Consideration of an approach to recording and monitoring cases of staff and student bullying and harassment that reach the formal and informal stage Best practice in relation to monitoring in this area collated from the sector Proposals shared for approval Process developed Process publicised 2.3 Consideration of an approach to recording and monitoring cases of Assess the processes required to collect and collate this information staff disciplinaries, grievances and Proposal devised for discussion and approval training Process developed and shared 2.4 Consideration of an approach to Assess the processes required to collect and collate this recording and monitoring student information regulatory activity Proposal devised for discussion and approval Process developed 2.5 Improvements to E-recruitment to Systems reviewed and developed to enable collection of ensure usable data is produced relevant data (E-recruitment or otherwise) Interventions developed and rolled out to improve the use and quality of data input 3 Increase the proportion of women in senior academic roles 3.1 Implementation of the College s See separate Bronze action plan for details of 43 specific Bronze Athena SWAN Action Plan actions reporting of progress and barriers to the Athena SWAN Steering Group 3.2 Achievement of Athena SWAN Based on the agreed Athena SWAN submission deadlines for Silvers in all the by each submitting unit: April 2015 Data provided to submitting units in a timely fashion to inform their activities Units analyse data and devise suitable actions Interventions are implemented Impact of interventions measured Submissions drafted and finalised Implementation of Silver Action Plans 3.3 Participation in the Gender Charter Department of Social Science, Health and Medicine (SSHM) Mark by the Schools of Arts and to submit for Bronze by April 2014 Humanities, SSPP and Law Once Charter Mark launches, three Schools to actively engage in Champions Network and embark on data 3 Term Term Term Term Term Term Term Term until April 2015 when combines with DIG Terms 2 & April 2014 (HR-R&P, SC&A) Manager SC&A and Director HR-R&P Manager SC&A and Director HR-R&P Manager SC&A (HR- OD) Manager SC&A Manager SC&A HR Services Centre Manager HR Services Centre Manager (various Directorates) HR-IDA, SDAS Admissions Head of Department SSHM Heads of School Arts & Sciences

4 analysis/action planning cycle (October) At least one School to submit to the Charter Mark in its first round November (Estimate) 4 Increase the representation of Black and Minority Ethnic (BME) academic and non-academic staff 4.1 Participate and submit to the Race Form a small working group to initiate activity in this area Charter Mark Working closely with the BME staff network, review data and devise an action plan Identify School and Directorate representatives to join a project group to deliver on the plan Deliver on action plan at School and College level Terms Submit to the Race Charter Mark Termly reporting to the Diversity and Inclusion Steering Group on progress 5 Raise awareness of disability and improve the participation of disabled students and staff 5.1 Staff Disability Support Group to Additional resources to be drafted and available via the web deliver on its action plan to Proposals for additional resourcing to be shared with HR improve service provided to Managers and COE for approval disabled staff Schemes to be put in place 5.2 College wide campaign to improve Proposals for campaign to be devised and shared with staff self-reporting of Equal networks and unions Opportunities monitoring data Awareness campaign put in place to help improve engagement with the process All staff contacted and invited to update their information via the web 5.3 Improving the representation of Issues identified in this report to be shared with the Disability disabled students and their lower Advisory service to assess scope for a specific project in this attainment area Head of School Arts & Sciences (BME Network) (Representatives from Schools/Directorates) (HESPO) Manager IDA (HR- OD) (DAS) 4

5 6 Ensure all students have equal opportunity for high attainment 6.1 Delivery of the BME student Formation of a working group to scope out the issues attainment project to identify Consult with students to test proposals causes for lower attainment and Identify final interventions and pilots put in place interventions to Form a delivery group to deliver on the actions improve Termly reporting to the Diversity and Inclusion Steering Group Once pilots established consider whether further interventions are required to tackle issues with Mature, Disabled and Male students 6.2 Review the equalities aspects of Regular discussions to keep apprised of changes to programme review and approval methodology in these areas and ensure that equalities issues are factored in to any revisions 7 Ensure all prospective students have equal access to learning 7.1 Undertaking statistical significance Review available and relevant data and source benchmarking testing on 2012 Admissions data data If findings identified, scope out and agree parameters of the project 7.2 Low retention of BME undergraduate students into postgraduate study Design and delivery of the project Review available and relevant data Scope out and agree parameters of the project Design and delivery of the project January 2014 April-May 2014 May-August 2014 Annually in May Term Term Term Term VP-Education (KCLSU) VP-Education (Working Group) VP-Education (Delivery Group) (ASC) (Admissions) (Widening Participation) 5