Promoting Disability Equality Scheme College-Wide Issues Action Plan - November 2006

Transcription

1 Promoting Disability Equality Scheme College-Wide Issues Action Plan - November CORPORATE To ensure that promoting disability equality is central to all of the College s major functions To have promoting disability equality specifically as a key value in the College s Strategic Plan To revise the wording of the current strategic plan at the next publication date Revised Strategic Plan, fully endorsed by the Management Board/Council Council and Rector overall and Director of HR for specific task When Revised 2 To undertake impact assessments of College policies 3 To assess activity, progress and impact of the Policy and Action Plans and to make revisions in the light of monitoring and consultation To implement the Framework for Conducting Impact Assessments Disability Equalities Sub-Committee to prepare an annual report for the EO&DC The Rector to provide an annual report to Council. Impact assessments are undertaken and subsequent action is taken to deal with any adverse effects Annual report with analysis and recommendations prepared Annual report with analysis and recommendations prepared for Council HR Disability Equalities Sub- Committee and EO&DC Rector and Director of HR July 2007 and 1

2 4 To ensure that there is active participation in the consultation process from disabled staff, students and the local community Consult and obtain input from a wide variety of groups, including individuals and representative groups of disabled staff, students and the local community Chair of Disability Equality Sub- Committee Consultation is effective and disabled staff, students and the local community feel confident that the consultation process is real; subsequent changes are fed back and publicised Rolling Programme 5 To improve data collection and undertaking robust monitoring To identify what data is collected and monitored currently 6 To improve data collection and monitoring by changing forms/ procedures Implement recommendations from 2002 staff-wide audit; carry out follow-up surveys on relevant equality issues, to gauge staff s opinions on the working environment To assess current information To identify what changes need to be made and what new forms/procedures need to be in place Working environment becomes a good place to work Assessments made Revisions made and new forms/procedures implemented Equality and Consultant HR HR/Head of HR Operations Feb 2007 and 7 To include monitoring data in the Annual Report To undertake monitoring assessments and make recommendations for change where inequalities or other adverse effects are identified Assessments undertaken and recommendations made HR 2

3 8 To ensure the College achieves a joined-up approach to monitoring across all of its major functions To analyse the results of the monitoring, particularly where functions/processes interlink and impact upon each other 9 To publish the results of the monitoring and impact assessments 9 ESTATES AND FACILITIES To ensure accessibility To publish an Annual Report to staff, students, committees, special interest groups, local community groups and relevant external bodies To ensure that new build and refurbishment projects take full account of the range of needs required by diverse disabilities 10 To increase participation in sport and leisure activities To provide an Annual Report to the Management Board and Council To continue with current systems and improve as required To continue to improve physical access to recreational facilities Good practice is disseminated and common approaches are taken where appropriate and/or changes are made Annual Report distributed widely; face-to-face briefings held, providing opportunities for comment and feedback The needs of disabled people are met The needs of disabled people are met Chair of EO and DC, Chair of Disability Equality Sub- Committee and HR EO&DC and HR Senior Managers in Estates and Depts/Divs Head of Commercial Services 3

4 11 STUDENTS Disability Awareness Ensure that the Disability Policy links to overall College Strategy and ensure that all students and staff are aware of the policy Freshers Handbook distributed to all students in hard copy Handbook updated every year Post Policy on College intranet Freshers handbook distributed to all new students at the beginning of the academic year. Academic Registrar 12 Promote equality of opportunity in all student functions 13 Articulate the needs and opinions of students 14 Ensure the Senate/Academic Committees understand their legal obligations under the DDA Ensure all policies and procedures are assessed for disabilities provision Disabilities Officer and Deputy President Student Welfare and Education to co-ordinate focus groups of students Promote membership diversity and ensure committees are aware of their obligations Students and staff have multiaccess to, and are aware of the Policy Greater understanding of disability equality issues and personal and College responsibilities Student experiences and views received and acted on More diverse membership of the Senate and Committees and full understanding Senior Managers Disabilities Officer Academic Registrar Reviewed 4

5 15 To ensure the admissions process is implemented in accordance with the equal opportunities policy, and disability issues specifically Provide best practice guidance notes on interviews and make available on the intranet Notes widely distributed and available on Spectrum Academic Registrar 16 Ensure residential accommodation is provided and reasonable adjustment made when necessary 17 Promotion of Disability Equality Assess promotion of disability equality when reviewing all existing and new courses Schedule further training courses for Admissions Tutors and monitor takeup Confirmation of reasonable adjustment in residential accommodation for students Relevant committees ensure that disability is taken account of and disability equality promoted where applicable Tutors attended training (statistics recorded on staff development database) Chair of Rector s Committee on Student Residences annual report Guidance procedure followed Deputy Academic Registrar and Staff Dev. Adviser Head of Commercial Services Deputy Academic Registrar As Ensure teaching materials are reviewed and accessibility is promoted Courses and materials take account of disability HoDs Learning and teaching courses incorporate an emphasis on provision for disabilities Pro Rector EQ and CED 5

6 18 Monitoring Collection and analysis of Academic student data Registrar Gather statistics on the student recruitment process, fee status, choice of subject, drop-out rates, student progress (by degree classification and research degree submission rates) attainment, disciplinary offences, student complaints etc. 19 Obtain figures for representations against decisions of the Board of Examiners by students with disabilities Data analysed, reported on and recommendations made Data collected and analysed Academic Registrar 20 Review existing practices to ensure provision to students with disabilities 21 Widening Participation 22 PARTNERSHIPS Public Authorities Raising aspirations in science amongst potentially very able disabled students Ensure that partners that are public authorities are compliant with their responsibilities under the Disability Discrimination Act (DDA) 1995 Obtain figures for Withdrawal Appeals against HoD s decisions by students with disabilities Student Union and Dept/Divisional staff to use student-staff committees to perform reviews of existing practices Continuing the College s extensive programme of project-based activities designed to engage students with potential from as wide a constituency as possible Check that partners Disability Equality Schemes (DES) are published on the Web Reviews completed Programmes reviewed and disabilities included in activities DESs Checked for compliance Disabilities Officer & Disability Equality Sub- Committee Widening Participation Team Disability Equality Sub- Committee December 2006 and 6

7 23 Private and Voluntary Senior Organisations Managers Ensure that private and voluntary organisations with which the College has a relationship: Comply with their statutory obligations Have a published DES Obtain copies of the Equal Opportunities and other relevant policies from the private and voluntary organisations concerned Copies of policies obtained checked for compliance April 2007 and Promote local community participation with local community, via the IVC (Imperial Volunteer Centre) 24 Related Companies Provide advice and guidance to Collegerelated companies on their obligations under the DDA To work in partnership with local communities to identify projects that will promote participation from disabled staff and students Advice included in the induction and training offered to new spin-out and other related companies Successful volunteer projects organised Attendance at corporate induction IVC Manager CEO of IC Innovations/Pro- Rector (Development and Corporate Affairs) 25 Ensure that Directors of related companies have access to College training courses, including those on equal opportunities and disability 26 Research Ensure that research sponsors proactively promote and endorse diversity Directors of companies included on training circulation lists Provide copies of the College s Disabilities Policies, DES, and obtain copies of their equal opportunities policies Regular take up of training courses Copies of Policies obtained and checked for compliance Staff Dev. Manager Research Services 7

8 27 Monitoring Prepare and maintain a Register of the College s partners and other external organisations Obtain notification from HoDs of external partners and copies of their Equal Opportunities policies EO&DC 28 Confirming that research sponsors and related companies meet DES requirements 29 STAFF To promote disability equality in recruitment and selection and to eliminate any potential, or actual, discriminatory practices 30 To ensure disabled staff representation across the full range of jobs To implement the policy so that all staff who undertake recruitment and selection are trained To inform staff that data collection on disability is a requirement and to inform staff why it is important and how it will be used 31 To get a comprehensive picture of staff representation by disability in which jobs and in which dept./div. Obtain confirmation To provide training to staff in each dept/div to underpin the policy and monitor take-up To encourage completion To evaluate the representation picture Register considered by Equal Opportunities and Committee (EO&DC) Report received by EO&DC Training provided and monitored 100% response rate and 100% accurate inputting of data Clear accurate and comprehensive report produced and evaluated EO&DC HR and Staff Dev Manager HR Information Manager and HR HR Information Manager and Deputy HR Director Reviewed Reviewed 8

9 32 To determine percentage spread of disabled staff across all levels and job family To supply each HoD with the data; to work with each HoD to identify what action can be taken to increase the number of applications from disabled people Data supplied and local action plans produced where required of HR, Equality and Consultant, Snr HR Managers Reviewed 33 To ensure that all staff, particularly those with managerial responsibility are aware of their personal responsibility to promote disability equality To inform existing staff of the College s Disability Equality Scheme To publicise the Scheme and prominently display it on the Colleges intranet Improvements seen in proportion of underrepresented groups College-wide dissemination to existing staff Director of HR Dec

10 34 To run briefings and training on promoting disability equality that are part of the wider equality and diversity programme, and which are offered in the annual College s Staff Development Programme To inform staff about the Scheme and Action Plans Training provided, evaluated for understanding and take-up monitored of HR and Equality and Consultant To integrate the promotion of equality, where relevant, into mainstream programmes 35 To include briefings on the College s disability equality policies at the College s induction sessions 36 To ensure that managers are aware of their responsibilities to promote disability equality by building this aspect into management and leadership programmes The equality issues that relate to each topic have been identified and incorporated New staff are aware of the importance of the Scheme to the College and of their responsibilities Managers are aware of their responsibilities and understand that promoting equality is a key managerial task Equality and Consultant and Staff Dev. Manager Staff Dev. Manager HR and Staff Dev. Manager 10

11 37 Monitoring To collect data, monitor and assess so that, in the light of informative data, College-wide and local actions can be taken to ensure fairness, promote equality, and to eliminate discrimination To collect data to determine percentage spread of disabled staff and monitor significant staffing related issues e.g. recruitment, pay, promotion, access to development etc. Evaluate the monitoring and take action to make necessary changes to working practices procedures or methods Snr HR Managers, HR Information Manager and of HR 38 Communication and Consultation 39 To enhance the recruitment and retention of staff, including disabled staff, by having a Work Life Balance/Flexible Working Policy To establish special interest groups in agreement with those who wish to have them To produce a policy with examples of good practice To work with disabled staff to identify disability priorities and progress To consult widely so that the policy is practicable and contains real examples of where flexible working has benefited the member of staff and the dept./div. Disability policies and procedures reviewed and developed; Disabled staffs views provided to Disability Equality Sub-Committee and the EO&DC Policy produced consulted upon widely, launched and fully understood Equality and Consultant Equality and Consultant Oct 2007 and 11

12 40 To identify whether the College should institute Positive Action Strategies To establish Positive Action Schemes that address priority issues where applicable of HR and Equality and December 2007 Consultant To analyse data to identify if positive action could help address imbalance or inequality e.g. a programme to encourage disabled staff to apply to posts where they are underrepresented; a management development training scheme for disabled staff; encourage disabled staff take up development opportunities; have a mentoring scheme for disabled staff Two Tick Disability Symbol; Mentoring Scheme rolled out; More disabled staff in management positions 12