UNIVERSITY OF WARWICK
Equality and Diversity Network
Notes of the Network Meeting held on 18th October 2010
Present: Mrs K Hughes (Chair)
Mrs S Beaufoy, Ms S Byrne, Mr B Cassidy, Mrs R Freeman, Mrs M Heredia-Fernandez, Mrs B Jones, Mrs J Keene, Mrs C Quinney, Dr N Rabbani, Mrs J Taylor, Mrs B Wilson
Apologies: Dr C Constable, Dr J Davies, Miss E Durrant, Mrs G Harris, Prof E Hines, Dr B Kiernan, Miss E King, Ms A Klaus, Prof H Marland, Mrs A Preston, Dr N Rajpoot, Mrs D Weber, Dr Wilkie-Stubbs
1. Notes of last meeting
RESOLVED:
That the notes of the meeting of the Equality and Diversity Network held on 12th May 2010 be approved.
2. Matters Arising
REPORTED:
(a) Athena Swan
The University of Warwick has been awarded Bronze status and the Physics Department and the Chemistry Department had each been awarded Silver Status.
Prof Koen Lamberts has written to HOD’s across SET informing these departments that they can apply for their own award; these departments should set up their own Committee. Prof Mark Smith previously chaired the Athena Swan Group but as he is now DVC a new chair is to be found. The Action Plans that came out of the application for the Bronze award are to be combined with the Single Equality Action Plan and allocated across the University.
It was requested that Sandra Beaufoy, Personnel Administrator, Physics would put on a presentation for the next EDN as she has been heavily involved in the Athena Swan process.
ACTION: Sandra Beaufoy to prepare presentation
(b) Equality Act 2010
A paper outlining the Equality Act was considered. The main provisions of the Equality Act came into force in October 2010. The most significant change that will immediately impact upon University recruitment processes is that the use of pre employment medical questionnaires will be unlawful, except for certain defined reasons.
(c) PULSE
EDC 13/09-19 PULSE Staff Survey Results 2010 was circulated.
The Central Pulse Action Team submitted a report to the Vice Chancellor and senior colleagues for consideration at the end of last week, further details will be available on the intranet shortly. The key areas were Communication, Change Management and Senior Management. With reference to Senior Management 6 out of the 7 questions in the PULSE questionnaire were between 5 and 10% down on the 2009 survey. With reference to Equality and Diversity there were improved results being a 1% reduction in the number of staff experiencing bullying or harassment of any kind in the workplace.
One of the questions with the most significant reduction compared to 2009 was whether the University offered equal opportunities to staff; this was down 10% to 59% from the previous year. This may have been due to the large restructures across the University, the cost saving exercise creating job uncertainties and the poor result regarding Senior Management.
It was requested that information should be sought to find out if the departments that were affected by the restructures had the worst results.
ACTION: Sally Byrne to ask Central HR for detail of results.
3. Standing Item - terms of reference of the Equality and Diversity Network
The Equality and Diversity Network provides a forum for all members of staff and Students Union representatives to discuss issues relating to equal opportunities and diversity.
4. Items for the Equality and Diversity Committee
A key issue for the Equality and Diversity Network is about communications to and from the main Committee and across the Institution, to inform and support staff, at times of particular pressure due to restructuring, budget cuts and savings.
The EDN expressed a wish for there to be:
- heighten awareness of staff re: the impact of unacceptable behaviour in the workplace, particularly in relation to harassment and bullying;
- the need for the Dignity Contact Officers and others managing staff in difficult and stressful situations, to be supported (more group meetings, counselling, etc.) and the recruitment of Dignity Contact Officers to be expanded;
- the need for more training and development for supervisors and line managers to handle change management and its impact on staff more effectively.
5. Any other business
a. At the next EDN it was decided that a presentation regarding Faith at Work would be welcome.
ACTION: Sally Byrne to arrange
b. A discussion took place regarding the new restrictions upon Certificates of Sponsorship and how this will impact upon departments recruiting staff from outside the EU. EDN members will feed back any problems they are encountering within their departments.
5. Date of next meeting
REPORTED:
The next Equality and Diversity Network meeting is 24th January 2011 at 2pm in Council Chamber.
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