Advancing Equality & Diversity at Cambridge

Transcription

1 Advancing Equality & Diversity at Cambridge The University s diversity plays a key role in sustaining its academic excellence Professor Ian White, Pro Vice-Chancellor (Institutional Affairs), Race Equality Champion and Chair of E&D Committee Sigrid March Fisher, 2011Head of Equality & Diversity 1

2 Overview Equality Champions University Policy Equality Act 2010 Combined Equality Scheme Proposed Equality Objectives Prof. Dame Athene Donald, Deputy V-C and Gender Equality Champion Prof. Ian White, PVC Institutional Affairs and Race Equality Champion Dr Nick Bampos, Chair of JCD and Disability Equality Champion 2

3 How do we do this? University s Equal Opportunities Policy (to be updated) Statutes & Ordinances p150 Compliance with the Equality Act 2010 covering: age disability sexual orientation race religion or belief (as well as lack of religion or belief) sex (gender) pregnancy and maternity (new) gender reassignment (new) marriage and civil partnership (new) The Public Equality Duties cover all protected groups except marriage and civil partnership 3

4 University of Cambridge Combined Equality Scheme Provides a policy framework to incorporate the Equality Act into the University and to implement the Equal Opportunities Policy. The CES (graced December 2010) has five strategic themes: 1. Governance and Policy Development 2. Developing and Implementing Best Practice 3. Inclusive Practice for Students and Staff 4. Promotion of Equality and Diversity 5. Data and Information Provision 4

5 1. Governance and Policy Development Effective structures and mechanisms to approve, implement, monitor, assess, review, update, consult and report upon policies and actions to achieve legal compliance and progress equality 1. Committees E&D Committee and Gender Equality Group (GEG) reporting to HR Committee, JCD 2. Equal Pay Reviews published annually with the oversight of GEG 3. Annual Reporting providing data and evidence on how the University meets its obligations 4. E&D Section & DRC provide focus for University related E&D activities and support 5. Equality Assurance Assessments (EAAs) reviewing University policies to minimise adverse impact on protected groups (EAA Briefing 8 June) 5

6 2. Developing and Implementing Best Practice Enabling the University to refine its equality and diversity practice via the ongoing work through the University's governance structures, the development of viable benchmarks and performance matrix and the provision of specialised training 1. Benchmarking e.g. Stonewall Workplace Equality Index, Athena Swan 2. Training and Positive Action Initiatives e.g. WiSETI, online learning E&D modules 3. Internal and external networks, Colleges (E&D Partners), national and local groups, e.g. Russell Group E&D Forum 6

7 3. Inclusive Practice for Students and Staff Ensuring the University is an inclusive institution for all its diverse staff and students; establishing mechanisms for engagement, representation and support; promoting good employment, teaching and learning practice and eliminating any and all forms of discrimination, harassment or unfair treatment 1. Consultation and Engagement, including Diversity Networks for BME, Women, Disabled and LGBT Staff, Student Links and HR Network Group 2. Dignity at Work & Study 7

8 4. Promotion of Equality and Diversity Meeting the public equality duty to promote good relations between different groups; facilitating the University's participation in equality and diversity projects, activities and external networks locally, regionally and nationally; addressing any under-representation of specific communities, and providing opportunities to promote the University as an excellent employer and education provider 1. Diversity & Partnership Events 2. Communications and Guidance on specific issues, e.g. Equality Act, public duties 3. Publicity 8

9 5. Data and Information Provision Communications, raising awareness of and promoting policies, data and management information in relation to equality and diversity commitments and objectives across the University and, where appropriate, externally 1. Monitoring & Data Gaps 2. Equal Pay Data 3. Meeting Compliance Reporting Obligations 9

10 Proposed University Equalities Objectives for consultation 1. Increase the representation of women in senior roles and BME staff at all levels, with particular focus on recruitment, promotion and representation in the decision-making processes of the University. 2. Fully implement the Combined Equality Scheme by promoting and developing exemplar activities across all functions and areas of the University. 3. Identify mechanisms to close data gaps with regard to all protected characteristics to assist equality profiling, inclusion and responsiveness to the University s community. 10

11 Proposed University Equalities Objectives for consultation 4. Examine and address potential causes of unequal pay, with particular focus on Equal Pay Reviews, flexible working, maternity/paternity provision and family-friendly working practices. 5. Address any evidence of gender or race inequality within student attainment and access, undertake activities to redress this and develop inclusive teaching and learning practice. 6. Promote a culture of positive awareness and understanding to help increase levels of disability disclosure and appropriate support provision for staff and students. 11

12 Any Questions? To find out more Online learning E&D modules (with Raven password): Web: Tel: (3)