Chelmsford College Group

Size: px
Start display at page:

Download "Chelmsford College Group"

Transcription

1 Chelmsford College Group Objectives April 2012 Training Services

2 CHELMSFORD COLLEGE EQUALITY OBJECTIVES Introduction by the Principal The introduction of the Act 2010 brought with it a requirement for public bodies to publish specific Objectives, setting out their priority areas for progressing equality over a four year period from April This requirement supplements and aligns with the work that has been underway within the College for a number of years through our Single Scheme and associated improvement actions; the purpose being to harmonise and progress equality in all areas of the College s operations, and for all groups of people. The development process for our Objectives involved a thorough review of both qualitative and quantitative information gathered through surveys, consultation exercises, data analysis, improvement initiatives and strategies and good practice guidance. The results of this review were published in January 2012 within the College s first Annual Report. This process has enabled the College to identify some key areas of equality that would benefit from being addressed further, and these have been incorporated into our Objectives. As a college that aspires to become outstanding, we are committed to developing and maintaining supportive arrangements where our students, staff and the public we serve can benefit from their association with the College, irrespective of their backgrounds. Our Objectives reflect how we put that commitment into practice. David Law Principal and Chief Executive April 2012

3 CHELMSFORD COLLEGE EQUALITY OBJECTIVES Legislation The Act 2010 (General Duties) requires public institutions to have due regard to the need to: Eliminate discrimination, harassment and victimisation Advance equality of opportunity Foster good relations between those who share a protected characteristic and those who do not The Act also requires public bodies to publish an annual Report, and specific and measurable Objectives, initially by 6 th April 2012 and then at least every four years, setting out key areas of activity to meet the General Duties. Annual Report The College s Annual Report sets out our vision, strategy and arrangements for advancing equality, together with details of supportive actions we have taken and the equality analysis we have carried out. Reporting on our Objectives will be undertaken annually as part of our Annual Report; this will include details of the specific actions taken and their impact in assisting us to realise our longer term objectives.

4 CHELMSFORD COLLEGE EQUALITY OBJECTIVES Objectives The College has identified 5 priority objectives: To improve the gender/ race imbalance of numbers of learners in those areas where such an imbalance exists Any gaps in the success rates of learners identifiably related to protected characteristics to be reduced and eliminated To increase the proportion of staff from black and minority ethnic groups to meet or exceed the minority ethnic profile of the College s student population To close the median hourly earnings gender pay gap between female and male staff in leadership and management roles to a level that is consistent with all other groups of staff employed by the College To increase the proportion of staff from younger age groups to achieve a balanced age profile within all employment groups Specific action plans for these priorities will be set annually, in accordance with the College s quality assurance processes, to enable incremental progress to be made towards these objectives over the next four years. Progress will also be reported annually within the College s Annual Report.

5 Objective: Redressing gender/ race imbalance of numbers of learners To improve the gender/ race imbalance of numbers of learners in those areas where such an imbalance exists. Race Gender Provide detailed college wide report indicating analysis of local intelligence and enrolment data which establishes benchmark and target figures. Detailed and accurate information and data is provided in a timely manner and used to inform action. Information and analysis is made available in a timely fashion and is seen to impact on improved gender/ racial balance of numbers of learners. Committee. report DCS DHR All 5 All curriculum teams to undertake review of gender/ racial balance of learners and to identify and implement actions to redress any imbalance. Curriculum teams report on gender/ racial balance and undertake appropriate and timely activity where relevant. Activity of curriculum teams has a positive impact on redressing any imbalance in gender/ racial recruitment. Committee. report DCS DHR All 5 Non-stereotypical recruitment is actively encouraged through the activities of admissions, IAG marketing and other relevant units in the College. All appropriate units of the College actively engage in activities to raise non-stereotypical recruitment. Monitoring of admissions data identifies an increase in nonstereotypical recruitment. Committee. report DCS DHR All 5

6 Objective: Redressing gender/ race imbalance of numbers of learners To improve the gender/ race imbalance of numbers of learners in those areas where such an imbalance exists. Race Gender Engage with external agencies to identify best practice initiatives to recruit and retain learners from any underrepresented groups. Best practice recruitment/ retention initiatives and strategies are identified and implemented. Best practice initiatives are understood and are able to be applied within the context of the College and its location Committee. report DCS DHR All 5 Carry out an impact assessment on recruitment and selection processes to identify any impact that they may have on gender/ race imbalances. An impact assessment is undertaken on existing recruitment and selection processes. identify any positive impact and redress any negative impact from existing arrangements. Committee. report DCS DHR All 5

7 Objective: Eliminating gaps in the success rates of learners Any gaps in the success rates of learners identifiably related to protected characteristics to be reduced and eliminated. All Ensure all learner success and other associated data provides information to analyse appropriate protected characteristics and national benchmarks. Rigorous data is available in a timely fashion to inform analysis and appropriate action. Data is used to influence and determine action that reduces and eliminates gaps in learner success. Committee. Report DCS DQL All 5 All curriculum teams use data to analyse learner success, identify gaps and undertake appropriate action to reduce and eliminate gaps. All curriculum teams are actively engaged in analysing data and implementing activities to address any gaps in learner success. Curriculum team activities have an identifiable impact on reducing gaps in learner success. Committee. Report DCS DQL All 5 All curriculum managers use data to analyse learner success and actively engage with all appropriate units of the College to reduce and eliminate gaps. Curriculum Managers are engaged in developing strategies and implementing actions to address any gaps in learner success. Curriculum Managers strategies and actions have a positive impact on reducing and eliminating gaps in learner success. Committee. Report DCS DQL All 5

8 Objective: Eliminating gaps in the success rates of learners Any gaps in the success rates of learners identifiably related to protected characteristics to be reduced and eliminated. All Engage with external groups to identify best practice initiatives to improve performance of underperforming groups of learners. Best practice initiatives to improve underperformance are identified and implemented. Best practice initiatives are understood and are able to be applied within the context of the College and its location. Committee. Report DCS DQL All 5 Carry out impact assessment on student processes to identify positive and negative impact they may have and address any issues. Impact assessment is undertaken. As a consequence of the report, improvements to the Student Support process have an identifiable impact on addressing any gaps in learner success. Committee. Report DCS DQL All 5

9 Objective: Increasing the proportion of staff from black and minority ethnic groups to align with the student population To increase the proportion of staff from black and minority ethnic groups to meet or exceed the minority ethnicity profile of the College s student population. Race Carry out additional analysis within the FE sector to determine benchmark BME staffing levels compared to student populations FE Sector staff/student BME data is obtained. Details of any improvement initiatives are available, including perceived best practice benchmark our data against the FE sector as a whole, and can evaluate the potential impact of improvement initiatives and best practice Report 6/8/12 DHR DCS U 5 Conduct additional monitoring of BME staff turnover and retention to enable a structure for reporting consistently future progress Specific monitoring is carried out and reported in monthly HR data reports monitor effectively the successful outcomes of improvement actions during the timescale associated with this objective Report 26/10/12 DHR DCS U 5 Carry out an impact assessment on recruitment and selection processes to identify any positive impact that they may have on increasing levels of recruitment of BME staff An impact assessment is undertaken on existing recruitment and selection processes identify any positive impact that may be achievable from further developing existing arrangements Impact assessment report provided to summary published Report 26/10/12 DHR DCS u 5

10 Objective: Increasing the proportion of staff from black and minority ethnic groups to align with the student population To increase the proportion of staff from black and minority ethnic groups to meet or exceed the minority ethnicity profile of the College s student population. Race Engage with FE sector groups, including AoC and NBP to identify effective best practice initiatives to recruit and retain BME staff Best practice recruitment and retention initiatives and strategies are identified Best practice initiatives are understood and are able to be applied within the context of the College and its location findings and future actions published Report 26/10/12 DHR DCS u 5

11 Objective: Management & Leadership Staff Gender Pay Gap To close the median hourly earnings gender pay gap between female and male staff in leadership and management roles to a level which is consistent with all other groups of staff employed by the College. Gender Carry out additional analysis within the FE sector to determine benchmark pay gap data and improvement initiatives being undertaken FE Sector pay gap data is obtained. Details of any improvement initiatives are available, including perceived best practice benchmark our data against the FE sector as a whole, and can evaluate the potential impact of improvement initiatives and best practice Report 6/8/12 DHR DCS U 5 Conduct internal focus group discussions to determine potential barriers to management development or progression A minimum of two focus group meetings are held, with additional focus group or individual meetings held as appropriate identify any perceived barriers to progression opportunities Report 26/10/12 DHR DCS U 5 Carry out an impact assessment on recruitment and selection processes to identify any positive impact that they may have on reducing the pay gap for management staff An impact assessment is undertaken on existing recruitment and selection processes identify any positive impact that may be achievable from further developing existing arrangements Impact assessment report provided to summary published Report 26/10/12 DHR DCS u 5

12 Objective: Management & Leadership Staff Gender Pay Gap To close the median hourly earnings gender pay gap between female and male staff in leadership and management roles to a level which is consistent with all other groups of staff employed by the College. Gender Review training and development opportunities and how they are promoted to female management staff A range of supportive internal and external training and development opportunities are identified In conjunction with our management appraisal scheme, we are able to identify and apply specific tailored CPD opportunities Appraisal reports 14/12/12 DHR DQL U 5 Research the potential benefits of introducing a specific talent management policy aligned to the existing appraisal scheme Participate in the LSIS sponsored Talent Management project, being coordinated by ACER determine the benefits of developing and applying a Talent Management Policy to impact positively on retention and career development Project reports 31/8/12 DHR PR U 5 Review the job design characteristics of management and leadership jobs to determine potential barriers to progression opportunities for female staff A review of job design is undertaken in conjunction with focus group feedback to determine if is represents a significant barrier to progression determine if job design is a significant factor, and consider opportunities for redesigning jobs to eliminate barriers to progression SLT 27/7/12 DHR PR u 5

13 Objective: Increasing the proportion of staff from younger age groups To increase the proportion of staff from younger age groups to achieve a balanced age profile within all employment groups. Age Carry out additional analysis within the FE sector to determine benchmark age profiles for generic job types FE Sector staff age data is obtained benchmark our data against the FE sector as a whole, and can evaluate the potential impact of improvement initiatives Report 6/8/12 DHR DCS U 5 Conduct additional monitoring of staff turnover and retention by age groups to enable a structure for reporting consistently future progress Specific monitoring is carried out and reported in monthly HR data reports monitor effectively the successful outcomes of improvement actions during the timescale associated with this objective Report 26/10/12 DHR DCS U 5 Carry out an impact assessment on recruitment and selection processes to identify any positive impact that they may have on increasing levels of recruitment of staff from younger age groups An impact assessment is undertaken on existing recruitment and selection processes identify any positive impact that may be achievable from further developing existing arrangements Impact assessment report provided to summary published Report 26/10/12 DHR DCS u 5

14 Objective: Increasing the proportion of staff from younger age groups To increase the proportion of staff from younger age groups to achieve a balanced age profile within all employment groups. Age Review opportunities to expand the range of apprenticeship, graduate trainee and other training related options Opportunities for people in younger age ranges are expanded through specific training schemes Training schemes enable increased recruitment of staff in younger age ranges where they are currently under represented progress published Report 26/10/12 DHR DCS u 5

Embedding equality and diversity in to the design and delivery of Higher Apprenticeships

Embedding equality and diversity in to the design and delivery of Higher Apprenticeships Embedding equality and diversity in to the design and delivery of Higher Apprenticeships Introduction 1 This guidance note will contribute to enhancing the quality of Higher Apprenticeships and to maximising

More information

Graeme Lennon, Strategic HR Director Summary

Graeme Lennon, Strategic HR Director Summary General Functions Commitee 8 November 2017 Title Recruitment and Retention Payments Report of Wards Status Urgent Key Graeme Lennon Strategic HR Director All Public No No Enclosures None Officer Contact

More information

Equal Pay Statement and Gender Pay Gap Information

Equal Pay Statement and Gender Pay Gap Information Equal Pay Statement and Pay Gap Information April 2017 1 Accessibility If you would like this document in alternative formats such as Braille, large print, audio or in a language of your choice, please

More information

DRAFT EQUALITIES STATEMENT

DRAFT EQUALITIES STATEMENT DRAFT EQUALITIES STATEMENT 1 Our commitment Fairfield High School is committed to ensuring equality of opportunity and inclusivity for all members of our school community: pupils who attend the school,

More information

MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN

MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN 2007 2010 CONTENTS Pages 1. Gender Equality at MMU 1 a. Introduction 1 b. Gender Equality Scheme 1 c. Mainstreaming Gender Equality

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Author HR Manager Date September 2016 Person Responsible Vice Principal Finance and Resources Approval/ review bodies Equal Opportunities and Diversity Committee/SLT /Corporate

More information

Promoting excellence. equality and diversity considerations

Promoting excellence. equality and diversity considerations Promoting excellence equality and diversity considerations Promoting excellence: equality and diversity considerations About this guide This guide aims to support organisations in designing and providing

More information

Manchester is a racially and culturally diverse city where black and minority ethnic people make up 12.5 % of the population (1991 Census).

Manchester is a racially and culturally diverse city where black and minority ethnic people make up 12.5 % of the population (1991 Census). 1 THE MANCHESTER METROPOLITAN UNIVERSITY Race Equality Policy 1. Introduction The Race Equality Policy and supporting Action Plan are linked to the University s Equal Opportunities Policy and Action Plan.

More information

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12 Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document

More information

heading continued INVESTING IN OUR PEOPLE

heading continued INVESTING IN OUR PEOPLE heading continued INVESTING IN OUR PEOPLE 40 Developing and empowering high-performing people Developing, empowering and retaining values-driven, high-performing employees with the right skills and experience

More information

ORKNEY AND SHETLAND VALUATION JOINT BOARD EQUALITIES MAINSTREAMING AND EQUALITIES OUTCOMES

ORKNEY AND SHETLAND VALUATION JOINT BOARD EQUALITIES MAINSTREAMING AND EQUALITIES OUTCOMES ORKNEY AND SHETLAND VALUATION JOINT BOARD EQUALITIES MAINSTREAMING AND EQUALITIES OUTCOMES April 2013 Introduction The Orkney and Shetland Valuation Joint Board and the Assessor for Orkney and Shetland

More information

Job Description. Apprenticeship and Employer Engagement Manager

Job Description. Apprenticeship and Employer Engagement Manager Job Description JOB TITLE: SALARY: HOURS: RESPONSIBLE TO: RESPONSIBLE FOR: Apprenticeship and Employer Engagement Manager Management Range C Normally 37 hours per week but commensurate on completing the

More information

Manchester Children s Social Care Workforce Strategy. - building a stable, skilled and confident workforce

Manchester Children s Social Care Workforce Strategy. - building a stable, skilled and confident workforce Manchester Children s Social Care Workforce Strategy - building a stable, skilled and confident workforce March 2016 1.0 Purpose of the Strategy As a council, we recognise that the workforce is our most

More information

UK GENDER PAY GAP REPORT 2017

UK GENDER PAY GAP REPORT 2017 UK GENDER PAY GAP REPORT 2017 Impact of our vision and values BuroHappold strives to be a diverse and inclusive practice that reflects the varied communities and clients we serve. Our vision is to ensure

More information

ANGLIAN WATER S GENDER PAY GAP REPORT

ANGLIAN WATER S GENDER PAY GAP REPORT ANGLIAN WATER S GENDER PAY GAP REPORT This report sets out the gender pay gap at Anglian Water, the reasons for it and the steps we are taking to close it. What is the gender pay gap? This is the average

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY 1 INTRODUCTION 1.1 Statement of Intent LONDON BOROUGH OF HAVERING EQUALITY AND DIVERSITY POLICY 1.1.1 The London Borough of Havering is committed to making sure that it provides equality of opportunity

More information

Equal Pay Statement and. Gender Pay Gap Information

Equal Pay Statement and. Gender Pay Gap Information Equal Pay Statement and April 2017 Doc: 2016-07-26 Equality Pay Statement & Page 1 Equal Pay Statement and Content Page 1. Our Service 3 2. Equality and the equal pay gap 3 3. Legislative framework 4 4.

More information

LADY MANNERS SCHOOL CAREER, EMPLOYABILITY AND ENTERPRISE POLICY

LADY MANNERS SCHOOL CAREER, EMPLOYABILITY AND ENTERPRISE POLICY LADY MANNERS SCHOOL CAREER, EMPLOYABILITY AND ENTERPRISE POLICY Final - Governors 17 November 2016 AIMS STATEMENT At Lady Manners School we strive to attain the highest standards in our work, have respect

More information

Our 2017 Gender pay gap report

Our 2017 Gender pay gap report www.dialog-semiconductor.com Our 2017 Gender pay gap report Introduction At Dialog we are committed to employing and developing those people who have the necessary skills, experience and values to excel

More information

Advancing Workforce Race Equality in Sheffield Teaching Hospitals NHS Foundation Trust: A Precursor Paper

Advancing Workforce Race Equality in Sheffield Teaching Hospitals NHS Foundation Trust: A Precursor Paper Advancing Workforce Race Equality in Sheffield Teaching Hospitals NHS Foundation Trust: A Precursor Paper Purpose This paper is a pre-cursor for the development of a final comprehensive strategic approach

More information

BUS GENDER PAY GAP REPORT

BUS GENDER PAY GAP REPORT BUS GENDER PAY GAP REPORT 2017 GO-AHEAD GENDER PAY REPORT 2017 2 INCLUSION AND DIVERSITY AT IN OUR UK BUS WORKFORCE THE NUMBER OF WOMEN IN LEADERSHIP AND MANAGEMENT ROLES HAS INCREASED FROM 13% TO 15.4%

More information

RTC EDUCATION LTD T/A REGENT COLLEGE REGENT SKILLS TRAINING

RTC EDUCATION LTD T/A REGENT COLLEGE REGENT SKILLS TRAINING Commercial in Confidence RTC EDUCATION LTD T/A REGENT COLLEGE REGENT SKILLS TRAINING TMX Report Template V2 02.04.12 Contents 1. Organisation Information, Introduction and Overview... 1 2. Areas of Particular

More information

JOB DESCRIPTION. SUP 03/04 ( 17,439-21,549) dependant on qualifications and experience**

JOB DESCRIPTION. SUP 03/04 ( 17,439-21,549) dependant on qualifications and experience** JOB DESCRIPTION Post: Grade: Responsible to: Recruitment & IAG Officer SUP 03/04 ( 17,439-21,549) dependant on qualifications and experience** Delivery Manager Main Purpose of Post: To provide a high quality

More information

Diversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application

Diversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published

More information

MacIntyre Academies Equality Objectives

MacIntyre Academies Equality Objectives MacIntyre Academies 2016-2020 MacIntyre Academies publishes this document in accordance with The Public Sector Equality Duty 2011. The Equality Duty sets out three aims under the general duty for schools/academies

More information

DEVELOPING THE YOUNG WORKFORCE IN EAST RENFREWSHIRE. Implementation Plan

DEVELOPING THE YOUNG WORKFORCE IN EAST RENFREWSHIRE. Implementation Plan DEVELOPING THE YOUNG WORKFORCE IN EAST RENFREWSHIRE Implementation Plan 2015-2020 1 CONTENTS Page Introduction 3 East Renfrewshire 4 2015/16 (Year 1) 6 2016/17 (Year 2) 7 2017/18 (Year 3) 9 2018/19 (Year

More information

our equality and diversity action plan 2010 to 2012

our equality and diversity action plan 2010 to 2012 our equality and diversity action plan 2010 to 2012 As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY

EQUAL OPPORTUNITIES AND DIVERSITY POLICY EQUAL OPPORTUNITIES AND DIVERSITY POLICY Definition Carillion will make every effort to ensure that all employees are treated with courtesy, dignity and respect irrespective of gender, race, religion,

More information

City of Glasgow College

City of Glasgow College POST SPECIFICATION POST: LOCATION: REPORTING TO: RESPONSIBLE FOR: Head of Department (Curriculum) tbc Head of School Curriculum Managers, Lecturers, and Support Staff within the prescribed Department KEY

More information

2017 UK Gender Pay Gap

2017 UK Gender Pay Gap 2017 UK Gender Pay Gap UK Gender Pay Reporting as of April 2017 March 1, 2018 2017 Gender Pay Gap Reporting: UK Recently, the UK introduced legislation requiring companies with more than 250 employees

More information

Apprenticeship Programs: Changes. to Equal Employment Opportunity. Regulations. Joint Apprenticeship Training Programs

Apprenticeship Programs: Changes. to Equal Employment Opportunity. Regulations. Joint Apprenticeship Training Programs Insights on recent legal developments and trends affecting Joint Apprenticeship Training Programs Volume 2016-1, January In This Issue New Proposed Regulations for New Proposed Regulations for Apprenticeship

More information

This information is available in alternative formats from Lifelong Learning UK.

This information is available in alternative formats from Lifelong Learning UK. Lifelong Learning UK 5th Floor, St Andrew s House 18 20 St Andrew Street London EC4A 3AY www.lluk.org Information and Advice Service T: 020 7936 5798 E: advice@lluk.org This information is available in

More information

Gender pay gap report

Gender pay gap report 2017-18 Gender pay gap report Background New UK legislation means that all organisations employing more than 250 people must report on a number of key metrics to illustrate their gender pay gap. The gender

More information

JOINT AGREEMENT ON GUIDANCE FOR EQUAL PAY IN FURTHER EDUCATION

JOINT AGREEMENT ON GUIDANCE FOR EQUAL PAY IN FURTHER EDUCATION JOINT AGREEMENT ON GUIDANCE FOR EQUAL PAY IN FURTHER EDUCATION BETWEEN THE ASSOCIATION OF COLLEGES (AoC) AND ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS (ATL) GMB NATIONAL

More information

Leading Inclusion EDI Audit Tool

Leading Inclusion EDI Audit Tool Leading Inclusion EDI Audit Tool 1 Leading Inclusion EDI Audit Tool Supporting Leadership of Equality Diversity and Inclusion (EDI) in the Learning and Skills sector This Leading Inclusion EDI Audit Tool

More information

NATIONAL COLLEGE FOR HIGH SPEED RAIL JOB DESCRIPTION. Job title: Business Development Executive

NATIONAL COLLEGE FOR HIGH SPEED RAIL JOB DESCRIPTION. Job title: Business Development Executive NATIONAL COLLEGE FOR HIGH SPEED RAIL JOB DESCRIPTION Job title: Business Development Executive Job title: Salary Hours Location: Business Development Executive (2 posts) c 30k dependent on experience plus

More information

SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT

SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT Statement Document History SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT Issue Date Comment 1.00 24-03-2010 New version authorised by Main Board of Governors. 1.01 May 2011 Updated

More information

Level 3 Award in Principles of equality and diversity

Level 3 Award in Principles of equality and diversity Level 3 Award in Principles of equality and diversity www.cityandguilds.com October 2011 Version 1.1 Assignment version: Sample 600/2989/4 This guide contains assessor and candidate instructions. SAMPLE/7462-02-304/11

More information

Diversity Policy GWA055

Diversity Policy GWA055 GWA055 Created By Updated By Executive Director Date May 2012 Rev. No. 1 Date NA File Name GWA055 Approved By GWA Group Limited Board of Directors Date May 2012 Pages 9 All printed copies are uncontrolled

More information

APPRAISAL (Performance Management) 2016/17. Date Agreed Body Review Date

APPRAISAL (Performance Management) 2016/17. Date Agreed Body Review Date APPRAISAL (Performance Management) 2016/17 Date Agreed Body Review Date 02 November 2016 Board of Trustees Autumn 2017 This policy must be read in conjunction with each school s Operational Handbook for

More information

GAWSWORTH PRIMARY SCHOOL EQUALITY AND DIVERSITY CODE OF PRACTICE

GAWSWORTH PRIMARY SCHOOL EQUALITY AND DIVERSITY CODE OF PRACTICE GAWSWORTH PRIMARY SCHOOL EQUALITY AND DIVERSITY CODE OF PRACTICE ADVANCING EQUALITY OF OPPORTUNITY 1.1 Communicating the Equality and Diversity Policy Gawsworth Primary School commits to taking active

More information

JOB DESCRIPTION. Senior Postholder. Assistant Principals and HR Manager. Date: March 2012

JOB DESCRIPTION. Senior Postholder. Assistant Principals and HR Manager. Date: March 2012 JOB DESCRIPTION Job Title: Grade: Reports to: Responsible for: Deputy Principal Senior Postholder Principal Assistant Principals and HR Manager Date: March 2012 1. OVERVIEW Joseph Chamberlain Sixth Form

More information

DIVERSITY. Strategic Plan. Office of Institute Diversity. Achieving Inclusive Excellence

DIVERSITY. Strategic Plan. Office of Institute Diversity. Achieving Inclusive Excellence DIVERSITY Office of Institute Diversity Strategic Plan Achieving Inclusive Excellence From the Vice President Achieving Inclusive Excellence A Strategic Vision and Plan for the Office of Institute Diversity

More information

THE GATSBY BENCHMARKS 1 INSPIRING IAG 2 1. A STABLE CAREERS PROGRAMME

THE GATSBY BENCHMARKS 1 INSPIRING IAG 2 1. A STABLE CAREERS PROGRAMME 1. A STABLE CAREERS PROGRAMME Every school and college should have an embedded programme of career education and guidance that is known and understood by pupils, parents, teachers and employers. Every

More information

Annual Equalities Statement

Annual Equalities Statement Annual Equalities Statement Meeting our Public Sector Equality Duty in 2015 16 1. Eliminating discrimination and other conduct that is prohibited by the Equalities Act 2010 Promoting equality has always

More information

WILTSHIRE POLICE FORCE PROCEDURE

WILTSHIRE POLICE FORCE PROCEDURE WILTSHIRE POLICE FORCE PROCEDURE Positive Action Procedure Author Tanya Lines Department Human Resources Date of Publication April 2010 Review Date April 2013 Technical Author S Williams CONTENTS CONTENTS...

More information

Interim Executive Headteacher Primary Academies (Bradford) Recruitment Pack.

Interim Executive Headteacher Primary Academies (Bradford) Recruitment Pack. Interim Executive Headteacher Primary Academies (Bradford) Recruitment Pack www.wcatrust.org Contents Page Letter from Interim Chief Executive Officer 2 About WCAT 3 WCAT Vision and Strategy 3-4 About

More information

Equality and Diversity Policy. Policy Owner: Executive Director of Corporate Services

Equality and Diversity Policy. Policy Owner: Executive Director of Corporate Services Equality and Diversity Policy Policy Owner: Executive Director of Corporate Services Policy Control Policy Level - Regulatory / Operational Policy Reference CorServ/OD/001/2014 (Corp) Link to Strategy

More information

Equal Opportunities Plan Approved in the meeting of the University Board 27 November 2012

Equal Opportunities Plan Approved in the meeting of the University Board 27 November 2012 Equal Opportunities Plan Approved in the meeting of the University Board 27 November 2012 The University of Tampere promoting equality The University of Tampere has compiled this Equal Opportunities Plan

More information

Apple UK Gender Pay Gap Report

Apple UK Gender Pay Gap Report Apple UK Gender Pay Gap Report 2017 We know the strength of our innovation depends on a vibrant and diverse workforce. From our earliest days, we ve believed that Apple should be a reflection of the world

More information

BBC. Equal Pay Audit Report. October 2017

BBC. Equal Pay Audit Report. October 2017 BBC Equal Pay Audit Report October 2017 eversheds-sutherland.com Eversheds Sutherland (International) LLP 2017 Eversheds Sutherland (International) LLP is a limited liability partnership Eversheds Sutherland

More information

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Date issued 31.01.2017 Reference NR/HR/POU024 1. Policy Statement

More information

WWF-UK GENDER PAY GAP REPORT 2017 GENDER PAY GAP REPORT 2017

WWF-UK GENDER PAY GAP REPORT 2017 GENDER PAY GAP REPORT 2017 WWF-UK GENDER PAY GAP REPORT 2017 1 BACKGROUND As we have more than 250 employees in the UK, we re required to publish our gender pay gap. The pay gap information in this report is based on a snapshot

More information

Level 3 Diploma in Management. Qualification Specification

Level 3 Diploma in Management. Qualification Specification Qualification Specification ProQual 2017 Contents Page Introduction 3 Qualification profile 3 Qualification structure 4 Centre requirements 6 Support for candidates 6 Assessment 7 Internal quality assurance

More information

Labour Market Intelligence (LMI) how is LMI used in the sector to support successful business and curriculum strategy?

Labour Market Intelligence (LMI) how is LMI used in the sector to support successful business and curriculum strategy? Labour Market Intelligence (LMI) how is LMI used in the sector to support successful business and curriculum strategy? AoC Conference 17 November 2015 Introduction the UKCES offer Paul McElvie AoC Conference

More information

Business in the Community, Race at the Top (2014) Business in the Community, Race at Work (2015) Equality, Diversity and Racism in the Workplace

Business in the Community, Race at the Top (2014) Business in the Community, Race at Work (2015) Equality, Diversity and Racism in the Workplace , Race at the Top (2014), Race at Work (2015) Equality, Diversity and Racism in the Workplace (2016) McGregor-Smith Review, Race in the Workplace (2017) Sandra Kerr OBE, Race Equality Director , Race at

More information

Wirral Council. Pay Policy Statement

Wirral Council. Pay Policy Statement Wirral Council Pay Policy Statement 2013 2014 1. Introduction and Purpose 1.1. Under section 112 of the Local Government Act 1972, the Council has the power to appoint officers on such reasonable terms

More information

Smart Meter Installations (Dual Fuel) (Wales) - non statutory

Smart Meter Installations (Dual Fuel) (Wales) - non statutory Smart Meter Installations (Dual Fuel) (Wales) - non statutory Published by Energy and Utility Skills Smart Meter Installations (Dual Fuel) (Wales) - non statutory Information on the Publishing Authority

More information

CARDIFF METROPOLITAN UNIVERSITY STRATEGIC EQUALITY PLAN

CARDIFF METROPOLITAN UNIVERSITY STRATEGIC EQUALITY PLAN CARDIFF METROPOLITAN UNIVERSITY STRATEGIC EQUALITY PLAN 2016-20 The most valuable possession is knowledge Vice-Chancellor s Introduction Cardiff Metropolitan University is committed to providing an environment

More information

Equal Employment Opportunity AP 3420

Equal Employment Opportunity AP 3420 Reference: Education Code Sections 87100 et seq.; Title 5 Sections 53000 et seq. and Sections 59300 et seq.; ACCJC Accreditation Standard III.A.12 The Shasta-Tehama-Trinity Joint Community College District

More information

Forward As One Church of England Multi Academy Trust Scheme of Delegation

Forward As One Church of England Multi Academy Trust Scheme of Delegation Forward As One Church of England Multi Academy Trust Scheme of Delegation This Scheme: sets out the Trust s approach to delegations between the different layers of governance within the Trust and is a

More information

Public Sector Equality Duty Reporting 2017

Public Sector Equality Duty Reporting 2017 CONTENTS 1. Introduction by our CEO 3 Page 2. Mainstreaming Report 4 3. Equality Outcomes Review 10 3.1 Outcome 1 3.2 Outcome 2 3.3 Outcome 3 4. Our Updated Equality Outcomes for 2017 18 5. Gender Pay

More information

JOB PROFILE. These relate to the school development plan priorities of (extract):

JOB PROFILE. These relate to the school development plan priorities of (extract): JOB PROFILE Job Title Human Resources Assistant Grade Scale 4 Directorate Children Schools and Families Division Swiss Cottage School Reports to Human Resources Manager Job Purpose The post holder will

More information

STOCKPORT WOMENS AID EQUAL OPPORTUNTIES & ANTI-DISCRIMINATORY PRACTICE

STOCKPORT WOMENS AID EQUAL OPPORTUNTIES & ANTI-DISCRIMINATORY PRACTICE STOCKPORT WOMENS AID EQUAL OPPORTUNTIES & ANTI-DISCRIMINATORY PRACTICE PURPOSE: To set out the approach of Stockport Women s Aid in relation to ensuring equality of opportunity for staff and service users

More information

Head of Marketing, Communications and PR (with direct reporting responsibility to the Director of Development).

Head of Marketing, Communications and PR (with direct reporting responsibility to the Director of Development). DATA AND INSIGHTS MANAGER Fixed Term Contract (to Nov 17) SALARY: Hours: LOCATION: LINE MANAGER: ANNUAL LEAVE: 40,000-42,000 dependant on experience 38 hours per week. Camden, London Head of Marketing,

More information

Employee grievance mechanism Guidance note

Employee grievance mechanism Guidance note EBRD Performance Requirement 2 Labour and working conditions Employee grievance mechanism Guidance note This document contains references to good practices; it is not a compliance document. It should be

More information

School Finance Manager

School Finance Manager School Finance Manager The School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Middle Leadership Team

More information

Contents 1. Context 2. Drivers For Change 3. Defining The Future Workforce 4. Current Workforce 5. Workforce Action Plan

Contents 1. Context 2. Drivers For Change 3. Defining The Future Workforce 4. Current Workforce 5. Workforce Action Plan WORKFORCE PLAN 2013-2017 16 Contents 1. Context 2. Drivers For Change 3. Defining The Future Workforce 4. Current Workforce 5. Workforce Action Plan 6. Plan Implementation, Monitoring and Review Page 2

More information

CONTENTS. 1. Foreword. 2. Introduction. 2.1 The need for change 2.2 Shifting the culture (Our vision and values) 2.

CONTENTS. 1. Foreword. 2. Introduction. 2.1 The need for change 2.2 Shifting the culture (Our vision and values) 2. CONTENTS 1. Foreword 2. Introduction 2.1 The need for change 2.2 Shifting the culture (Our vision and values) 2.3 Key influences 3. Context for the People Strategy 4. Workforce Profile 5. Key Workforce

More information

Equal Opportunities and Dignity at Work Policy

Equal Opportunities and Dignity at Work Policy RIVERSIDE SCHOOL Equal Opportunities and Dignity at Work Policy APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER 1. Policy statement Riverside School is committed to promoting equality of opportunity

More information

National Services Scotland (NSS) Pay Gap Report April 2017

National Services Scotland (NSS) Pay Gap Report April 2017 National Services Scotland (NSS) Pay Gap Report April 2017 1 CONTENTS 1. Introduction 4 2. NSS Workforce Profile 4 2.1 Gender Profile 4 2.2 Part-time/ Full-time Workforce Profile 5 3. NSS Gender Profile

More information

BP s UK gender pay gap in 2017

BP s UK gender pay gap in 2017 BP s gender pay gap in 2017 BP s UK gender pay gap in 2017 Building a diverse BP where every employee is valued is one of the ways we ll succeed together. Bob Dudley, Group chief executive At BP, we work

More information

GENDER PAY GAP REPORT

GENDER PAY GAP REPORT GENDER PAY GAP REPORT For the first time, all large UK companies employing 250+ people are required to report on their gender pay. The gender pay gap is not the same as equal pay. Equal pay ensures that

More information

Medvivo 2017 Gender Pay Report

Medvivo 2017 Gender Pay Report Medvivo 2017 Gender Pay Report Gender Pay Report Contents 03 Introduction 04 About Medvivo 05 The Gender Pay Gap 06 Gender Pay Quartiles 07 Executive Statements 2 INTRODUCTION Medvivo is a modern and equitable

More information

A FRAMEWORK FOR EVALUATING THE QUALITY OF SERVICES AND ORGANISATIONS THE OVERARCHING FRAMEWORK

A FRAMEWORK FOR EVALUATING THE QUALITY OF SERVICES AND ORGANISATIONS THE OVERARCHING FRAMEWORK A FRAMEWORK FOR EVALUATING THE QUALITY OF SERVICES AND ORGANISATIONS THE OVERARCHING FRAMEWORK Updated 13 November 2012 Transforming lives through learning Contents Page Background 1 Structure 2 The six

More information

Thomas B. Fordham Foundation Sponsorship Application Organizational Plan Organizational Plan: B.1. B.1. Governing Body

Thomas B. Fordham Foundation Sponsorship Application Organizational Plan Organizational Plan: B.1. B.1. Governing Body : B.1. B.1. Governing Body Provide a brief description of the governing board, its history, current operation. Provide the governing board s view of the relationship between itself and the school leader

More information

HUMAN RESOURCES COMMITTEE CHARTER

HUMAN RESOURCES COMMITTEE CHARTER HUMAN RESOURCES COMMITTEE CHARTER Objective The objective of the Human Resources Committee is to assist the Board in discharging its duty to oversee the establishment of appropriate human resources policies

More information

Whistle-blowing. Policy and Procedure

Whistle-blowing. Policy and Procedure Whistle-blowing Policy and Procedure This document will be made available in other languages and formats upon request from employees and students (or their parents/carers) Date of Issue: September 2014

More information

Indigenous Employment Evaluation Framework

Indigenous Employment Evaluation Framework Indigenous Employment Evaluation Framework December 2016 Centre for Social Responsibility in Mining Sustainable Minerals Institute The University of Queensland, Australia www.csrm.uq.edu.au The Centre

More information

Summary HEFCE operating plan for

Summary HEFCE operating plan for Summary HEFCE operating plan for 2006-09 Updated April 2008 Contents Introduction 2 Summary operating plan Enhancing excellence in learning and teaching 4 Widening participation and fair access 9 Enhancing

More information

Opportunities for all

Opportunities for all Opportunities for all London Borough of Hillingdon s Draft Equality and Diversity Plan Introduction Hillingdon Council values the diversity of the people and communities in the borough and in our workforce.

More information

Quality. Responsiveness. Excellent People. Financial Sustainability. Strategic Plan Inspiring success and enriching lives

Quality. Responsiveness. Excellent People. Financial Sustainability. Strategic Plan Inspiring success and enriching lives Quality Responsiveness Excellent People Financial Sustainability Strategic Plan 2011-16 Inspiring success and enriching lives Foreword Educational Institutions are not an end in themselves. Their continued

More information

Organizational. Behavior 15th Global Edition Robbins and Judge. Chapter2. Diversity in Organizations. Copyright 2013 Pearson Education 2-1

Organizational. Behavior 15th Global Edition Robbins and Judge. Chapter2. Diversity in Organizations. Copyright 2013 Pearson Education 2-1 Organizational Chapter2 Behavior 15th Global Edition Robbins and Judge Diversity in Organizations 2-1 LO 1 Describe the Two Major Forms of Workforce Diversity Diversity: The extent to which members of

More information

Race at Work Executive Summary. Created with the support of:

Race at Work Executive Summary. Created with the support of: Race at Work 2015 Executive Summary Created with the support of: Foreword Sandra Kerr, Race Equality Director, Business in the Community A year ago, I was fortunate enough to access the results of 2.5

More information

STAFF RECRUITMENT AND REVIEW POLICY & PROCEDURE

STAFF RECRUITMENT AND REVIEW POLICY & PROCEDURE STAFF RECRUITMENT AND REVIEW POLICY & PROCEDURE Policy This policy is utilized by management for recruitment of staff, providing essential induction, review of staff capabilities, review of current resources

More information

Recruitment Information Pack. Vacancy: Closing date: 19 July noon Interviews scheduled for: 3 August 2016

Recruitment Information Pack. Vacancy: Closing date: 19 July noon Interviews scheduled for: 3 August 2016 Roby Campus Recruitment Information Pack Vacancy: Data Analyst/Report Writer 37 hours per week Temporary 6 months Salary up to 30,000 per annum - depending on experience Closing date: 19 July 2016 12 noon

More information

Job Description: National Talent Pathway Coach

Job Description: National Talent Pathway Coach About us: GB Taekwondo is responsible for the preparation and performance of Britain s elite taekwondo athletes at major championship events including the Olympic Games. The GB Taekwondo Academy is based

More information

Policy for Pay Progression Using Gateways

Policy for Pay Progression Using Gateways Policy for Pay Progression Using Gateways Policy HR 18 January 2008 Document Management Title of document Policy for Pay Progression Using Gateways Type of document Policy HR 18 Description This policy

More information

Equality and Diversity Policy and Procedure

Equality and Diversity Policy and Procedure Equality and Diversity Policy and Procedure Date approved by Trustees 5 th May 2016 Date for next review 5 th May 2018 Compliance lead Director of Organisational Development Agreed Policy file name Equality

More information

The postholder will work as a key member of the senior team for Organisational Learning and Development.

The postholder will work as a key member of the senior team for Organisational Learning and Development. JOB TITLE: BAND: BASE: RESPONSIBLE TO: ACCOUNTABLE TO: OD Consultant AFC 8b XX Director of L&D and OD Director of L&D and OD JOB SUMMARY To provide specialist OD consultancy expertise and support to the

More information

JOB DESCRIPTION. To act corporately at all times and lead on college initiatives as directed

JOB DESCRIPTION. To act corporately at all times and lead on college initiatives as directed JOB DESCRIPTION Post: Teaching and Learning Coach Post no: 2035 Salary: Responsible to: Location: Working hours: Job purpose: 33-35K per annum Teaching and Learning Manager Nottingham 37 hours per week,

More information

YHN s Corporate Procurement Strategy

YHN s Corporate Procurement Strategy YHN s Corporate Strategy 2014-2018 YHN s Corporate Strategy 2014-2018 - 1 - - 2 - Version control table Version number: 1 Date original version produced November 2014 Date current version produced: November

More information

Pay Protection Policy V2.0

Pay Protection Policy V2.0 V2.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities... 4 5.1. Role of the Chief Executive...

More information

DIVERSITY AND INCLUSION POLICY

DIVERSITY AND INCLUSION POLICY DIVERSITY AND INCLUSION POLICY Definition Carillion will make every effort to ensure that staff and job applicants are treated with courtesy, dignity and respect irrespective of race (including colour,

More information

GENDER PAY GAP REPORT 2017

GENDER PAY GAP REPORT 2017 Xxxxxxxxxxx PAGE 1 Transparency the key to closing gender pay gap At Sodexo we believe achieving gender balance is not only the right thing to do, it also enables people and our business to perform better.

More information

The Challenge. A Female Perspective: How to assist underrepresented populations lessen hurdles to sports officiating

The Challenge. A Female Perspective: How to assist underrepresented populations lessen hurdles to sports officiating The Challenge A Female Perspective: How to assist underrepresented populations lessen hurdles to sports officiating Shanell L. Young, FHSAA Coordinator of Technology and Athletics The Florida High School

More information

Marketing (England) Latest framework version? Instructus. Issued by IMPORTANT NOTIFICATION FOR ALL APPRENTICESHIP STARTS FROM 22 AUGUST 2017

Marketing (England) Latest framework version? Instructus. Issued by IMPORTANT NOTIFICATION FOR ALL APPRENTICESHIP STARTS FROM 22 AUGUST 2017 Marketing (England) IMPORTANT NOTIFICATION FOR ALL APPRENTICESHIP STARTS FROM 22 AUGUST 2017 Modifications to SASE came into effect on 22 August 2017. Accordingly, SASE publication DFE-00167-2017 applies

More information

Highways England People Strategy

Highways England People Strategy Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all

More information

GENDER PAY GAP REPORT 2017

GENDER PAY GAP REPORT 2017 GENDER PAY GAP REPORT 2017 INTRODUCTION MESSAGE FROM TRACEY KILLEN, DIRECTOR OF PERSONNEL The John Lewis Partnership sees the sharing of our Gender Pay Gap Report as an integral step in having more meaningful

More information