Research Excellence Framework: Equality & Diversity

Transcription

1 Human Resources & Research Services Research Excellence Framework: Equality & Diversity Athena Swan Conference September 2012

2 Outline of the session Importance of equality in the REF Changing equalities context Equality law in 2012 Equality in the REF Individual staff circumstances and the REF Materials adapted from REF E&D Training (ECU, April 2012) Page 2

3 Purpose, Context & Aims Purpose To brief staff on the E&D arrangements for the REF Context Funding bodies have embedded E&D into the REF as an integral element Aims To look at the arrangements for ensuring staff eligible for submission for the REF are treated fairly and are not discriminated against To discuss and understand E&D in the context of the REF Page 3

4 How are staff selected for inclusion? Kent's Code of Practice for the Selection of Staff Statement of Intent Selection criteria: Contract eligibility UOA descriptor Portfolio Quality Page 4

5 What do we mean by equality and diversity? Equality: Equality is a fundamental part of a fair society in which everyone can have the best possible chance to succeed in life. (Discrimination Law Review, 2007) Diversity: recognises that everyone is different in a variety of visible and non-visible ways, and that those differences are to be recognised, respected and valued. (ECU, March 2012). Page 5

6 Why are equality and diversity important in the REF? To ensure staff are treated fairly Better retention, satisfaction and performance To ensure REF processes meet both funding bodies and Kent s obligations under equalities law To ensure everyone has an opportunity to participate Good practice advantages all Page 6

7 Sector wide lessons from the RAE 2008 Source: Research Services Sector-wide Selection results University of Kent: Selection results Disability Declared disability < No declared disability Declared disability 60.5% No declared disability 69% Sex Women aged years Permanent Academics 67% M: 48% F Particularly low rate of selection 69% eligible males 61% eligible females / Full time: Part time / 69% eligible FT selected: 36% of eligible PT selected BME Page 7 Black < other ethnic groups 67.5% eligible white 66.5% of eligible BME

8 Changing equalities context Since RAE 2008, equality law has been strengthened & streamlined by Equality Act 2010 Changes in types of conduct that are prohibited Broader range of individual characteristics that need to be consider in HEIs REF work to ensure fair selection of staff Public Sector Equality Duty: Due regard to eliminate discrimination To advance equality of opportunity Page 8

9 Individual characteristics recognised in REF Age * Disability * Gender reassignment * Marriage & civil partnership * Pregnancy & maternity * Race * Religion & belief * Paternity & adoption Part-time & fixed-term employment status Early career researchers Sex (including breastfeeding) * Sexual orientation * Caring responsibilities (children, disabled, older people) Page 9

10 Recognising Equality & Diversity The normal presumption is that each researcher will have produced at least 4 research outputs during the REF period. What if a researcher s output has been affected by factors relating to the protected characteristics, eg maternity leave, disability? The REF process will take account of these factors and reduce the number of outputs required.

11 Individual staff circumstances and reduced research outputs Panel criteria allow for reduction in research outputs in relation to: 1. Clearly defined circumstances (CDCs) Clear period/s of leave during the REF period Part time working Early career researcher 2. More complex circumstances (MCCs) allows for disruption to research of an ongoing or sporadic nature during the REF period due to an equality related reason may include a clearly defined period/s of leave Page 11

12 Process for CDCs and MCCs at Kent Provide information on how we will: find out if staff have a circumstance that may be taken into consideration handle clearly defined circumstances handle more complex circumstances Page 12

13 The role of the Individual Staff Circumstances committee in handling complex circumstances Confidentiality Requesting further information where appropriate Key considerations when working out number of research outputs to be submitted: establish timeframe affected in line with panel criteria e.g. not just periods of leave but overall period of time research affected. If working during period affected consider impact on ability to conduct research e.g. effectiveness of reasonable adjustments, ability to conduct or focus on research work, impact on mental wellbeing and so forth. Page 13

14 Activity: Identifying CDCs from MCCs In small groups : a) Identify the CDCs from the MCCs in the 6 examples provided b) For the CDCs, calculate the number of outputs that the member of staff will be required to submit Examples: 1. Dr Qureshi 2. Professor Woodrow 3. Dr Palmier 4. Professor Johnston 5. Dr Eposito 6. Dr Annan Page 14

15 Key E&D considerations in preparing for the REF Understanding & observing the Kent CoP and Statement of Intent Ensuring decisions on selection are purely based on research quality & not a staff member s personal characteristics Being aware of circumstances that may entitle staff to a reduction in research outputs & the process by which decisions will be made Promoting equality provisions when discussing REF submissions with staff Page 15

16 References ECU (2009) The impact of the process to promote equality and diversity in the RAE Available at (Accessed 14/5/12) ECU (2012) Complex Circumstances Worked Examples. Available at Equality & Diversity at the University of Kent. Available at HEFCE (2011) REF 2014: Assessment Framework and Guidance on Submissions. Available at (Accessed 14/5/12) University of Kent REF Sharepoint site. Available at PageView=Shared Page 16