MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN

Transcription

1 MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN

2 CONTENTS Pages 1. Gender Equality at MMU 1 a. Introduction 1 b. Gender Equality Scheme 1 c. Mainstreaming Gender Equality across the University s functions 2 d. Approach 2 e. Context for action 3 f. Identifying key actions 4 g. Priorities for Actions 4-5 h. Implementing the Scheme 5 i. Accountabilities and responsibilities: 5 i. Governing Body 5 ii. The Vice Chancellor 6 iii. Managers and Supervisors 6 iv. Individuals and specific responsibilities 6 v. The Equal Opportunities Officer 7 vi. All Staff 8 vii. Visitors and Suppliers 8 viii. Inappropriate or discriminatory language or behaviour 8 ix. Building capacity 8 2. Appendices 9-13 a. Appendix 1: Analysis of staffing and Student data (available on request) b. Appendix 2: Gender Equality Scheme Action Plan 2007/ Last revised 9 January 2008

3 Manchester Metropolitan University Gender Equality Scheme Introduction This Gender Equality Scheme (GES) marks a further important step in the University s continuing commitment to diversity and equality of opportunity. We set out our commitment in the Equal Opportunities Policy (September 2001), locating it as central to our mission as a provider of higher education. We recognise and accept our legal responsibilities. We believe discrimination, either direct or indirect as defined in law, is unacceptable and we will not tolerate it. In the same way, harassment or victimisation, as defined in law, are unacceptable and will not be tolerated. However, our policies on diversity and equal opportunities are not limited to the minimum standards imposed by the law. We are committed to achieving best practice in the area of equal opportunities. Everyone who is or who seeks to be a member of staff or a student of the University is entitled to receive equality of opportunity and treatment that is appropriate and fair. We will be proactive in all matters relating to equality of opportunity and diversity. We value and will celebrate the richness brought to our institution by a diverse population, both of staff and students. We recognise and will seek to reflect the positive contributions brought to the University by all our staff and students. We also recognise that the behaviours through which diversity is evident must be consistent with the values that underpin this policy document. Gender Equality Scheme This Gender Equality Scheme (GES) is linked to the University s other equality and diversity policies. ( 1 ) Its purpose is to set out clearly how the University aims to meet new obligations under the Equality Act 2006 as well as to fulfil its broader commitment to gender equality. In carrying out our different functions, we have an anticipatory general duty to have due regard to the need: To eliminate unlawful discrimination and harassment for men, women and trans people ( 2 ) To promote equality of opportunity between men, women and trans people in all of our functions Specific duties have also been imposed to help Universities to meet the all encompassing general duty. These are: 1

4 To prepare and publish a gender equality scheme (this Scheme). To consider the need to include objectives to address the causes of any gender pay gap. To gather and use information on how the University s policies and practices affect gender equality in the workforce and in the delivery of services; and to review proposed policies and practices. To consult stakeholders (i.e. employees, trade unions, students, service users) and take account of relevant information to determine objectives. To implement the actions set in its scheme within three years, unless it is unreasonable or impractical to do so. To report against the scheme every year and review the scheme at least every three years. Mainstreaming Gender Equality ( 3 ) across the University s Functions The University is a large employer, education and service provider. Through the Gender Equality Scheme (and related policies), we are aiming to meet our obligations and commitments to gender equality across the full range of our core functions and processes. These include, for example: - Strategic / business planning and policy development - Quality enhancement and monitoring - Student admissions - Teaching and learning (including the curriculum) - Assessment - Arranging work placements - Research - Student support - Collaborative working - Procurement (buying in goods, facilities and services) - Employment, including staff recruitment, development, flexible working and progression - The resolution of complaints fairly and consistently, including those involving harassment and sexual discrimination - Marketing and external relations, which includes developing links with local community organisations that have an interest in working with the University It is the University s intention to put women and men s different needs at the heart of its education provision and employment practices and to reach a position in which gender equality becomes integral to all our services and policy formation. Approach The University has consulted with a range of stakeholders, including staff, trade unions and students, to determine the priority areas for action to address gender equality issues. This consultation will be ongoing and will include the reporting of progress and the revisiting of action areas on a periodic basis. 2

5 The views and experiences of staff have been sought using a short questionnaire. The University will maintain its consultative approach to developing the GES, by running focus groups with interested students and exploring the possibility of establishing gender related networks. The on-going engagement with trans people is a key feature within the first year of the University s Action Plan. To view the executive summary for consultation held with staff, please visit the University s website and go to the gender equality section of the equalities page: The University will ensure that its priorities are also informed by data on the gender profile of staff and students, by information on the staff and student lifecycles of admission/recruitment, progression and success, and by data on relative pay levels. Gender equality objectives will also be established in the context of broader University business objectives and priorities. The University will maintain an Action Plan to complement this Scheme. The Action Plan will have one and three year objectives and will be reviewed by the University annually. The focus of the Action Plan will be on measurable outcomes rather than on changes to processes; on outputs rather than inputs. The University will seek to mainstream the setting of objectives into its annual strategic planning, objective setting and performance management arrangements. Context for Action In developing this, our first GES, it is important to recognise that the period covered by our action plan ( ) will be characterised by significant change. Relocation of a significant part of the University s activities to the All Saints site; an emphasis on staff contribution as a factor in reward; changes to learning and teaching strategies and a shift towards greater autonomy and independence for learners; an increasing reliance on digital technologies in all aspects of our activity, and changing expectations of staff and students all stand to illustrate this change. Together they present considerable challenges, but also significant opportunities. Our Scheme and associated Action Plan must be seen in the context of these changes. 3

6 Identifying Key Actions The University has already made significant progress in the area of gender equality: The University has introduced new pay and job evaluation arrangements to ensure equal pay for work of equal value (the Framework Agreement ). It has robust staff recruitment arrangements which seek to eliminate discrimination. These are supported by equalities training for those involved in staff recruitment. It is developing a comprehensive approach to impact assessment which can support the identification of areas for action. It routinely monitors the performance and progression of students, by gender, in a systematic way. It has good management information on staff and students. It has established consultative arrangements to address equalities concerns. It has established arrangements for reporting cases of discrimination and harassment and has robust procedures for dealing with misconduct. Nevertheless, the consultation with stakeholders has revealed a number of key concerns: For staff, equal pay issues are a priority and it is hoped the outcomes of the Framework Agreement will address these although there will be an analysis of the outcomes of the implementation of the Agreement. Flexible working and opportunities for promotion are also important issues for staff. In the student area, flexible options for study is seen as a key issue. The analysis of the data on gender equalities relating to staff and students (see Annex A) suggests the following issues of concern: Under representation at senior academic levels Occupational segregation by gender Course uptake segregation by gender Priorities for Action There will be a review of pay comparability following the implementation of the Framework Agreement and impact assessments will be carried out on key policies and procedures including, for example, procurement arrangements. 4

7 This may lead to a range of corrective actions. The University will also actively seek to promote equality of opportunity and to eliminate harassment and unlawful discrimination. This will include ensuring that trans people have confidence in the University s employment procedures and feel that they are supported. However, the University wishes to focus on a small number of measurable key actions to signal the priority that gender equality issues have been given. In the context of the above analyses, the following targets have been established for the period : To ensure that the gender balance of senior staff in Band 9 and above reflects the balance of the broader academic and support staff groupings; and that the same target is set for supervisory staff in the service support area. To introduce a University wide flexible working scheme to balance benefits to individual members of staff with the need to provide services to students over a broader time span. To ensure that vocationally oriented courses which have traditionally been perceived as the preserve of a single gender have a minimum of 20% students from the minority gender. Implementing the Scheme The Action Plan for achieving these and associated targets will be published separately. Progress in reaching these targets will be published annually in June each year. This Scheme and the Action Plan will be made available in different formats as required. Accountabilities and Responsibilities Governing Body Meeting the requirements under the Equality Act to eliminate harassment and unlawful discrimination and to promote equality of opportunity rests with the Governing Body: Governors are responsible for ensuring that the Gender Equality Scheme is implemented, monitored and continuously reviewed according to the requirements of the general and specific duties. 5

8 The Governing Body will oversee the University s progress in this area and gender equality will be a regular agenda item at meetings of the Board. An identified member of the Board will be responsible for taking the lead on gender equality. The Vice-Chancellor The Vice-Chancellor is responsible for ensuring that: Gender equality is implemented across all the relevant activities of the University. All staff, managers and governors are aware of their responsibilities under the Gender Equality Scheme and given appropriate training and support to fulfil these. Students are clear about standards of behaviour expected by the University through the Gender Equality Scheme and supporting procedures. Appropriate action and support, including disciplinary action is taken against staff or students who discriminate on the grounds of gender. Managers and Supervisors All employees who have managerial and supervisory responsibility for colleagues or students are responsible for ensuring that: Gender equality is implemented in their areas of responsibility. All staff are aware of their responsibilities, accountability and liability under the Gender Equality Scheme and are provided with the appropriate training and support. Complaints of harassment on the grounds of gender and other behaviour that is not consistent with the aims of this policy are dealt with quickly and appropriately and in line with the University s procedures and Regulations. The Registrar, Deans of Faculty and Heads of Department are responsible for promoting gender equality within the University s academic programmes. Individuals with Specific Responsibilities In addition Executive Officers will have specific responsibilities in their areas of responsibility and make sure appropriate action is taken: The Development and Training Manager will ensure that progress against the Gender Equality Scheme is widely communicated and 6

9 reported; and managers and staff are equipped to fulfil their responsibilities. The Human Resources (HR) Director is responsible for ensuring the mainstreaming of gender equality in employment and will monitor the implementation of the Gender Equality Scheme and Equal Opportunities Policies The HR Director is responsible for the implementation of the Bullying and Harassment at Work Policy and for ensuring that complaints of inappropriate language, behaviour, harassment and bullying, and other incidents are dealt with appropriately and in line with the University s procedures The Deputy Vice Chancellor, the Pro VC Learning and Teaching and Students, and the Pro VC Quality Assurance will monitor the implementation of the Gender Equality Scheme in relation to teaching and learning, and the monitoring and evaluation of policy and practice in relation to academic provision. The Deans of Faculty are responsible for ensuring that all students receive fair, equal and appropriate treatment and learning opportunities The Registrar is responsible for: - Ensuring the establishment of necessary provision for support for students - Dealing with complaints of inappropriate behaviour, harassment and bullying, language, or other relevant incidents in accordance with the Disciplinary Procedures for students - Ensuring that the arrangements for the incorporation of impact assessment into annual monitoring and evaluation of programmes are effective. The Head of Marketing and Communications will ensure that the University is projected externally as an organisation that is committed to gender equality. All those identified will ensure that policies within their area of responsibility are inclusive and are developed and promoted in accordance with the Gender Equality Scheme. The Equal Opportunities Officer is responsible for: Co-ordinating the Staff Anti-Harassment Network and for setting up an Equal Opportunities Facilitators Network which will involve staff representatives from across the University Providing advice and support to both: network members, managers and supervisors 7

10 All Staff All staff have a responsibility for implementing the Gender Equality Scheme and for ensuring fair, equal and appropriate treatment in all aspects of their work. All staff have a responsibility to keep up to date with relevant University policies and Regulations and the implications these will have for their work and expected standards of behaviour The University will provide all staff with guidance and appropriate training to tackle inappropriate behaviour, incidents and equip staff to recognise and challenge such behaviour and stereotyping in line with the requirements of the Gender Equality Scheme and supporting procedures Visitors and Suppliers Visitors, as far as possible, and suppliers of goods and services will be made aware of and expected to comply with, the University s Gender Equality Scheme and Equal Opportunities Policies. Inappropriate or Discriminatory Language or Behaviour Where staff or students are found, following the application of appropriate procedures, to have acted in a manner contrary to the Equal Opportunities Policies or the provisions of this scheme, they will face sanctions proportionate to their actions. This could involve disciplinary action against staff or students. Building Capacity The University is committed to providing a range of training and development activities to support the development of staff, especially where they are underrepresented in other staff levels or categories. The University will also provide training to ensure that staff are aware of their responsibilities under this scheme. The University will also ensure that appropriate training and development is provided to managers to enable them to fulfil their obligations to manage gender equalities issues. End Notes 1 Equal Opportunities Policy, Race Equality Policy and Disability Equality Scheme 2 A transgender, transsexual or trans person describes a person who appears as, wishes to be considered as, or has undergone or is undergoing surgery to become a member of the opposite sex. 8

11 Appendix 1 Analysis of staffing and Student data [This Appendix has not been included in the report to Finance and Human Resources Committee. However the data can be made available to Board members on request.] 9

12 Gender Equality Scheme Action Plan Year One Appendix 2 Action and lead responsibility 1. Communication Equalities Officer Head of Marketing and Communication 2. Staffing profile: addressing under representation Head of Organisation Development & Training Unit Head of Personnel Services Activity 1.1 GES made available for all staff and students electronically or in hard copy where appropriate (and alternative formats available) 1.2 Appropriate signage available to ensure visitors are aware of University commitment to diversity and fair treatment (across all equality areas) 2.1 To devise plans with Deans and Heads of Departments to meet employment equality targets Outcome and timescale GES summary produced and available in January 2008 Signs in place which help raise awareness of University values and commitment to equality March 2008 Development and promotional activities, including positive action programmes are incorporated into workforce plans 2007/08 10

13 Action and lead responsibility 3. Flexible working Employee Relations Manager 4. Addressing gender imbalance in vocationally oriented courses Equalities Officer 5. Review Bullying and Harassment in the Workplace Policy (in conjunction with the Disciplinary Procedures) Head of Organisation Development & Training Unit Activity 3.1 To develop a package of flexible approaches to work that meet the emerging service needs of the University, deliver work life balance for individuals and underpin career development 4.1 Identify two pilot programmes and use to develop a tool kit for dissemination across the University 5.1 Analyse data relating to cases 5.2 Review policy and associated guidance to ensure they are consistent with GES, with particular reference to trans people Outcome and timescale Options for flexible working in place which help meet service requirements and work life balance for staff 2007/08 Tool kit developed and distributed July 2008 Review complete July

14 Action and lead responsibility 6. Data gathering and presentation Head of Personnel Services 7. Impact Assessment Equalities Impact Assessment Project Leader 8. Gender consultation and engagement Equalities Officer Equalities Project Officer Activity 6.1 The HR Strategy contains specific objectives related to the gathering and production of HR data to ensure that it is appropriate for use. This exercise will be specifically modified to ensure the needs of the GES are met 7.1 The Equality Impact Assessment Work Programme is published on the Equalities web page 8.1 Establish gender forum for staff 8.2 Set up focus group to explore ways of improving the University s response to the needs of trans people Outcome and timescale Brief for data review agreed January 2008 Revised programme available for end of January 2008 Gender Forum set up, with initial meeting in January 2008 Focus groups held in February 2008 and findings used to develop GES plan Trans people have confidence in the University s employment procedures 12

15 Action and lead responsibility 9. Review and conduct an equal pay audit of the University s Framework Agreement Head of Organisation Development & Training Unit Head of Personnel Services 8.3 Seek feedback from students using focus groups and liase with the Students Union Activity 9.1 The scheduled date for the first review is September December However during 2007 the detailed data requirements for the review should be assessed to ensure that data is gathered and available for the review Focus groups held in February 2008 and findings used to develop GES plan Outcome and timescale Data needs for the review identified May 2007 Last revised 8 January