EQUALITY OUTCOME IMPROVING DATA

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2 EQUALITY OUTCOME IMPROVING DATA To improve the collection, reporting and use of data across all protected characteristics for both staff and students, taking the relevant actions identified, to advance equality of opportunity and meet the requirements of the Public Sector Equality Duty ACTIONS SUCCESS MEASURES EVIDENCE SOURCE RESPONSIBLE TIMESCALE 1 Participate in the Attracting Diversity: Equality in student recruitment project to fully embed E&D into student recruitment processes Data analysed, benchmarked and used to make identified improvements Targets will be set as the project progresses to improve retention and success Data Performance Indicators Surveys Self-Assessment Equality Impact Learning & Quality Organisational First review of data by start of Academic Year 16/17 This is a 2.5 year project. 2 Review and benchmark College student data to appropriately assess underrepresentation and set specific The data collected on students for AY will be used as a baseline against which Performance Indicators Data Learning & Quality August 2

3 and achievable targets in relation to improving participation of underrepresented groups including care experienced students. progress can be measured with an action plan. Data analysed and used to improve identified outcomes for students Performance Indicators Improved retention and success Self-Assessment Surveys Implementation of an Action Plan based on data identified in AY Organisational Improved availability and reporting of data 3 Improve and standardise collection, reporting and use of staff equalities data by protected characteristics Number of staff providing data increases Increased successful applications at all levels by those with protected characteristics The data collected on staff for AY will be used as a baseline Staff Surveys HR System Reports ECU Supporting Workforce Diversity Project HR Manager Organisational Development HR Manager January

4 against which progress can be measured with an action plan. Staff Equality Group 4 Analyse gender pay gap data and improve level of occupational segregation data by undertaking occupational analysis of staff across all areas and functions Standardised information across HR and OD The analysed information is used to understand causes of pay gaps and to identify if there is any occupational segregation within the College, and then create an action plan to address. HR Systems Results from analysis HR Manager January

5 EQUALITY OUTCOME ADVANCING ENGAGEMENT To improve the way we involve staff, students and external partners in mainstreaming equality and diversity ACTION SUCCESS MEASURES EVIDENCE SOURCE RESPONSIBLE TIMESCALE 5 Co-ordinate a cross college approach to working with external partners/stakeholders representing those with protected characteristics by identifying where partnerships currently exist and identifying further organisations, partnerships or stakeholders where relationships can be developed A co-ordinated approach to working with external partners and stakeholders Greater awareness and recognition of the work we already do and the impact that has on the student experience. An updated central list of partner organisations Validation Panel through Action Learning Project Staff equality Survey Learning and Quality Staff Equality Group August New partnerships identified that have a measurable positive impact on the student experience. Annual Staff Equality Surveys Consultations with a wider group of stakeholders on key equality initiatives and outcomes. 5

6 6 Work with the Association to identify new ways of involving students with protected characteristics to improve the student experience. A clear statement/strategy from the s Association on how the Association will work with the College to improve the experiences of students with protected characteristics Improved participation Surveys/Focus Groups Performance Indicators Self-Assessment Evaluations of events, good practice, promotional activities representing protected characteristics Learning & Quality Association Manager September Course evaluation Action Learning Project Association Sabbatical Officers Questionnaire SA Quality Framework Education Scotland Representative 6

7 7 Develop the integration between all College equality groups ensuring that the Equality and Diversity Strategy Group, Inclusiveness Committee, QIAC and Staff Equality Group work together effectively to ensure better outcomes for staff and students with protected characteristics Evidence of collaborate working Better consultation Communication mechanisms established and embedded Action Plan outcomes from the groups Minutes of Meetings Delivery of the Equality Outcomes Equality and Diversity Strategy Group October 7

8 EQUALITY OUTCOME ADVANCING KNOWLEDGE To promote awareness and advance understanding of equality and diversity across the College. ACTION SUCCESS MEASURES EVIDENCE SOURCE RESPONSIBLE TIMESCALE 8 Implement a programme of initiatives to raise awareness and enhance knowledge of equality and diversity for staff across the College to ensure that equalities are embedded into the day to day work of the College in all areas. Training on Equalities Impact undertaken by all staff involved with policies, procedures and development so that Equality Impact are completed at the right point in policy development and practice A defined training programme delivered to targeted staff groups with evidence of impact. Evaluation of feedback Statistics on number of staff completing training Self-Assessment Reports attached to all policies and procedures HR Manager Organisational Development Staff Equality Group Organisational Development November All staff to have 8

9 completed Equality and Diversity Training 9 Training to be undertaken at Board level to enhance the understanding and stress the importance of equality at a senior level within the College Record of training taken place Induction for new Board members Board Minutes EIA relevant Board Decisions Board Secretary November 9

10 EQUALITY OUTCOME IMPROVING THE EXPERIENCE To ensure that staff and students across all protected characteristics feel, valued, respected and supported. ACTION SUCCESS MEASURES EVIDENCE SOURCE RESPONSIBLE DEADLINE 10 Embed the Vision and Values, effecting culture change across all College Campuses to ensure that staff, students and other key stakeholders with protected characteristics feel valued, respected and supported. This will be done through the Leadership Team continuing to take this forward via the identified project strands and their team work plans. All staff received Vision and Values awareness sessions Teams have embedded the Vision and values in their work plans and day to day work and demonstrate awareness and commitment. Feedback from Vision & Values training sessions used to improve the experience of staff and students IiP Staff Surveys Self-Evaluation reports HR Manager Organisationa l Development Heads of Service All Managers December Outcomes from Leadership Team Projects 10

11 11 Review Marketing and Communications internal and external to ensure that they consistently meet the needs of those with protected characteristics and present positive images of diversity, role models and highlight the College s Values relating to Equality & Diversity Internal Style Guide finalised Accessible and inclusive materials produced both electronic and printed publications. Literature Publications and external feedback Vice Princpial Marketing Design, Publicity and Marketing Manager 12 Review the Learning and Teaching Strategy to ensure that NESCol has an accessible and inclusive curriculum design, delivery and assessment in place ensuring that all learners with protected characteristics are able to choose courses that match their aspirations Performance Indicators Representatives across all protected characteristics Positive comments/no negative comments relating to equalities on Master Pack Internal Audits Surveys Feedback Engagement Course Overviews Course Committee Feedback Class Representation Internal Audits Association Manager Learning & Quality August 11

12 13 Improve the support and information available to students and staff with mental health issues Clear information and guidance available for students and staff Programme of initiatives and training set up for staff and students. Greater integration between staff and student mental health events. Staff and Surveys/Focus Groups PI data HR PI data HR June Across college Mental Health Group set up 14 Review of and Guidance to ensure accessibility for protected characteristics Annual Review of Action Plan produced Positive student feedback Access and Inclusion Strategy Action plan from Annual Review Learning & Quality November 12