Single Equality Scheme Approval Approved by Staff Committee 11 October 2010. Approved by Executive Board 4 November 2010. Approved by Council 13 December 2010 Last Updated 30 November 2010 following comments from Executive Board Vice-Chancellor’s foreword included. Front page added 12 January 2011 Review started February 2013 – Single Equality Scheme changed to Equality Strategy Drafts to Diversity Committee June and October 2013 Effective Date Expected to be 9 December 2013 Review Date December 2016
proposals to embed Equality and Diversity monitoring within the main reporting arrangements to Council. Services (instead of reporting through Diversity Committee in the first instance). e.g. Estates Support Services to report on E&D to Council in their Annual Report Plus Leads from other areas/University Level Committees Address the low level of staff in administrative roles from BME communities in the North East by promoting the University as an employer by finding new ways to inform local communities and school leavers of work opportunities at the University. A higher number of applicants from BME groups apply and the numbers of staff from BME groups increases. July 2014 Executive Director of Human Resources/ HRA(P&P) BME project underway to liaise with local organisations, publicise vacancies and promote the University as a place to work. Revise and re-publish the procedure for dealing with complaints of bullying and harassment for staff. More staff are aware of the process and feel positive about the way matters are handled December 2013 HRA(P&P) Consultation complete, communication of procedure under way. Support schools and institutes to apply for Athena SWAN Awards with a view to the University achieving Silver Status by 2015. reference to Athena SWAN Action Plan for 2012-15 Nov 2015 University SAT/FMS and SAGE/ HaSS All units in FMS and SAgE have scheduled applications.
Roll out Athena SWAN principles to HaSS. Two schools in HaSS are participating in the ECU gender equality charter mark which aims to address gender inequalities and imbalance in the arts, humanities and social sciences. Successful awards as part of the trail April 2014 HaSS / HRA (P&P) Commenced September 2013 Implement the Equality Analysis Process for Decision making in new or revision of policies and procedures. No new policy or reviewed policy or procedure relevant to equality will be approved without an Equality Analysis being reported. 2014 HRA(P&P) Promote Process and Implement with University Committees. REF Equality Analysis and Training to be completed and the process for fair and transparent selection of operating effectively during the year. The REF process is fair and transparent. December 2013 Assistant Director of HR (Operations) / HRA(P&P) 3 Phase completed prior to submission. Phase 4 Post submission. To monitor and analyse issues related to equality and diversity in overseas campuses. To ensure appropriate mechanisms are in place to deal with equality and diversity issues. September 2014 Executive Director of Human Resources / NUIS / NUMed / HRA(P&P) Commencing December 2013
Appendix 1 Equality Act 2010 Type of discrimination PC = Protected Characteristic Age Disability Permits more favourable treatment Gender Reassignment Race Religion or Belief including lack of belief Sex Sexual Orientation Marriage & Civil Partnership Excluding single people only in employment Pregnancy & Maternity Direct Discrimination Treated less favourably because of a PC Applies Applies Applies Applies Applies Applies Applies Applies Applies Associative Discrimination Direct Discrimination because they associate with someone with a PC Applies Applies Applies Applies Applies Applies Applies Does not apply Does not apply Discrimination by perception Direct Discrimination because someone thinks they have a PC Applies Applies Applies Applies Applies Applies Applies Does not apply Does not apply Indirect Discrimination A rule or policy that applies to everyone but disadvantages a PC Applies Applies Applies Applies Applies Applies Applies Applies Does not apply Harassment New: can complain of behaviour even if not directed at them Applies Applies Applies Applies Applies Applies Applies Does not Does not apply Victimisation Treated badly because they have made a complaint Applies Applies Applies Applies Applies Applies Applies Applies Applies