Key to Protected Characteristics
Age / Disability / GenderIdentity / Race / Religion or
Belief / Sex / Sexual
Orientation / Pregnancy or
Maternity / Marriage or Civil
Partnership / Eliminate unlawful discrimination / Advance equality of opportunity / Foster good relations
UNIVERSITY OF WARWICK – EQUALITY OBJECTIVES 2011 – 2015
DRAFTEQUALITY OBJECTIVES 2011 - 2015 / SUCCESS MEASURES / PROGRESS / Protected Characteristics / Equality Duties
Age / Disability / Gender Identity / Race / Religion or belief / Sex / Sexual orientation / Pregnancy or maternity / Marriage or Civil Partnership / Eliminate unlawful discrimination / Advance equality of opportunity / Foster good relations
OBJECTIVE 1 – To ensure that the University’s strategic committees are able, through their membership and activities, to understand the needs and perspectives of protected groups and address equality and diversity issues throughout their activities.
Rationale: To raise awareness of and support the embedding of equality and diversity issues into strategic decision making committees
(a)Ensure that University strategic committees are trained and informed of Equality and Diversity issues, such as legislation and understanding the needs and perspectives of protected groups. To ensure that equality and diversity is embedded into every day business.
TIME FRAME: ONGOING
ACCOUNTABILITY: University Committee Chairs, members and wider employee base, Staff/Students / Committee minutes will indicate that relevant committees considered equality dimension where appropriate to the specific decisions taken.
Increased uptake and record of E&D training given.
Raise awareness. Equality analysis to be embedded into culture of University. Inclusivity in all activities. / New Equality Analysis Toolkit with e-learning module – Jan 2012 to review and update policies.
E&D Training Schedule (to include Equality Act) / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(b)The Equality and Diversity Committee (EDC) to meet each term to review and make recommendations to Steering/Senate on the development of the E&D strategy, including the amalgamation of the Single Equality Action Plan into this document.
TIME FRAME: ONGOING
ACCOUNTABILITY: EDC reporting to Senate and Council / University Committee Minutes. Agreed scheme and equality objectives.
Informed staff on E&D matters. / Single Equality Action Plan (SEAP) and Athena Action Plan to be combined with this document.
E&D Training Schedule (including Equality Act) / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(c)Departmental E&D representatives to attend termly E&D Network Meetings to communicate E&D strategy into academic and service departments. To raise awareness of E&D issues by holding E&D event/awareness days.
TIME FRAME: ONGOING
ACCOUNTABILITY: Equality and Diversity Network Group, Dept E&D Reps, Staff/Students and other Stakeholders / Staff more informed. E&D embedded into culture of depts. Raised awareness of E&D through staff participation.
Up-take of E&D training
Successful induction training. / Dept E&D representatives appointed – August 2011 and Spring 2012. New training schedule for Autumn 2011 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(d)To ensure the REF Code of Practice includes all required E&D information as required by HEFCE and demonstrates fairness to staff by addressing the principles: Transparency, Consistency, Accountability and Inclusivity. That the code of practice is communicated to all staff involved with REF.
TIME FRAME:April 2012
ACCOUNTABILITY:REF Steering Group, REF Coordinator, HR E&D Advisor, Heads of Department, Research Staff Cttes. / Equality Impact Assessment to avoid discrimination of any of the protected characteristics.
Approval and acceptance of the Code of Practice by HEFCE.
Successful REF submission. / Equality and Diversity paper informing REF Steering Cttee of the requirements of the Code of Practice – Dec 11.
Drafting Code of Practice – Jan 2012.
E&D training for all staff involved with staff selection for the REF – Spring 2012 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
OBJECTIVE 2 – Raise the profile and visibility of equality and diversity initiatives across the University
Rationale: To raise awareness of and support the embedding of equality and diversity issues
OBJECTIVE / SUCCESS MEASURES / PROGRESS / PROTECTED CHARACTERISTICS / EQUALITY DUTIES
(a)To meet our E&D duties as an employer and service provider, creating an environment where everyone can contribute and feel valued.
TIME FRAME: ONGOING
ACCOUNTABILITY: All / Positive Staff/Student Survey results.
Reduced bullying and harassment incidents.
Informative web pages and E&D Publicity material.
Increased holistic working with Student Support Services. / Up-date, publicise and encourage E&D training. Request departments to include E&D in induction sessions. E&D training to be monitored. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 1.10 and 4.4.3)
(b)To refresh and encourage informal staff network groups (such as LGBT, BME, Disability) to offer support in a safe and confidential environment.
TIME FRAME: ONGOING
ACCOUNTABILITY: HR, E&D Adviser, Staff / Uptake of membership to staff network groups. Pro-activity of those groups. / Email communication to all staff/Website New E&D Posters – Warwick Print – Sept 2011. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
OBJECTIVE 3–To add, address and monitor actions from the Single Equality Action Plan* (some of which relate to Athena Swan issues)
Rationale: To move forward and take appropriate action on issues highlighted on the Single Equality Action Plan, and regularly reporting progress to E&D Committee, Steering, Senate and Council Cttees
OBJECTIVE / SUCCESS MEASURES / PROGRESS / PROTECTED CHARACTERISTICS / EQUALITY DUTIES
(i)STAFF ISSUES
(SEAP 5.1)
(a) Introduce provision for monitoring of sexual orientation of staff and new employees
TIME FRAME:In line with HESA – Academic Year 2012/13
ACCOUNTABILITY: HR, Data Collection Team (E Zaccarelli) / Improved data collection to identify needs. Data produced on sexual orientation of staff which can be used to inform university policies / Data Management team waiting for HESA guidance / 4 / l
(SEAP 5.2)
(b)Introduce provision for monitoring of religion or belief for staff and new employees
TIME FRAME: In line with HESA – Academic Year 2012/13
ACCOUNTABILITY: HR, Data Collection Team (E Zaccarelli) / Improved data collection to identify needs. Data produced on religion or belief of staff which can be used to inform university policies / Data Management team waiting for HESA guidance / 4 / l
(SEAP 8)
(c)Investigate whether due to the smaller numbers of senior female academic staff, the same individuals are over-burdened with committee duties. Review how Committee roles should be reflected in women’s promotion aspirations (ATHENA)
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY:Senior Management, Deputy Registrars Office, HR (Y Salter-Wright) / Fairly distributed committee membership and associated recognition of duties / Examine Committee membership including male:female ratio and review female academic commitments.
Review promotion criteria in relation to committee contribution. / 4 / l / l / l
(SEAP 8)
(d)Investigate ways of encouraging female academics to put themselves forward for wider University opportunities. (ATHENA)
TIME FRAME: ONGOING
ACCOUNTABILITY: Senior Management, Deputy Registrars Officer, HR, Departments / Provision of adequate mentors, induction. Increased female participation in University initiatives / LDC investigating Leadership training.
Report in draft (Sept 11). / 4 / 4 / l / l / l
(SEAP 9)
(e)To review the longitudinal data for promotions in departments and to determine any generic reasons or underlying development needs linked to the protected characteristics why promotion recommendations may not have been successful.
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local Dept Promotions Cttees / Transparency of promotion data, increased promotion submissions from staff with protected characteristics. Successful Athena Swan awards for departments. / New promotion submission form rolled out to Departments to capture more E&D data and to offer support to individuals via HoDs for development for promotion. / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 9)
(f)To put in place any local development opportunities and / or mentoring to support career development and to ensure that staff with the protected characteristics understand how to prepare themselves for promotion at the appropriate time
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local departmental Promotions Cttees / Promotion data to reflect increased promotion submissions from staff with protected characteristics. / Provision of mentors.
Provision of role models within departments / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 9)
(g)Ensure that the application of promotion criteria to part-time staff is understood locally.
TIME FRAME: ONGOING
ACCOUNTABILITY: ASC, HR, Local departmental Promotions Cttees / Increased promotion cases being put forward from part time staff / Promotion information to be communicated to staff . / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 10)
(h)Formalise local mentoring processes, investigate making training for mentors mandatory and determine an appropriate formal monitoring process. Review mentoring at various levels within departments by: Investigating the effectiveness of existing mentoring arrangements for staff on probation through local departmental probation committees. Reviewing the opportunity of supporting mid career staff with a professorial mentor of their choice. Encouraging Professorial staff to have a co-mentoring relationship. (ATHENA)
TIME FRAME: ONGOING
ACCOUNTABILITY: HR, LDC, Athena Swan Group / Some depts already operate best practice in monitoring fixed term contracts and offering six-month career review meetings. This best practice needs to be formalised across all departments. / LDC provides a Warwick Coaching and Mentoring Scheme and one to one coaching sessions.
Departments highlighting this in individual action plans. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 13)
(i)Consider how to balance ‘fixed and variable’ contributions from part-time staff—i.e. quantity of output versus accomplishment of a category of task.
TIME FRAME: OCTOBER 2013
ACCOUNTABILITY: HR, Departments / To investigate how this is currently measured. / University Athena Group to discuss how to move this action forward. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 14)
(j)To investigate the option of a Women-only Leadership Programme with LDC to look at gender specific challenges in management.
TIME FRAME: JULY 2012
ACCOUNTABILITY: Departments, HR, LDC / Investigate how successful these groups are and how we can build on the success. / Warwick P/G students have run a Women in Science Course in 2010 and 2011 for PhD students and PDRAs / 4 / 4 / l / l
(SEAP 15)
(k)Integrate into annual review process a particular emphasis on career development for the next step. Consider how that can be developed to ensure equal treatment for men and women,e.g. Warwick Leadership programme, experiential development.
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: L&DC, HR, Departments. / Annual reviews to become useful tools that staff can identify with for appropriate career development. / Consultations with LDC enabled LDC to reference the need to pay attention to protected characteristics (with specific reference to women) and the development needs of those groups in annual review training both face to face and on-line. / 4 / 4
(SEAP 16)
(l)Review how to provide more assistance for working parents with school aged children (4–14 yrs) during school holiday periods and promote any actions under the University’s work life balance approach.
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: Nursery – Debbie Castle, DRO, HR / Establishment of annual clubs to assist parents with holiday activities.
Feedback from parents on facilities
Establishment of a Conference Care Fund that academics can apply to for help with child care costs whilst attending workshops/conferences. / Summer 2011 accommodated: Mad Science Club - places for up to 35 children, Tennis and Climbing (9-16 years of age); Tennis, Rookie Lifeguarding and Team Sports (8-12 years of age); Tots and Parents (3-4 years of age), Mini Tennis Red (5-8 years of age). / 4 / 4
(SEAP 16)
(m)Ensure that staff and students with and without protected characteristics continue to feature in any external and internal publicity activities to ensure representative balance.
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: University Publicity Office, Departments / All publicity material reflects the diversity of the campus environment and gives a clear message that everyone with and without protected characteristics are welcome. / Publicity office provides TV training for researchers - equal balance of women and men trained. Ensure that training of people with other protected characteristics is also available. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(n)Advertise LDC and PGCTSS Science Communication courses across departments. Offer departmental courses in science communication. Involve the Communications Office in this.
TIME FRAME: OCTOBER 2012
ACCOUNTABILITY: LDC and MOAC Doctoral Training Centre / Uptake of appropriate courses from departments. / To encourage staff to take all available opportunities and to recognise efforts departmentally and centrally. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 19)
(o)Review the local application of opportunities for variable work patterns in Departments and what may be alternative options e.g. short-term part-time work for Postdoctoral researchers and permanent staff.
TIME FRAME: December 2012
ACCOUNTABILITY: Departments, HR, Athena Swan Group / Ability to offer variable work patterns.
Up-take of roles. / To discuss with departments to what extent this is required and how to implement it. / 4 / 4 / 4 / l / l / l
(SEAP 20)
(p)Ensure appropriate H&S information is readily available to all staff e.g. to ensure that information for pregnant women in SET departments reflects the impact of SET roles. To make available an on-line safety induction package to complement other central and induction activities.
TIME FRAME:December 2011
ACCOUNTABILITY: Health & Safety Office, HR, Depts. / Information on websites easily accessible and informative. On-line induction programme rolled out to departments / Work with the Health and Safety Office to ensure web sites are clear, concise and easy to navigate.
S&H working on on-line package / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 21)
(q)Ensure departments are aware of their responsibilities to provide information onmaternity cover and information and supportfor staff returning from maternity leave.
TIME FRAME: December 2011
ACCOUNTABILITY: RSS, HRRH H / Update of mentoring and feedback from maternity returners. / LCD/HR investigating possible mentoring support for staff returning from maternity leave.
Web page information with links to Managers Handbook. / 4 / 4 / l / l
(SEAP 22)
(r)To refresh and reinforce the information and advice on the process of reporting and dealing with B&H incidents and to publicise the Dignity at Work contacts for all departments.
TIME FRAME: December 2011
ACCOUNTABILITY: HR / To effectively communicate the B&H reporting process. Follow up on PULSE results on B&H via departmental meetings.
New Dignity Contacts to be recruited and trained (Jan 2012). Reporting process to be reviewed. / Equality and Diversity training on prejudices and stereotyping given to Equality and Diversity representatives, Dignity at Work contacts and the wider university audience. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 26)
(s)To review the feasibility of the University recording statistics on up-take of flexible working with cooperation from departments who agree to flexible working requests. To ensure information is readily available on a range of flexible working opportunities.
TIME FRAME: June 2012
ACCOUNTABILITY: HR, Departments / Collection of flexible working data.
Up-take of flexible working. / To examine current monitoring practices—to open more dialogue between the University administration and departments. / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 27)
(t)To support an equal pay audit as and when required to do so by law.
TIME FRAME: 2012
ACCOUNTABILITY: Senior University Management, HR / The Government is current consulting on Equal Pay Audits and Warwick will plan accordingly when more guidance is given. / 4 / l / l / l
(ii) STUDENT ISSUES
(SEAP 3.1.1)
(a)Incorporation of Equality and Diversity into the review of the Learning and Teaching Strategy in line with the Vision 2015 document.
TIME FRAME: JUNE 2012
ACCOUNTABILITY: PVC (Teaching & Learning) / E&D embedded into teaching, and student recruitment. / Goals 2 and 3 of Vision 2015 (Student experience and Internationalism).
Focus to be given to Widening Participation as set out in Warwick’s Access Agreement / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(SEAP 5.1)
(b) Introduce provision for monitoring of sexual orientation of existing and prospective students.
TIME FRAME:In line with HESA - Academic Year 2012/13
ACCOUNTABILITY:Academic Office / Improved data collection to identify needs. Data produced on sexual orientation of students which can be used to inform university policies. / Time scale in line with HESA / 4 / l
(SEAP 5.2)
(c)Introduce provision for monitoring of religion or belief for existing and prospective students
TIME FRAME: In line with HESA – Academic Year 2012/13
ACCOUNTABILITY: Academic Office / Improved data collection to identify needs. Data produced on religion or belief of students which can be used to inform university policies / Time scale in line with HESA / 4 / l
OBJECTIVE 4 – Address inequalities in research careers
Rationale: To examine and address barriers that early career researchers face
OBJECTIVE / SUCCESS MEASURE / PROGRESS / PROTECTED CHARACTERISTICS / EQUALITY DUTIES
(a)To provide opportunities for professional and personal development of all research staff
TIME FRAME: Ongoing
ACCOUNTABILITY: Research Cttee, LDC, HR / Ensure that early career researchers have access to suitable training and development opportunities / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
(b)To promote best practice identified in SET departments through the Athena Swan process to other non-SET departments
TIME FRAME: Ongoing
ACCOUNTABILITY: SET departments, HR, E&D Ctte / Sharing of best practice / Promotion of Athena at Univ Meetings / 4 / l
(SEAP 12)
(c)Set up local structures so postdoctoral researchers feel supported and mentored at an exciting but insecure time of their career. Support departmental initiatives to develop postdoctoral researchers. Share best practice between departments. Consider how postdoctoral researchers should be represented on the Science faculty research committee.
TIME FRAME: JULY 2012
ACCOUNTABILITY: Senior University Management, HR, LDC, Departments, Research Staff Forum, Athena Swan Group / Reputation of Warwick as a supportive employer.
Positive outcome of staff survey results. / Work on role of PG certificate in Transferable skills as a guided mentoring programme. Research exchange—utilizing Departmental Research Staff Forums to share best practice and as a Networking mechanism. LDC ran 2 Forum Groups for academic/research female staff in June/July 11 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
OBJECTIVE 5 – To investigate the lower degree attainment by black and minority ethnic groups
Rationale: To examine and address barriers that black and minority ethnic groups may face, and to ensure adequate mentoring/support initiatives are in place
OBJECTIVES / SUCCESS MEASURES / PROGRESS / PROTECTED CHARACTERISTICS / EQUALITY DUTIES
In line with HEFCE’s Equality Objectives , the University will monitor, seek advice and look at initiatives to encourage/support ethnic minority students during their degree studies.
TIME FRAME: October 2015
ACCOUNTABILITY: PVC (Teaching and Learning), Admissions Teams, Student Support Services / Successful degree attainment of BME students / Investigate if attainment is measured. Improve outreach, widening participation events to encourage more BME students to apply and to assure them of support whilst at Warwick. / 4 / l / l
OBJECTIVE 6 – To review and update Equality Impact Assessments/Equality Analysis of all University policies/procedures
Rationale: To completely review and update all Equality Impact Assessments on policies/procedures in order to identify potentially discriminatory practices and to advance equality, comply with legislation and provide transparent and published evidence in line with the Public Sector Equality Duty
OBJECTIVES / SUCCESS MEASURES / PROGRESS / PROTECTED CHARACTERISTICS / EQUALITY DUTIES
To install and roll-out a new Equality Analysis on-line package with e-learning module to assist managers in creating, reviewing and monitoring equality impact on all policies and procedures, in order that the process becomes fully embedded into everyday business.
TIME FRAME: June 2012
ACCOUNTABILITY: HR, All departments / Quality controlled policies that take account of the needs, experiences and circumstances of different groups of staff and student communities , and within the wider community. / Demonstration of new package took place on 4.10.11. Purchase software Dec 2011 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / 4 / l / l / l
*This document will supercede the previous Single Equality Action Plan