THREE CHEERS FOR A FAIRER FUTURE: OUR EQUALITY PROJECT IS A YEAR OLD!
EQUALITY NETWORKING EVENT - 16 MAY 2009
Report
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FAIRER FUTURES
THREE CHEERS FOR A FAIRER FUTURE:
OUR EQUALITY PROJECT IS ONE YEAR OLD!
NUT Headquarters, Hamilton House, Mabledon Place, LondonWC1H 9BD
on Saturday 16th May 2009
PROGRAMME
11.00am / REGISTRATION & REFRESHMENTS11:30am / WELCOME AND INTRODUCTIONS BY CHAIR
Max Hyde, NUT Executive, Chair NUT Gender Advisory Committee
11.40am / Fighting for a Fairer Future – ONE YEAR ON!
Marian Darke, NUT South East Regional Secretary
11.55pm / DEVELOPING & SUPPORTING THE EQUALITY
OFFICER ROLE– DISCUSSION GROUPS
Delegates to choose one group. Examples of NUT Equality Officers’ activity will provide the basis of discussion.
1.00pm / LUNCH
Pizza, wine and music
2.00pm / DEVELOPING & SUPPORTING THE EQUALITY
OFFICER ROLE– FEEDBACK AND PLENARY DISCUSSION
John Dixon, NUT Assistant Secretary, Organising and
Membership Department
2.45pm
3.00pm / Memo to Me
Pam Collins, Fairer Futures Project Co-ordinator
CLOSE
WELCOME AND INTRODUCTIONS BY CHAIR
Max Hyde, NUT Executive, Chair NUT Gender Advisory Committee
Max Hyde welcomed participants to the Fairer Futures Project equality networking event, celebrating the role of Equality Officers within the NUT. She congratulated delegates on their role as Equality Officers and their work advocating fairness in the workplace as well as strengthening the NUT service provided to members. In particular communication by Equality Officers with school reps and members ensures awareness of members’ rights.
Max went on to state that local NUT equality work can make a difference to all teachers, the broad scope of equality issues makes it everyone’s business. Across the Union associations and divisions wereclearly benefiting from the work of Equality Officers, which means that members were benefiting.Examples of effective practice by Equality Officers have been identified and shared through the Fairer Future Project activity.
Max reminded delegates that in the face of a deepening recession support for far right politics had grown, this had been evident in recent local elections. The BNP, for example, was expected to get more support in the European elections. Delegates were urged to raise awareness locally and work towards ‘hope not hate’.
In conclusion Max encouraged delegates to carry on making fairness, through equal opportunities, a reality for all. She emphasised the fact that members need Equality Officers fighting for fairness at work.
Fighting for a Fairer Future – ONE YEAR ON!
Marian Darke, NUT South East Regional Secretary
Marian Darke began by welcoming the opportunity that had been afforded to the Union through the Fairer Futures Project. She stated that the role of Equality Officer is one that is highly valued within the Union. It is a role that can be empowering, evident through the broad range of equality work carried out locally, including work relating to mental health issues and in terms of with members’ rights relating to flexible working.
Marian went on to say that the project was progressing a range of initiatives which aimed to strengthen the role of Equality Officers within the Union.This included:
- revising the Equality Officer role description;
- reducing the number of Equality Officer vacancies by almost thirty per cent to date;
- gathering examples of successful activities carried out by Equality Officers, which are being gathered to share and learn from;
- holding more NUT equality events, eight national events this year as well as regional equality events;
- increasing Equality Officer activity, indicated by the numberof Equality Officers now registered on Hearth, which had doubled since last year, from 41 registered to 84;
- a significant increase in the equality monitoring exercise at Annual Conference this year, with a 68 per cent response rate, almost double the number that completed the monitoring forms last year; and
- a review of the Union’s equality training course.
Marian emphasised that the focus of the project was on strengthening the Union at local and school level. The discussion groups, later in the morning,would be an opportunity to look at ways in which the role of Equality Officer could contribute to building the Union and its effectiveness at local level. This would also be a chance to explore how the project and the Union nationally and regionally could better support the work of Equality Officers.
In conclusion Marian encouraged delegates to optimise the Fairer Futures Project by communicating examples of their activities and information regarding local initiatives as well as seeking support from the Fairer Futures Project Co-ordinator.
Group Discussions
Delegates joined Group Discussions which focused on Equality Officer skills during the morning session. The outcomes of the discussions will inform the development of the Equality Officer toolkit. Details of the group discussions and the points made in each group, which were shared during the afternoon plenary, are summarised here.
Bargaining for Equality – facilitator Rosamund McNeil, Principal Officer Gender
This discussion group focused on how Equality Officers can take a leading role in local bargaining on behalf of members relating to equality and discrimination issues.
Following a discussion the group agreed ‘top tips’ in developing bargaining for equality. These were:
- developing excellent communication between the Union and members;
- identifying whocarries out bargaining on behalf of the local association/division,within the local authority,and consider getting involved by supporting/shadowing them;
- identifying priorities through profiling casework and surveying members.
The priority activities suggested were:
- share successes and build on them though reps days/meetings/training;
- more training/networks at local and regional level;
- build links between Equality Officers and Union Learning Rep networks.
Organising for Equality – facilitator Nigel Venes, Principal Officer Organising and Action
A strong well organised association or division is crucial in ensuring that the Union can bargain, campaign, involve and represent members effectively. This discussion examined the role of equality officers in building membership, strengthening the Union’s local structures and broadening representation within those structures.
During the discussion members of the group considered the meaning of organising. The group agreed that organising was a means of ensuring a powerful union through increasing membership and engaging members in union activities. However it was suggested that members were reluctant to get involved unless the issue was seen as vital, for example the current SATs campaign.
The ‘top tips’ proposed by participants to develop organising for equality were:
- breaking down Union roles, ‘bringing down the barriers’, so that interested members can get involved in Union activities;
- making the experience of getting involved or attending a meeting a beneficial one;
- being aware of the diverse needs of members.
The last two points could be clarified through surveying,or otherwise communicating with,members.
The priority activities suggested to successfully organise for equality were:
- make campaigns relevant;
- reach young teachers;
- make links between grass roots issues and broader activities e.g. identifying equality aspects of high profile campaigns.
Campaigning for Equality - facilitator Marian Darke, South East Regional Secretary
Campaigning is a crucial aspect of the Union’s activity at local as well as national level. The participants in this discussion group focused on how campaigning work raises the profile of the Union, encourages participation and helps recruitment.
During the discussion members of the group suggested that campaigning for equality should have a clear aim and be founded on groundwork such as surveys which establish facts and seek views. Existing networks and email linksrelevant to the campaign should be identified. It was suggested that clear communication was vital through: meetings; newsletters; email; and the press.
The ‘top tips’ proposed by participants to develop local campaigns which promote equality and challenge discrimination were:
- have a clear aim;
- assess the context in terms of the level of support and make key contacts;
- communicate and publicise through wide range of media.
The priority activities suggested in approaching campaigning were:
- request regional co-ordination and support;
- hold local networking events and distribute newsletters to optimise communication;
- collate information on ‘who’s who’.
Casework strategies for Equality – Sandra Bennett, Principals Officer Employment Conditions and Rights
Casework is inescapable! Effective and successful casework strategies can generate confidence and boost recruitment and membership participation.This discussion explored how equality officers could support local caseworkers and help develop collective approaches, for example by monitoring the types of casework and identifying common trends in equality and discrimination prejudice and stereotypes.
The ‘top tips’ proposed by participants to develop casework strategies for equality were:
- identify key issues which lead to engagement in the Union’s work by members;
- survey members to enable input;
- take a multi-layered approach.
The priority activities suggested to develop casework strategies for equality were:
- identify funding for Equality Officers and equality issues
- make information accessible to all members
- make the Union more accessible i.e. less formal,for example by creating a local structure to meetings.
Memo to Me
The‘memoto me’ was intended to capture what delegates planned to do following the event. Thirty six completed ‘memos’ were collected and posted back to delegates later to help bridge the transition from the day to ‘the real world’.
The collected ‘memos’ indicated activities that delegates planned, including:
- registering on Hearth;
- establishing equal opportunities on local meeting agendas and in local training;
- networking with other Equality Officers;
- working with other officers to identify key equality issues locally and ways of addressing these;
- communicating with reps through email and meetings;
- carrying out surveys;
- challenging homophobia in schools;
- campaigning against far right politics.
Further contact is planned with each delegate to establish progress on their activities and to offer support.
Delegates Evaluations
There were fifty one delegates registered to attend the event. On the day forty five delegates attended, of which thirty seven submitted a completed evaluation form (82%). The statistical response to the day is provided here.
1.STRUCTURE AND CONTENT OF THE PROGRAMME
To what extent did the structure and content of the event meet your expectations, based on the NUT circular and the preliminary programme?
exceededmet fullynot really metnot met at all don’t know
[ 28% ] [ 61% ] [ 11%] [ ] [ ]
2.FIGHTING FOR A FAIRER FUTURE
To what extent did the plenary session ‘Fighting for a Fairer Future’ provide a clear introduction to the event?
exceededmet fullynot really metnot met at all don’t know
[ 15% ] [ 72%] [ 12% ] [ ] [ ]
3.EQUALITY OFFICER DISCUSSION GROUPS
To what extent did the discussion group in which you participated provide an insight into the specific topic (bargaining/organising/campaigning/casework strategies)?
exceededmet fullynot really metnot met at all don’t know
[ 33% ] [ 45%] [ 22% ] [ ] [ ]
4.PLENARY: FEEDBACK FROM EQUALITY OFFICER DISCUSSION GROUPS
To what extent did the afternoon plenary session, which provided feedback from the discussion groups, provide an opportunity to establish the conclusions of the other groups?
exceededmet fullynot really metnot met at all don’t know
[ 18% ] [ 64% ] [ 18% ] [ ] [ ]
The comments, which some delegates provided on the evaluation forms, indicated that the day had been positive, for example:
‘Good informal structure allowing lots of useful discussion about key issues and ways forward’.
‘A really well designed day – full of discussion and participation’.
‘I felt (even as a real rookie) included.’
‘Felt comfortable and increased my enthusiasm for my task’.
Some comments did indicate that more substantial input would have enhanced the day, for example:
‘Needed more people with expertise to share’.
‘Needed more ideas from people ‘been there done that’ – know what’s successful.
Delegates were also asked to comment on the facilities that had been provided on the day. The music during the lunch break provided by the Oxfordshire Music Service String Quartet was overwhelmingly appreciated by delegates. The food met with a more mixed response and this feedback was provided to the catering department.
EQUAL OPPORTUNITIES MONITORING
Delegates were asked to complete a confidential equality monitoring form. The overall profile is summarised below. The figures indicate that representation among delegates was encouraging in terms of the equality strands illustrated.
Gender Identity Male [ 18% ]Female [ 72% ]
Sexual Orientation 72% Heterosexual 3% Lesbian 9% Gay 9% Bisexual 3%Prefer not to say
Disabled members Do you define yourself as disabled? 9%YES 88%NO 3%Prefer not to say
Ethnic Origin
a) White
10% White British60% English6% Scottish3% Welsh
____White Irish6% any other, please specify - New Zealandand English/Italian
b) Mixed
3% White & Black Caribbean____White & Black African
____White & Asian3% any other, please specify – British Asian
c) Asian or Asian British
____Indian____Pakistani___Bangladeshi
____any other, please specify ______
d) Black or Black British
6% Caribbean____African____any other, please specify ______
e) Chinese or other ethnic group
3% Chinese____any other, please specify ______Prefer not to say
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