Disabilities to Note takers; around 30 staff • Presentations to 3 departments in the School of Science (Maths, Physics and Computer Science) on Asperger’s Syndrome: around 50 staff • There were three Disability & Mental Health Bite Size Sessions for Managers. 20 managers attended. 2 course on Mental health first aid (both a 2 day workshop), with 17 attendees. • Training in conjunction with The Centre for Academic Practice on Designing for Inclusivity. This training raised awareness of a range of issues when designing modules and lectures, including age/culture/disability (January and May 201). 8 people attended. E&D Adviser with Occupational Health Adviser ran: 1 Disability and Mental Health course (a bespoke course for Library managers) – 7 attendees Total: Awareness training delivered to over 280 staff. The Mental Health Student Team, in conjunction with the Student Union and HeadsUp! (a student-led mental health group at Lboro), signed up to Time to Change, a mental health pledge through the VC on 19th Feb 2014 & the kite mark has been uploaded onto the Recruitment webpages. They had previously established University Mental Health and Wellbeing Day (3rd week of every February ) as a regular feature in health promotion and campaigning across campus for staff and students. The Day promotes discussion of mental health (and may lead to improved disclosure rates) amongst those who are unlikely to attend a training/lunchtime session. There are ‘Open Doors’ events which is only open to students. The Counselling Service delivered Responding Effectively to Students in Distress in August 2014. This is a bespoke training run for staff in the Information Team and Student Advice Service (in CDS).There were10 attendees. In September 2014, as part of the International Student Induction, the Counselling Service delivered a training session to
students about coping with Culture Shock. Disability information recorded in my.HR by staff: is automatically referred to occupational health, where they can be supported through an assessment and recommendations for reasonable adjustments. The individual is encouraged to discuss their needs with HR, their line-manager or the E&D adviser. f) Report on the opportunity for advancement through reward and/or promotion by equality characteristics; also ensure transparency of criteria and decision-making. Include statistics on casual staff. Director of HR 2013 Annual report published. f) See progress outlined for 3 a). Information on the process for applying for and deciding on rewards and promotion is fully available to staff on the HR staff webpages. g) Promote the practice of conducting exit interviews and encourage equalities monitoring and ensure that the data is analysed and collated by equality characteristics and job family/grade. Director of HR 2013/14 Annual Report published g) Exit interview forms are voluntary. Information on leavers is monitored by HR and logged onto i-Trent. During 2015 managers will be encouraged to make staff aware of the form on the HR webpages at: and request that they fill them in. h) Ensure that any staff surveys that are conducted in the future are monitored by the equality characteristics in line with the Equality Act 2010 duty and that results are also analysed by equality characteristics. Director of HR 2012 & future dates Annual report published. Evidence used in submissions such as Stonewall or on Disability. h) The E&D Report from Capita has been made available to all staff on the Staff Survey 2012 website under General Information. A new Staff Survey is possibly going to take place in 2015/16 and will be monitored by E&D characteristics. The cost of an E&D analysis report from Capita will be over £1500 plus VAT. i) Submissions & Awards: Improve practice on LGBT issues year on year and use the submissions to Stonewall Workplace Equality Index - top Director of HR Year on year Stonewall Champion, Placed in top 100. i) The University did not have the resources to enter a submission for the Stonewall top 100 Employers index in 2014. The University has worked closely with the Students Union, the Staff LGBT group and the Student LGBT group and Stonewall to improve its ‘Gaybydegree’ rating for student experience in 2014;