Single Equality Scheme Action Plan
2013/14
Objective 1: Address gender imbalances in the recruitment of learners across curriculum areas
Targets / Actions / Timeline / Led by / Progress update & impact
Attract 10% more female 16-18 learners over the next two years by developing recruitment and curriculum plans that meet needs and interest, and challenge stereotypes. / Research, develop and introduce five new learning programmes that will attract the interests of female learners and lead to good progression outcomes.
Increase the use of female imagery within marketing campaigns to challenge stereotypes within male dominated courses.
/ May 2013
Nov 13 – Sept 14 / Director of 14-18 programmes
Head of Marketing
Revise the curriculum offer in Construction in order to increase the recruitment of women on to construction and engineering courses by 2% over the next 4 years. / Inspire 14-16 female learners to consider Construction and Engineering as career option through taster courses, talks at school assemblies and open evenings.
‘Women in Construction’ to provide role modelling, mentoring and free training (CSCS, Pasma) to female learners.
Target female learners for the Ardmore, Family Mosaic, Lewisham Council and LeSoCo partnership programme, leading to apprenticeship opportunities.
Campaign at employer forums and other events.
Inspire female learners and build confidence through role modelling and mentoring from previously successful and award winning female students. / Nov 13 – May 14
March 14
April 14
Nov 13 – June 14
June 14 / AP Construction & Technical Services
Objective 2: Ensure that equality and diversity are embedded within teaching, learning and assessment
Targets / Actions / Timeline / Led by / Progress update & impact
Good practice evidenced in 90% of lesson observations and planning documents. / • Continue to develop staff skill and confidence in making use of naturally occurring opportunities to discuss E&D topics in classes, tutorials and other college activities.
• Local CPD sessions to build on the 2012/13 whole-college training strategy.
• Good practice to be shared by Improvement Practitioners across departments and on the Transforming Learning portal.
/ Observation feedback Nov 13 – June 14
Learning days (Feb 2014, July 2014)
Fortnightly CPD sessions
Feb 2014 / Teaching Development Manager
Develop systems that enable the analysis of attendance patterns and progress for different groups of learners by 2014. / • New attendance reports to include an analysis of data by age, gender, ethnicity, LGBT and Looked After Children.
• New risk registers to flag equality and diversity data.
/ Jan 14
Nov 13 / Head of Planning & Performance
All curriculum areas will devise and deliver at least one activity for each equality event every year for the next four years / • Each curriculum area to develop plans for promoting and celebrating equality & diversity in line with the College calendar. / Dec 13 / Assistant Principals
Objective 3: Improve success rates for all groups of learners to above national averages and take positive action to reduce and close any equality gaps
Targets / Actions / Timeline / Led by / Progress update & impact
Agree specific targets and interventions each year for different ethnic groups across the College and within curriculum areas where performance is below national averages and gaps exist.
• By the end of 2013/14 improve success rates for Arab learners by 5%, White/Black Caribbean learners by 3% and White/Asian learners by 3%. / • Analyse the performance of Arab, White/Black Caribbean and White/Asian learners by curriculum area and agree targets for improvement.
• All curriculum areas to highlight Arab, White/Black Caribbean and White/Asian learnes on the risk register at the start of the year and ensure tutorial support is targeted to address any issues of confidence, self-esteem or isolation.
• Teachers to specifically address the individual needs of Arab, White/Black Caribbean and White/Asian learners in lessons and rigorously monitor their progress. / Nov 13
Dec 13
Dec 13 / Assistant Principals
Reduce the gaps in success rates for lesbian and gay learners by 5% over the next two years through a range of interventions. / •Lesbian and gay learners to be highlighted on the risk register and ensure tutorial support is targeted to address any issues of confidence, self-esteem, isolation or bullying.
• Continue Stonewall and LGBT campaigns to raise awareness, challenge stereotypes and promote role models. / Dec 13 / Head of Student Services
Eliminate the gaps in success rates for learners with emotional, behavioural and mental health difficulties in the next two years through well targeted support and intervention. / •Learners with emotional, behavioral and mental health difficulties to be highlighted on the risk register and ensure additional learning support is appropriately planned and effective.
• Success rates to improve to 2% above the national average. / Dec 13
July 14 / Head of Student Services
Reduce the gaps in success rates for learners who are dyslexic to within 1% within the next two years, through improved disclosure, earlier diagnosis and timely support arrangements. / • Raise awareness about the benefits of early disclosure through induction and increase by 5%.
•Ensure support is in place within two weeks and is effective.
• Improve joint planning of strategies between dyslexia support staff and teachers.
• Continue campaign ‘Beyond Words’ to dispel myths and highlight strengths.
• Raise awareness of successful people who are dyslexic. / Nov 13
Monthly report
Nov 13 onwards
Oct 13 onwards / Head of Additional Learning Support
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STAFFObjective 4: Improve the recruitment levels of and promotion opportunities for people witha disability
Targets / Actions / Timeline / Led by / Progress update & impact
Increase the proportion of applicants with a disability from 3.4% to 8% through effective promotion of the guaranteed interview scheme, promotion of our inclusiveness as a college and our commitment to supporting staff with aids and adaptations. / Improve declaration level internally. Create “prefer not to say” option for all questions in sensitive information questionnaire in TESS. Communicate reasons we need the data and how it will be used. Use SLT to reinforce the message.
Promote the guaranteed interview scheme on all internal and external adverts, as well as on TESS.
Promote the guaranteed interview scheme to all recruiting managers and cover in the recruitment training being rolled out.
Promote the help offered and the investment made in supporting employees with a disability through aids and adaptations.
Raise as an issue with members of the Equality Forum and the network of employees with a disability. / By end of Term 1
Ongoing
Ongoing
Ongoing
Ongoing / LG
BV
HR and L&D
HR and Facilities
HR / Current push has led to c80% declaration level.
Statement going on all adverts from Term 2 and a more positive statement on TESS.
Training being rolled out in December.
Undertaking a full inventory of aids and review of investment made. Promotion of support to be made on StaffNet in Term 2.
First Equality Forum planned for end November.
Targets / Actions / Timeline / Led by / Progress update & impact
Increase the representation of disabled people at CMT level from 0 to 2%. / Promote the guaranteed interview scheme on all internal adverts, to CMT directly and with the Equality Forum and network of employees with a disability. / Full promotion from Term 2. / BV
Review our approach in casework - where 6% of staff being managed under the Sickness Absence Policy report a disability. / Analyse the data further to understand which disabilities are being reported within this group.
Review the process and outcome where the relevant employee reports a disability. Review to be undertaken by an independent HR Manager or line manager.
Sickness Absence Policy and procedures to be reviewed by the Equality Champions.
OH Nurse to advise on managing sickness reviews where an employee is thought to have a disability. / Term 1
Ongoing
Term 2
Ongoing / HR
HR / managers
HR / Equality Champions
OH / HR / Term 2
Implement our advertising and succession planning strategies. / Review which adverts have successfully brought more candidates with a disability. Investigate with The Guardian (main channel of advertising)
Implement Succession Planning Strategy. / Term 1 / HR
Objective 5: Improve the recruitment levels of and promotion opportunities for BME staff
Targets / Actions / Timeline / Led by / Progress update & impact
Increasethe conversion rate of BME applicants to new starters from 28% to 35%. / Research new and appropriate advertising channels.
Review the recruitment process. / Ongoing / HR
Increase the percentageof promotions of BME staff from 50 to 55%. / Promote issue to recruiting managers.
Cover in recruitment training. / Ongoing / HR
Increase the percentage of applicants from Asian candidates from 11 to 15%. / Research new and appropriate advertising channels.
Review the recruitment process. / Ongoing / HR
Increase the percentage of promotions of Asian staff from 0 to 5%. / Promote issue to recruiting managers.
Cover in recruitment training. / Ongoing / HR
Implement our advertising and succession planning strategies. / Review which adverts have successfully brought more candidates with a disability. Investigate with The Guardian (main channel of advertising)
Implement Succession Planning Strategy. / Term 1
Term 2 / HR
Term 2
Objective 6: Ensure that the advancement of equality and the elimination of discrimination and harassment is embedded through all College policies and procedures
Targets / Actions / Timeline / Led by / Progress update & impact
Establish the Equality Forum with broad representation across the College. / Send out further College Messenger and set up first meeting by end November. / End November / LG
Appoint Equality Champions, ensuring the employment relevant protected characteristics are represented. / Promote internally and invite employees to apply. / End December / LG
Review and revise all policies at the agreed renewal date through the equality champions as well as the Trade Union reps. / Work with the TU policy review group (established to harmonise policies following merger) and the Equality Champions, when established. / End of academic year / HR
Ensure all College staff and VTs complete the online equalities training package within their first month of employment / working at the College. / Audit records held in L&D to ensure compliance and work with managed service provider Morgan Hunt to address any issues. / November 2013 / HR and L&D
Have no cases of discrimination or bullying on grounds of a protected characteristic brought against the College over the next 4 years. / End of academic year / HR
Targets / Actions / Timeline / Led by / Progress update & impact
Deliver training / refresher training to all recruiting managers, audit recruitment practice and increase levels of learner engagement in senior management recruitment. / Set up recruitment training programme for managers to start in December. / December 2013 / HR and L& D
Increase the positive disclosure rate to a minimum of 90% across all protected characteristics over 4 years. / Send latest completion details to SLT to ensure compliance. / December 2013 / LG
Raise awareness and understanding of transgender equality through the delivery of training to all staff on trans equality/gender reassignment by December 2014. / Deliver in overall equality and diversity training programme. / December 2014 / L&D
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