MANCHESTER METROPOLITAN UNIVERSITY AGENDA ITEM 6 DIVERSITY AND EQUAL OPPORTUNITIES COMMITTEE

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1 MANCHESTER METROPOLITAN UNIVERSITY AGENDA ITEM 6 DIVERSITY AND EQUAL OPPORTUNITIES COMMITTEE REF: DEO/18/04 5 FEBRUARY 2018 EXECUTIVE SUMMARY Title Equality and Diversity Strategy Implementation Plan Update Author Josie Elson, Assistant of HR, x6496 Rita Lewin, of Student Support Services, x3492 Purpose of Report To provide an update on the Strategy Implementation Plan. Key Issues The Equality and Diversity Strategy Implementation Plan sets out planned actions against the five aims of the Strategy: 1. Inclusive leadership and decision making at all levels of the organization. 2. Understanding our communities and providing support for their needs. 3. Accessible and inclusive campus. 4. Progressive, informed, diverse and supported workforce. 5. Inclusive student experience. Previous iterations of the Plan have been presented to the Diversity and Equal Opportunities Committee. The Plan was approved by the University Executive Group on 4 July This report provides an update on progress made to date against the Plan. There now exists a number of work streams and several associated action plans covering a number of areas of equality and diversity, such as Athena SWAN and Stonewall, in moving forward the Race Equality Charter Mark. It is therefore proposed that: (a) There should be a single action plan, for scrutiny by the Diversity and Equal Opportunities Committee, with each action referenced to the relevant charter marks. (b) The action plan should be directly linked to the University Strategy. (c) Actions within the action plan should be mainstreamed into local where appropriate. Action required by the Committee The Committee is asked to: (a) (b) Note the contents of the report. Approve the approach described.

2 MANCHESTER METROPOLITAN UNIVERSITY AGENDA ITEM 6 DIVERSITY AND EQUAL OPPORTUNITIES COMMITTEE REF: DEO/18/04 5 FEBRUARY 2018 EQUALITY AND DIVERSITY STRATEGY IMPLEMENTATION PLAN UPDATE AIM 1: INCLUSIVE LEADERSHIP AND DECISION MAKING AT ALL LEVELS OF THE ORGANISATION ISSUE ACTION KPI/SUCCESS MEASURES TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE PROGRESS Action plans insufficiently informed by data analysis. 1.1 Improve and extend analysis of E&D data E&D Data Analyst appointed. Key institutional data sets identified. Faculty and Professional Service area data analysed. The institution can demonstrate a high level of data analysis and informed action planning in its 2017 Athena SWAN institutional submission, the 2016/17 E&D annual report and other Award submissions. SPO Data Analyst in post June 2017 Data analyst in post. E&D Data Analyst September 2017 Data analysis completed for Institutional A/S submission. E&D Data Analyst January 2018 Faculty and professional services data to White British candidates are (a) more likely to be offered an interview and (b) more likely to be offered a position than their BME counterparts. Unconscious Bias training is an expectation of Athena SWAN, Stonewall and the Employers Disability 1.2 Implement Unconscious Bias training for all staff involved in recruitment processes, including senior appointments. All members of recruitment panels trained and refresher training completed every two years. BME Academic staff in post at or above sector average by November 2019 HESA return. % of BME males invited to interview in line with % for overall (annual report 3.4) by October E&D Manager/L&D Manager UEG trained by July Ongoing training of panel members. Unconscious Bias training incorporated into recruitment and selection training for all staff (previously limited to Panel Chair training). 3 of 14 members of UEG attended Unconscious Bias training (ULF member 1

3 Forum (disability Standard). sessions). Proposed action to run a specific session for members of UEG. Monitoring of decision-making bodies is an expectation of Athena SWAN, Stonewall and the Employers Disability Forum (Disability Standard). 1.3 Complete annual monitoring of decision-making bodies and committees and where possible address any underrepresentation. Any under-representation identified. Positive action put in place to address underrepresentation. Committees and decisionmaking bodies reflect the demographics of the relevant communities. Deputy Vice- Chancellor E&D Manager/E&D Data Analyst August annually Committee representation monitoring completed as part of the 2017 Athena SWAN submission. Equality and Diversity training needs to be kept up to date and cover the important issues. Some training should be made mandatory and adequate records kept of completion. 1.4 Review the University s Equality and Diversity training offer. Review of training provision completed. Revised training offer from the Equality & Diversity Team developed. New equality and diversity training offer made available. Completion and refresher rates reported to UEG and senior managers. Annually, from the end of the 2018 academic year, the University can demonstrate that it has the appropriate training available. 85% target for completion of mandatory training by end of 2018 academic year. E&D Manager August 2017 October 2017 November 2017 Quarterly from November 2017 Training review presented to DEOC October 2017 Managers training course developed. Proposal for training deliver presented to DEOC Feb The University must demonstrate compliance with legislation and statutory duties. 1.5 Review of existing HR policies as they relate to Equality & Diversity. Identification of those policies with the greatest equality impacts. The University has a full suite of up to date and compliant HR policies. HR Policy Advisor/E&D Manager April 2017-October 2017 Family friendly policies revised and submitted to UEG: Flexible working policy, Carers policy, Career Break 2

4 An appropriate suite of equality impact assessed policies is available on the University website. E&D Manager/HR Policy Advisor October 2017 policy, Parental leave policy. Policies awaiting final sign off prior to upload to webpages. AIM 2: UNDERSTANDING OUR COMMUNITIES AND PROVIDING SUPPORT FOR THEIR NEEDS ISSUE ACTION KPI/SUCCESS MEASURE TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE Actions insufficiently informed by data analysis. In line with the sector averages, the rate of disability disclosure is higher for Professional Services staff than 2.1 Analyse University Staff Survey data (qualitative and quantitative) 2.2 Implement communication and engagement strategy to encourage staff to complete equality Key equality and diversity issues identified. Actions to address key issues included in relevant action plans (local and institutional staff survey actions plans, E&D Strategy, Athena SWAN, Stonewall, REC action plans). Developed picture of areas where reporting is complete/incomplete. The University can demonstrate that its actions to address are data informed. By HESA return 2018, increase disability disclosure rate for academic staff particularly on disability and sexual E&D Manager/E&D Data Analyst/Employee Engagement Manager E&D Manager. Data analysis completed by August 2017 Staff survey action plans developed by September 2017 Other action plans developed in line with their own timescales August 2017 Staff survey data presented (by demographics) to DEOC October Cross-forum event to examine specific issues identified through analysis. Staff survey action plans drafted for departments. Staff survey results were utilised for the Institutional Athena SWAN submission, and are being utilised by departmental SATs. Analysis completed of where reporting rates for disability are particularly low. 3

5 for Academic staff. Identification of ways to encourage academic staff to disclose their disability status included in the E&D annual report 2016/17. monitoring information in myhr AIM 3: ACCESSIBLE AND INCLUSIVE CAMPUS Targeted communication strategies in place to improve reporting. Improved Equality & Diversity data set across the University. orientation (Annual report and ). E&D Manager/Employe e Engagement Manager/Marketin g & Communications September 2017 Communication plan in place to encourage staff to complete disability monitoring. Back end of myhr reviewed and simplified for staff to update information. E&D Manager April 2018 Data completion rates to be reviewed following communications. Results will be reported to DEOC. ISSUE ACTION KPI/SUCCESS MEASURE TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE DEOC endorsed proposals to extend the coverage of the access maps to cover all buildings with major footfall. 3.1 Further develop Access for All provision: create access guides for all buildings with major footfall; Investigate the development of an Access Maps Mobile App. Enhance the current Access Maps webpage to bring it in line with the University s website style and branding. Training appropriate staff to review and refresh content on Access for All webpages. To provide access maps for all University buildings by 2019 Chair Accessibility Working Group Marketing, Communications & Development (MC&D) Web and New Media team. Services Group - Facilities Management team. Conference & Events. October 2017 October 2017 Complete: The Access for All webpage is now in line with the University s website style and branding. Complete. 4

6 Review of all existing webpages to ensure all relevant access information is centralised onto the Access for All page. MC&D -Web and New Media team. January 2018 Complete. DEOC have agreed to the provision of gender neutral toilets (issue raised by the SU and the LGBT and Gender staff fora) Develop Access Guides for other buildings with significant footfall, such as the Grosvenor building (that houses the Holden Gallery, which is a public space), John Dalton and Sandra Burslem. 3.2 Investigate the development of an Access Maps application so that users can access wayfinding information from a mobile device. If approved, to develop the application. 3.3 To roll out the pilot programme, if successful, in other buildings, giving serious consideration to the John Dalton building. 6-month pilot programme will be rolled-out at the Brooks Building and the Students Zone (Cheshire Campus). To be determined after review of pilot. Services Group - Facilities Management and Conference & Events. Services Group - ISDS of Estates E&D Manager, Estates representative January 2019 December 2017 Commence April 2017 Not yet due Initial investigations complete. Production of a mobile app would require full project plan, including costings, for which there are not currently resources. Pilot complete and positive feedback collated from staff, LGBTA+ forum and student s union. Planned roll out across campus. To obtain more detailed costings for the programme. Complete 5

7 AIM 4: PROGRESSIVE, INFORMED, DIVERSE AND SUPPORTED WORKFORCE The DEOC has made a commitment to close the Gender pay gap. 4.1 Analysis of gender pay gap data Gender pay reported Analysis completed Report to DEOC, UEG Achieve parity by Deputy Vice- Chancellor and Finance and Resources Committee Summer/ Autumn 2017 November 2017 Full gender pay gap report to be presented to UEG ahead of the statutory deadline (March 2018). The University is committed to benchmarking itself against other employers through the Stonewall Workforce Equality Index. The University has made a commitment in the 2016/17 E&D annual report to use the process of applying for the Race Action plan to address gender pay gaps developed 4.2 Submit to Stonewall Submit application to the Race Equality Charter Plan contains actions that address the issues identified by the analysis of data. Action plan developed that includes key strategic actions to address main points of feedback. Move into top quartile in overall ranking. Feature in top 3 place in top 5 for HE. E&D Manager January 2018 Present feedback and draft action plan to April 2017 DEOC Report to be published on the University website w/c 5 th March 2018, in accordance with partners across the sector. Action plan presented to DEOC. Application submitted. August 2017 Application submitted ranking is 16 th in top 100, an increase in 25 places, and a total increase in 150 places in the last 2 years. Self-Assessment Team (SAT) established. Proportion of BME employees at sector average which is currently 25.2% (Annual report 3.2.4) Deputy Vice- Chancellor June 2017 Equality Challenge Unit to present consultancy day to University staff: Getting started with the Race 6

8 Equality Charter to address the issues identified, specifically to raise the proportion of BAME staff (The proportion of BME staff is lower than the sector average of 25.2%, and the proportion of BME academic staff (23.78%) falls below the sector average of 34%) and to address the apparent inequalities in the recruitment process. Further interrogation of data carried out. Action plan developed informed by data analysis. Proportion of BME Academic staff at sector average which is currently 34% by 2019 (annual report ) 10% increase in proportion of BME staff in Senior Professional Service and Senior Academic roles by E&D Manager/E&D Data Analyst June 2017-Dec 2017 January 2018 Equality Chartermark on 1 st February Following consultancy day, appropriate members of staff to be invited to form SAT and begin work on Institutional submission. NB The Race Equality Charter will also apply to students. Targets to be confirmed. The University was unsuccessful in its 2016 submission for re-accreditation and has been given 12 months to achieve re-accreditation. 4.4 Submit application for Institutional Bronze Athena SWAN Award Self-Assessment teams (SATs) established in all University functions. Institutional Action Plan developed that addresses issues identified by data analysis. Application successful. Deputy Vice- Chancellor /E&D Manager June 2017 August 2017 Self-assessment teams established in Business and Law, Arts and Humanities. Action plan developed. Application quality reviewed by three Athena SWAN Accredited Institutions September 2017 Application reviewed by 2 external reviewers. Application submitted November 2017 Application submitted. 7

9 Women are underrepresented at Reader and Professor grade. 4.5 Deliver Information sessions on the Professoriate process for female staff. Sessions organised. Sessions publicised through multi- media channels: via the Heads of Research, FEGs, ManMetLife, Manchester Metropolitan s Women s Network etc. Increase the number of female staff applying for Reader and Professor. Achieve parity between number of women and men in senior roles by 2019 (Annual Report 3.2.9) Equality and Diversity Coordinator, s July 2017 July November 2017 Complete. Sessions widely publicised and well attended. Total of 79 women attended sessions. 4.6 Deliver Career Development sessions for Women in Professional Services roles via the University s Women s Network 3 sessions delivered during October and November 2017 Sessions organised. Sessions publicised through multi- media channels: via SLG s, ManMetLife, Manchester Metropolitan s Women s Network etc. Achieve parity between number of women and men in senior roles by 2019 (Annual Report 3.2.9) L&D Manager November 2017 And then annually June 2017 June March 2018 Sessions delivered. Work not yet started ISDS has a staff profile that is mainly White male. The of ISDS is committed to addressing this imbalance. 4.7 Conduct pilot project in ISDS to address inequality in staff profile and barriers to progression. 5 sessions delivered between September 2017 March 2018 Working group formed (sub-set of E&D Strategy Staff Group) Data analysis undertaken to identify key issues to focus on Targets will be set once the data has been analysed. E&D Manager/Working Group March 2018 then annually July 2017 September 2017 Work not yet started Action plan developed October 2017 Action plan implemented January

10 AIM 5: INCLUSIVE STUDENT EXPERIENCE 5.1 DATA COLLECTION & ANALYSIS TO IDENTIFY THE KEY ISSUES ISSUE ACTION KPI/SUCCESS MEASURE TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE PROGRESS Accurate, one source data required to facilitate improved analysis of student data and inform action To extend and improve analysis of E & D student data to support the development of evidencebased interventions to improve recruitment, retention and progression of students from protected characteristic groups, with a particular emphasis on students from BME groups. To undertake an analysis of TEF data of other institutions with a particular aim to identify those institutions with positive indicators for BME students E & D Analyst appointed. Key institutional data sets identified and agreed by UEG. Institutions identified for external benchmarking. To be confirmed To be confirmed of SPO PVC Education of SPO PVC Education of SPO Data Analyst in post July 2017 September 2017 September SPO have now produced regression data which indicates which student groups we need to prioritise in order to improve progression. Completed. 9

11 To ensure that once data analysis is completed, further specific actions and targets are agreed. Actions agreed. To be confirmed PVC Education Education Committee Actions and targets agreed by December 2017 Data produced by SPO has been discussed at the first Retention & Progression Steering group who will now agree actions to be taken. This group will report into the Education and ASQ Committee. 5.2 SPECIFIC PROJECTS/INITIATIVES TO IMPROVE OUTCOMES OF BME STUDENTS Although it is accepted that further analysis and breakdown of data on students with protected characteristics is required, specific projects to improve attainment of students from BME groups is urgently required The HEFCE Catalyst project Diversity & Inclusion Student Ambassador Project identifies a number of programmes to improve student outcomes, specifically attainment and student experience for BME students. All project objectives achieved- Including increase in student skills and confidence to act as an active bystander in cases of harassment & discrimination. See bid document of Student Support Services: Head of Widening Participation & Student Financial Success. December 2019 Dedicated staff finally appointed to posts in December Update report will be available for summer term DEOC A collaborative project with Liverpool John Moores University and the Open University will Research concluded and initiatives put in place as appropriate. Evaluation demonstrates impact. of Careers & Employability Task & Finish Group. End of 17/18 academic year for research. Initiatives put in place and evaluated by end Awaiting update from of Careers. 10

12 identify best practice in Careers and Employability Services across the sector that can be evidenced to achieve impact and, deliver improved graduate outcomes for BME students. of 18/19 academic year. 5.3 INCLUSIVE CURRICULUM ISSUE ACTION KPI/SUCCESS MEASURE TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE PROGRESS A fully inclusive approach to curriculum and assessment design and delivery is required to achieve a step change in attainment for students with protected characteristics To deliver workshops to promote the embedding of an inclusive curriculum and ensure it is accessible to all students regardless of educational background, home circumstances or cultural heritage. Evaluation of training by participants indicates a clear understanding of the benefits of an inclusive approach to learning and the impact this can have on achievement. All Faculty Heads of Education and Programme Leaders to attend training sessions and then cascade within Faculties/ departments (or equivalents). PVC Education Head of CELT & CELT Team End of 17/18 academic year Work ongoing. Head of CELT to provide verbal update at next DEOC. 11

13 5.3.2 To develop a DEOC approved Inclusive Curriculum Chartermark, incorporating the ERAC (embedding reasonable adjustments in the curriculum) project and the recommendations arising from the report' Promoting success for all: addressing the attainment gap of BME students. Number of programmes achieving the Chartermark in the first year and beyond. Evaluation conducted with students and staff demonstrates an understanding and appreciation of curriculum changes DVC Head of CELT End of 17/18 academic year and then ongoing. Work has begun on this. Head of CELT to provide verbal update at next DEOC. 12

14 5.4 OTHER PROJECTS/INITIATIVES ISSUE ACTION KPI/SUCCESS MEASURE TARGET ACCOUNTABLE/ RESPONSIBLE TIMESCALE PROGRESS This action is in response to the University s concern about providing high quality and timely support to students with mental health issues This action is to ensure that the University complies with recommendations made in the Universities UK Report on sexual violence against women To ensure the University s Counselling, Health & Wellbeing staff are trained to deliver Mental Health First Aid training to all student-facing staff HEFCE Catalyst project Student Safeguarding on Campus project identifies a number of actions and work streams to promote a zero tolerance approach to sexual harassment and violence, and support for victims/survivors to disclose. Evaluation of training indicates clear understanding of how to spot and support students in danger of developing / experiencing mental health problems. All project objectives achieved. (See project plan and bid document for details). Number of staff trained in 17/18 & ongoing. Project plan to be completed which will outline targets. of Student Support Services Head of Counselling, Health & Wellbeing. of Student Support Services. Working group Training rolled out from September 2017 and then ongoing May 2018 for Catalyst bid objectives and then ongoing for related University objectives. Delay in roll-out of training due to impact of increasing demands on service. Training will be planned in to commence after Easter See attached update from Project Manager- Louise Jones. This action is to ensure that a guidance is in place to support students disclosing as trans/ non-binary, and ensure parity with staff To develop and promote guidance for staff on supporting trans and gender nonbinary students. Students, and those who support them, know what support is available and how to access it. Guidance document produced. of Student Support Services HR Equality & Diversity Manager. August 2018 Work not yet commenced. 13

15 going through a similar process. This action is to ensure that the faith needs of the growing number of Muslim students (both UK and international) are met on campus To explore the feasibility of including prayer space on campus for Muslim students that is fit for purpose contributes to improving the student experience for a sizeable number of both UK and international students. Report identifies student requirements and recommendations made to UEG. of Services of Estates Feasibility report to be completed and presented to UEG by July Space identified but awaiting feedback from Timetabling Services on how this can be accommodated. 14