Action Plan Objective 1 Understand and more effectively meet the diverse needs of our students, promoting engagement and cohesion, addressing and closing the achievement gap 1.1 Further develop our understanding of BMet’s student base - widening data collection of our student profile. Review data capture to meet General Data Protection Regulations and ensure clarity around purpose and scope of data processing for equality monitoring. Increase disability disclosure rates through improving understanding of rationale for equality monitoring and through actions to proactively recruit disabled students. See 1.2. Commence monitoring of students by religion or belief and sexual orientation at application and enrolment. Consult with students to support a well-managed introduction with clear communication and rationale. D&I Advisor, DP Officer, Student Services D&I Advisor, relevant Directors, DMs D&I Advisor, BI team, Student Council Apr 2018 Sep 2018 Sep 2019 Sep 2018 Jan 2020 Jan 2020 Aug 2019 Jan 2020 Jan 2020 A clear equality monitoring statement where personal information is requested in place. Statement is available in ‘easy read’ and alternative languages. Reduced numbers of people who ‘prefer not say’. rationale communicated. 18% of students disclose a learning disability/difficulty. 1 18% of students disclose a disability/health condition. 2 Clear rationale communicated. 100% of students complete the equality monitoring questions on sexual orientation and religion/belief. 5% of students disclose LGB status. 1.2 Take targeted action to address any inequalities in participation, achievement and/or outcomes through positive action projects and widening participation initiatives. Curriculum areas to set, and take ownership for, equality objectives to include specific targets to increase participation where participation is low; including women and men in non-traditional occupations; BME and disabled people into Apprenticeships. D&I Advisor, relevant HoFs, Directors and DMs Jun 2018 Mar 2020 Mar 2020 Mar 2020 Mar 2020 Mar 2020 Mar 2020 Engagement is monitored through locally managed curriculum plans which detail actions to achieve targets: 7% of construction students are female. 3 6% of engineering students are female. 4 24% of IT students are female. 5 20% of health and social care students are male. 8% of childcare students are male. 30% of Apprentices are BME. 6
Curriculum to set equality objectives to include specific targets to close achievement gaps including consistent underperformance of White/Black Caribbean learners. Deliver ‘Mind the Gap’ training to staff who monitor data. Develop guidance/training on supporting staff and students. Monitor engagement and outcome of pastoral support and engagement activities, including ‘learner voice’ through analysis of evaluation mechanisms. Determine areas where positive action and widening participation projects may be required to address gaps. HoF, Directors and DMs D&I Advisor D&I Advisor, HoF, Non- Curriculum Directors College Coordinators, Enrichment teams D&I Advisor, Directors and DMs Mar 2020 Mar 2020 June 2018 Jan 2018 Feb 2020 Feb 2020 June 2018 12% of Apprentices have a disability. 7 Achievement gap between ethnic groups is reduced to a 12% differential between highest and lowest achievers (where sample size is >100 (2016/17 differential = 17%) Training delivered to curriculum management tiers and relevant support functions. Guidance document in operation. student satisfaction is good. Gaps in participation and representation are significantly reduced. Positive action strategies are clearly defined, with distinct rationale/timescales and supporting EA to assess impact. 1.3 Deliver excellent student care and learning experiences through comprehensive engagement strategies. Deliver a programme of enrichment opportunities challenge prejudice and foster good relations. Review learning support provision to improve support for those who disclose a disability – link with objective. 2.1. College Coordinators, Enrichment teams, D&I Advisor ALS Sep 2018 and ongoing Jan 2019 Aug 2019 Students engage in a wide of awareness raising activities which develop understanding of difference and skills to challenge prejudice. Educate and Celebrate Accreditation. The College demonstrates a clear commitment to sexual orientation and gender diversity. Actions to improve learning support from point of first contact and start of course result in achievement rates for
Ensure D&I inclusion in induction for new curriculum staff. Review student induction process to ensure integration of D&I. Ensure learning support is in place and effective at the start of a learner’s journey. D&I Advisor, Quality HoCs, D&I Advisor ALS Jul 2018 Aug 2019 New staff understand how to integrate D&I into TLA. Review completed and actions identified. Action plan implemented to accommodate individual and D&I responsibilities are understood. Learners with disabilities/difficulties are supported to progress. 2.3 Strengthen D&I practice with external stakeholders. Review processes in operation in securing services/partnerships with: Employers Sub-contractors Suppliers Ensure college correspondence is accessible and inclusive for parents and carers (to include other languages where necessary). Research and consider Living Wage accreditation with the Living Wage Foundation Research and consider a Modern Slavery Transparency in Supply Chains Statement Director of Sales, Operations Director D&I Advisor Director of Partnerships, D&I Advisor Relevant Managers, D&I Advisor , Marketing, Student Services, Quality OD Manager Procurement team Mar 2020 Feb 2019 Mar 2019 Aug 2019 April 2019 March 2019 May 2019 Stakeholders have a demonstrable commitment to D&I. Review undertaken and action plan to address improvement, with supporting timelines is developed and implemented. Review undertaken and action plan to address improvement, with supporting timelines is developed and implemented. Review undertaken and action plan to address improvement, with supporting timelines is developed and implemented. Review undertaken and action plan to address improvement, with supporting timelines is developed and implemented.
Objective 4 Have a progressive, diverse and supported workforce. 4.1 Widen data collection of our staff profile and take action to address any inequalities in representation, engagement and progression. Review data capture to meet General Data Protection Regulations and ensure clarity around purpose and scope of data processing for equality monitoring. Increase disclosure through improving understanding of rationale for equality monitoring, including disability disclosure. Explore positive action strategies to recruit staff and to progress staff within the organisation. See 3.2. Review recruitment procedure and employee journey. Comply with Gender Pay Gap reporting requirements and implement actions to address findings as appropriate. D&I Advisor, HR Manager, DP Officer HR Manager HR Manager, OD Manager HR Manager, Projects and Processes Manager Payroll and D&I Advisor Apr 2018 Feb 2020 Feb 2020 Aug 2018 Dec 2018 Mar 2018 +annually A clear equality monitoring statement is provided where personal information is requested. Reduced numbers of people who ‘prefer not say.’ 10% of disclose a disability.7 Strategies identified and associated actions and timelines developed. New process documented and implemented informed by EA. Report available. Plan to address inequalities, with supporting timelines for completion, developed. 4.2 Develop supportive structures to provide opportunities for belonging, wellbeing and growth. Explore the need for policies which support staff – (e.g. dignity at work, agile working and bullying and harassment). Ensure gender neutral language used in new and reviewed policies. Review the employee engagement survey by protected characteristics to target actions where there are gaps. HR Manager, OD Manager Policy owners D&I Advisor, Projects and June 2018 Aug 2018 Dec 2019 Mar 2018 Decision on additional policy needs are. Supporting timelines for policy development and approval developed. New policy documentation includes gender neutral language Policy content includes gender neutral language. Survey is formulated to allow for scrutiny at this level.