Objective 1 Further Increase the Representation of BME Staff at Management Level Public Sector Equality Duty Advance equality of opportunity Comment (2012) Analysis of the college workforce has identified an under-representation of Black and Minority Ethnic (BME) staff within management roles. Currently there is a 50% representation of BME staff across all roles; therefore target is to increase the proportion of BME managers to at least 50% from the current 35%. Final comment on progress (2016) Currently (as of October 2015) there are 27% BME managers across the whole (middle and senior) management team; 59% of managers are from white British backgrounds, and the other 14% are from a variety of different backgrounds. The proportion of BME managers is significantly higher among middle managers than among senior managers. Actions included: focus group for BME staff integration of career progression discussion within appraisal training for managers on developing staff involvement with Network for Black Professionals activities Objective 2 Continue to Equip Staff with Skills and Confidence to Tackle All Equality and Diversity Issues in the Classroom Public Sector Equality Duty Eliminate discrimination, harassment and victimisation Foster good relations Comment (2012) All staff receive equality and diversity training as part of induction, as well as regular training on a biannual basis. Final comment on progress (2016) Ofsted (October 2015) found: “Teachers promote equality and diversity in the classroom very well. As a result, students respect each other’s views and develop very good attitudes towards working collaboratively and harmoniously.” Actions included: training for teachers on embedding equality and diversity within the curriculum equality and diversity embedded into team meetings training for managers on disability and transgender
Objective 5 Continued Monitoring of College Success Rates for Specific Groups to Ensure No Significant Difference Between Groups is Maintained Public Sector Equality Duty Advance equality of opportunity Comment (2012) College success rates and value-added show no significant difference (no more than 5% from the college norm) by gender, ethnicity or disability. Final comment on progress (2016) Ofsted (October 2015) found: “There are no significant gaps between the achievements of different groups of students”. However, there are emerging gaps between female and male performance, 19+ success rates and 16-18 students ‘other mixed’ and ‘white/black Caribbean’. Actions include: monitoring at curriculum and whole-college level analysis of university progression data Objective 6 Processes for Staff and Student Consultation, Feedback and Evaluation to be Reviewed and Strengthened Public Sector Equality Duty Foster good relations Comment (2012) The college currently has an Equality and Diversity Committee, which meets to assist SLT and cross-college leaders in discussing and implementing equality and diversity policy. There has also been consultation at CMT level with regard to training needs for teaching staff and all staff consultation on equality objectives. Final comment on progress (2016) There are now an increased number of ways consultation takes place; equality and diversity has been further integrated into the college’s quality systems; consultation with students in our quality processes routinely includes reference to equality and diversity issues. Actions include: review of Student Council creation of Staff, Parent and Employer Councils review of quality systems consultation and feedback on new college Equality and Diversity policy (2015)