Equality Outcome 1 (Culture) The University has clear leadership on equality and diversity, supported by a strong infrastructure to support mainstreaming of equality and diversity and delivery of our Equality Outcomes What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 1.1 Refresh set of Equality and Diversity Champions, and clarify role and responsibility so that there is visible leadership and presence across the Schools and Directorates University Secretary By September 2013 Remit developed and agreed Equality and Diversity Champions appointed All Foster good relations Valuing our people
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 1.2 The Chair of Court and University Secretary will continue to ensure that the work of the Court Membership Committee addresses gender balance and wider diversity Chair of Court/University Secretary Ongoing Equality and diversity is on agenda of Court Membership Committee Process for identifying and recruiting Court members is revised Sex primarily but also related to othe protected characteristics Eliminate discrimination; Promote equality of opportunity; Foster good relations Valuing our people 1.3 Our Equality and Diversity Committee will continue to monitor and report on the University’s compliance with equality and diversity legislation, mainstreaming of equality and diversity into all functions University Secretary Ongoing Specialist Working Groups will help inform the work of the Committee by providing advice and recommendations for action All Eliminate discrimination; Promote equality of opportunity; Foster good relations Valuing our people
1.4 We will participate in the Athena SWAN scheme to promote gender equality in science, engineering and technology Executive Dean School of Health and Life Sciences November 2013 Engage in Athena SWAN workshops Submit application for University Bronze Sex – Athena SWAN is specifically set up to promote gender equality Eliminate discrimination; Promote equality of opportunity; Foster good relations Valuing our people
Equality Outcome 2 (Culture) Students and staff understand equality, diversity and dignity so that they are able to participate in an inclusive learning and working environment, to promote good relations between people from different groups What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 2.1 Equality, diversity, and cultural difference to form a core part of student and staff experience, and strengthen the skills of our staff and the employability of our students Director of People/Director of Student Experience September 2013 Provision of relevant training and briefings, including cultural awareness, at key points in the student and staff life cycles e.g. Marketing information, pre arrival, induction All Eliminate discrimination; Promote equality of opportunity; Foster good relations Globally networked; Excellence in education; Delivering for the business, the public and voluntary sectors
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 2.2 Accessible and inclusive curriculum design, delivery and assessment form a core part of the University’s new Strategy for Learning Pro Learning and Teaching/Assistant Head (Quality Enhancement & Academic Governance) April 2014 Engage in Higher Education Academy Equality and Diversity project Equality and diversity (impact assessment) are built into programme approval/review cycle Learning and teaching materials avoid stereotypes and assumptions All Eliminate discrimination; Promote equality of opportunity Excellence in education
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 2.2 continued Learning and teaching materials account for the needs of disabled students (Needs Assessment Records) Fair assessments (e.g. anonymised marking) Embedding equality and diversity into programme delivery is part of a lecturer’s role Flexibility in timetabling to account for needs of students who are parents and carers
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 2.5 Sign up to Business Disability Forum’s Disability Standard Director of People April 2014 Action plan developed, agreed and communicated Disability – this is a specific initiative on disability Eliminate discrimination; Promote equality of opportunity; Foster good relations Excellence in education; Valuing our people; Sustainability 2.6 Each School and Directorate SMG to undertake self-assessment using ‘Leading Culturally Diverse Communities in Higher Education’ toolkit Executive Deans/Directors December 2013 Self-assessment undertaken by SMG Race, Religion and Belief although the tool is transferable to the other protected characteristics Eliminate discrimination; Promote equality of opportunity; Foster good relations Excellence in education; Valuing our people; Committed to the common good 2.7 Develop our Caledonian Code, to capture the behaviours expected of our students and staff Director of People By September 2013 Code developed, consulted on, agreed. Code is published and launched online and in hard copy All Eliminate discrimination; Promote equality of opportunity; Foster good relations Excellence in education; Valuing our people
Equality Outcome 3 (Environment) The University environment is physically accessible to students, staff and stakeholders What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 3.1 Full disability audit of campus 3.2 Maintain disability and accessibility input into Campus Futures and Heart of Campus 3.3 Maintain participation of disabled student and staff, and other stakeholders into campus development activities Head of Campus Services/Head of Estates and Buildings By September 2013 (then use findings to develop action plan) Audit completed, action plan developed, communicated and implemented Visible and accessible support services, including quiet space to support positive mental health, nursing mothers room and faith and belief space Appropriate signage of accessible/gender neutral toilets Disability, Sex, Sexual Orientation, Religion and Belief. However, this also has benefits for other protected groups Eliminate discrimination; Promote equality of opportunity; foster good relations Excellence in education; Valuing our people; Committed to the common good
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 4.2 Highlighting role models/advocates including success of women in science, engineering and technology subject areas Director of Marketing April 2014 Visible presence in marketing literature, programme; increased applications from different protected characteristic groups Analysis undertaken of aspirations of people from different groups (e.g. male learners – as detailed in Scottish Funding Council Outcome Agreement) Sex primarily as feedback suggested that there needs to be more role models and advocates (e.g. successful women) for women in non-traditional subjects. However, this can be extended to other protected groups Eliminate unlawful discrimination; Promote equality of opportunity Excellence in education
Equality Outcome 5 (Knowledge) Students and staff understand mechanisms, including policies, procedures and contacts for reporting discrimination and harassment What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 5.1 Revise mechanisms relating to harassment including Harassment Policy, Harassment Advisors Director of People By September 2013 Policy revised and approved Harassment Advisors appointed, trained and supported Revised mechanisms communicated and promoted through GCU-wide campaign Evidence of increased ‘traffic’ – enquiries etc. All Eliminate discrimination; Promote equality of opportunity; Foster good relations Excellence in education; Valuing our people
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 5.1 continued Increased reporting options for students (e.g. through lecturers, Academic Development Tutors) 5.2 Update the Equality and Diversity Policy to the Dignity and Respect Policy, which will outline the rights and responsibilities under the Caledonian Code Director of People By September 2013 A range of activities will be used to implement the Policy and Code, including awareness raising campaigns and embedding the principles All Eliminate discrimination; Promote equality of opportunity; Foster good relations Excellence in education; Valuing our people
Equality Outcome 6 (Knowledge) The University has a comprehensive and robust set of student and staff equality and diversity data that will give us an accurate picture of our University community, and enable us to undertake accurate analysis of under-representation What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 6.1 We will develop our capacity to collect and analyse qualitative and quantitative data in relation to protected characteristic profiles of student and staff Director of People/Director of Policy and Planning April 2014 Establish appropriate data to be collected in relation to the student and staff life cycle Increased range of evidence that covers all protected characteristics Establish bank of external data (e.g. HESA, census) to help us develop an understanding All Eliminate unlawful discrimination; Advance equality of opportunity Excellence in education; Valuing our people; Committed to the Common Good; Delivering for business, the public and voluntary sectors
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 6.1 continued of the communities we serve and take appropriate steps to ensure that our student and staff population reflects this 6.2 We will use the data to help identify progress and also any areas for development Director of People/Director of Policy and Planning April 2014 (ongoing) Put in place a series of SMART measures that addresses any imbalances identified. Key areas include student and staff records, and surveys All Eliminate unlawful discrimination; Advance equality of opportunity Excellence in education; Valuing our people 6.3 We will publish gender pay gap information Director of People September 2013 Staff data collected, analysed and published Sex Eliminate unlawful discrimination Valuing our people
What are the actions required to achieve the Outcome? Who is the lead person responsible for delivery? What is the timescale for delivery? What are the measurements for achieving the Outcome? Which protected characteristic does the Outcome relate to? Which of the Equality Act 2010 general duties does this Outcome support? Which of GCU’s Strategic Goals does this Outcome support? 6.4 We will publish statements on equal pay for gender (and subsequently for race and disability from 2017) Director of People September 2013 Staff data collected, analysed and published Sex (and subsequently Race and Disability) Eliminate unlawful discrimination Valuing our people 6.5 We will conduct equality impact assessments of policies and processes to ensure that they do not discriminate; they advance equality of opportunity and foster good relations Executive Deans, Directors, Heads of Department September 2013 Equality impact assessment is embedded as a requirement as part of the policy approval/renewal process Equality impact assessment is built into procurement practices All Eliminate unlawful discrimination; Advance equality of opportunity Excellence in education; Valuing our people
Who What Where When University Secretary 1.1 Equality Champions 1.2 Court Membership Committee 1.3 Equality and Diversity Committee Equality and Diversity Committee; University Court September 2013 Ongoing Ongoing Executive Dean School of Health and Life Sciences 1.4 Athena SWAN Equality and Diversity Committee; Executive Board; University Court November 2013 Director of People 2.1 Equality and diversity part of student staff experience 2.3 Student and staff understand equality and diversity 2.5 Business Disability Forum’s Disability Standard 2.7 Caledonian Code 5.1 Revise reporting mechanisms 5.2 Dignity and Respect Policy 6.1 Collect and analyse data 6.2 Use data to identify progress/areas for development 6.3 Gender gap information 6.4 Equal pay statement Equality and Diversity Committee; Executive Board; University Court September 2013 April 2017 (ongoing) April 2014 September 2013 September 2013 September 2013 April 2014 April 2014 (ongoing) September 2013 September 2013 PVC Learning and Teaching/ Assistant Head 2.2 Accessibility and inclusivity form part of Strategy for Learning Equality and Diversity Committee; University Court April 2014