Equality and Diversity Annual Report 2015/2016

Transcription

1 Equality and Diversity Annual Report 2015/2016 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 1 of 20

2 Contents 1. Our Commitment 2. The Community 3. Partners 4. Policies 5. Improvements and their impact 6. Equality, Diversity and Inclusion Objectives 16/17 7. Learners: Profile and Achievements 8. Governors 9. Staff Please contact if you would like this annual report made available in an alternative format/languages or call Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 2 of 20

3 1. Our Commitment The College is committed to advancing its statutory duties as set out in the Equality Act 2010 and the Public Sector Equality Duty in order to promote equality of opportunity and eliminate discrimination, thus demonstrating a clear commitment to placing equality, diversity and inclusion at the centre of College life. This commitment is underpinned by the Derby College vision, mission and strategic ambitions. The College is a valued resource for the city of Derby and county of Derbyshire; it provides an inclusive and welcoming environment and highquality facilities for teaching and learning Ofsted Equality & Diversity in Recruitment and Selection The College s Recruitment and Selection Policy and Procedure requires of employees that its Equality and Diversity Policy be strictly adhered to in relation to all applications and appointing managers receive appropriate training on avoiding discrimination. The College will endeavour to recruit a workforce that is representative of the diversity of the communities from which it recruits and from which the learner population is derived. Human Resources (HR) is responsible for ensuring that the recruitment and selection policy does not discriminate in any way and that job advertisements are fully inclusive. This will include advertising through recognised minority group s publications. The College will ensure that recruitment and selection procedures are open, consistently applied and free from bias, stereotyping and discrimination. The College will ensure that applicants are not treated less favourably because of disability, age, gender (sex), race, religion or belief, pregnancy or maternity, marriage or civil partnership, gender reassignment and sexual orientation. The College is committed to the fair treatment of its employees and managers are expected to consider potential employees on the basis of their suitability for the post regardless of gender, race, nationality, ethnic origin, age, sexual orientation, marital status, political or religious beliefs and activities, family responsibilities, class, physical, sensory, mental or other forms of disability or medical condition or other reasonable grounds. The College ensures recruitment and selection is conducted as an evidence based process and candidates are assessed against agreed selection criteria, based on relevant knowledge and skills, competencies, experience, and qualifications to perform the job. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 3 of 20

4 Applications from people with disabilities are encouraged. Adverts will carry the two ticks symbol and applicants who meet the minimum essential criteria for the post will be guaranteed an interview. the College endeavours to ensure that reasonable adjustments are made to recruitment and selection arrangements and premises to ensure both current and potential team members with a disability have equality of access to the recruitment and selection process. Derby College monitors the ethnic origin of applicants for all posts, those shortlisted and appointed, as well as their gender and disability status, in order to determine if its Equality and Diversity policy is working in practice and whether its recruitment practices are having a discriminatory effect on any particular groups. Equality & Diversity in Employment All Derby College policies and procedures are subject to an Equality Impact Assessment Any significant staff related activity such as restructuring and redundancies is subject to an Equality Impact Assessment. HR is represented on the College s Equality, Diversity and Inclusion Steering Group to review progress against its equality ambitions and objectives. HR monitors the profile of staff by age, gender, disability and ethnicity. All staff undertake mandatory training on equality and diversity. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 4 of 20

5 The College Vision Inclusive, inspirational and innovative learning communities: predicting and serving the needs of our learners, the economy and society. The College Mission Preparing individuals for the next phase of their lives: the world of work, entrepreneurship, advanced learning, career progression and to contribute as positive citizens. The College Strategic Ambitions The College Values, Beliefs and Behaviours Across the Derby College Group, we share a common set of values in everything we do. They state what we believe in strongly and value highly and make a firm statement about how we operate. BE PASSIONATE about what we do for our learners and our employers Take an IMAGINATIVE APPROACH to all that we do BE AMBITIOUS to excel in everything we do Have a POSITIVE OUTLOOK and achieve so much more Act with INTEGRITY in all that we do Work as ONE TEAM Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 5 of 20

6 2. The Community Derby College is a large general further education College with four sites in or near the city of Derby. The College has around 25,000 learners, of whom about 5,000 follow a fulltime study programme. The College has extensive part-time provision for adult learners as well as a thriving apprenticeship programme, a small amount of which it subcontracts to other providers. The College has 190 high-needs learners and its high-needs provision was graded Outstanding in March The Indices of Multiple Deprivation rank Derby as the 55th most deprived local authority out of 326, with half of the population living in deprived wards. Unemployment is above average. As of September 2016 there were 1,645 young people aged who were unemployed in Derbyshire (2.1%). The National unemployment rate is 1.7% (September 2016), only Erewash and Chesterfield are at this level, all other Derbyshire Local Authorities are below. Derby City is ethnically diverse, with around one in four residents belonging to a minority ethnic group. The overall population ethnic heritage shows a higher proportion of White: English/Welsh/Scottish/Northern Irish/British residents in all of the catchment area apart from the parliamentary constituencies of Derby South and Nottingham North and South. Within Derby South, residents identified in the following Ethnic Groups; Mixed/multiple ethnic groups: White and Black Caribbean, Asian/Asian British: Pakistani and White Other. In addition to ethnicity we can see that Derby North has a higher percentage of residents who do not have English as their main language. The proportion of school leavers who attained five GCSE grades at A* to C including English and mathematics in 2015 is well below the national average. At the last Census the greatest proportion of the residential population were aged between This was also true of Derby City and the wider catchment area. Derby did report a larger number of residents aged between 0-24 years. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 6 of 20

7 3. Partners The College has established an Early Intervention Strategy, which is supported by the Multi Agency Teams, the Integrated Youth Services and College careers advice and guidance. The purpose of the strategy is to identify learners at risk of disengagement as early as possible. The Intervention Support Team and Attendance and Retention Monitors are based at each site and work with vulnerable learners including those with mental health issues, learners who are looked after and learners at risk of dropping out of learning. They work in a multiagency remit and make referrals to the integrated youth support teams in Derby City and Derbyshire County Council. The College has established effective working partnerships with a range of external organisations to ensure the needs of vulnerable learners are met, for example: Derbyshire County Council Leaving Care Partnership Group PREVENT Partnership steering group Derby City Safeguarding Board Raising of the Participation Age (RPA) Steering Group Children and Adult Mental Health Services (CAMHS) Safe and Sound Just Whistle Board Employers Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 7 of 20

8 4. Policies The College s Equality and Diversity policy is reviewed annually and approved by Corporation. Enactment of the policy is then monitored by the Equality, Diversity and Inclusion Steering Group. 5. Improvements and their impact Embedding equality and diversity in our culture Recognising, embracing and valuing difference leads to improvements for all, including: A more vibrant staff and learner population. A better working and studying environment. Attracting and retaining the very best staff and learners. Achieving the goals set out in our Strategic Ambitions Improving the image of our College. Equality, Diversity & Inclusion Steering Group The purpose of the Equality, Diversity and Inclusion Steering Group is to support all aspects of the Equality, Diversity & Inclusion environment, ensuring that it meets the needs and interests of learners and team members. The College will support and monitor performance and champion excellence, support the implementation of improvements, in order to "promote diversity and social mobility". Equality Champions The Equality Champions are part of the College's Equality, Diversity & Inclusion Steering Group who meet on a half-termly basis. The Equality Champions role may differ slightly depending on the area that they specialise in, but in general the aim is to raise awareness of equality matters and promote a culture of inclusivity, offering advice and support to learners and team members on equality related matters. Learning & Development All staff completed the PREVENT training which has resulted in a whole organisational approach with regards to the PREVENT strategy. Staff at all levels have been actively involved with the College wide British Values training through a menu of engaging Continuous Professional Development workshops which was led by learners. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 8 of 20

9 Staff Feedback from the British Values Training Very good, particularly using the learners to contribute to the session (feedback from the British Values Training) Very good session, LLDD learners were fantastic (feedback from the British Values Training) Good training & very thorough, great to hear from the Lexis learners and how it impacts them (feedback from the British Values Training) Teachers embed British values well within the curriculum and learners are able to discuss key topics such as democracy and freedom of speech confidently. In an access to nursing class, learners engaged in a sophisticated debate about who in Britain has the authority to determine British values and whether these are appropriate for all members of society. (Ofsted 2016) Other Improvements Quality and performance processes are robust. Self-assessment and review processes are well embedded within the Quality and Performance Reviews, addressing EDI matters where appropriate, identifying new and innovative strategies to narrow gaps, and reviewing whether current strategies are impacting upon achievement gaps. College managers regularly scrutinise retention and achievement data to identify and eradicate differences in achievement between groups of learners. As a result, differences in performance among the majority of groups of learners on most programmes have narrowed. College managers have eradicated the most significant achievement gaps that previously existed between different groups of learners, and have well-considered strategies to reduce the current achievement gap for Roma learners. Teachers promote equality and diversity well. They prepare learners well for life in modern Britain. Ofsted 2016 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 9 of 20

10 Introduction of Different is Brilliant campaign launched by the Inclusion and Support Team which aims to work with learners to celebrate what makes us Brilliant: the diversity our learners and community. During April 2016 four events took place College wide to actively promote the support services available to potential learners, families and guardians. DIFFERENT IS BRILLIANT Celebrating what makes us different and how we can make a difference together 6. Equality, Diversity and Inclusion Objectives 16/17 The College's specific and measurable equality objectives help to ensure that Equality and Diversity are placed at the heart of College policies and procedures and are considered as part of the decision-making process. These objectives focus on the most important equality issues facing the College today, and those that will have the greatest impact on learners, staff and external stakeholders. Objectives To support members of the College community to ensure they feel comfortable, particularly those learners from the LGBT community, by developing awareness and understanding of all community members. To develop and review new approaches to staff and student recruitment to ensure any barriers to individual progression are removed. To ensure attainment gaps for all protected groups are minimised. These objectives are addressed through the Equality, Diversity and Inclusion Steering group and through our internal Quality Performance Reviews. Effective promotion of equality and diversity with high quality support for new communities such as Roma learners to prepare learners well for life in modern Britain (Ofsted 2016) Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 10 of 20

11 Learner Data Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 11 of 20

12 7. Our learners Profile and Achievements Learner Profile 15/16 Total Number of Learners at Derby College 15/16 17,745 Gender % Learners Female 54% Male 46% Age % Learners % % % Difficulty/Disability % Learners Has disability/learning difficulties/health problem 19% No disability/learning difficulty/health problem 81% Ethnicity % Learners White British 80% Non-White British 20% African 2.1% Arab 0.3% Bangladeshi 0.2% Caribbean 0.7% Chinese 0.2% Gypsy/Irish Traveller 0.2% Indian 2.0% Irish 0.2% Not Provided 0.9% Other 1.0% Other Asian 1.5% Other Black 0.3% Other Mixed 0.6% Other White 4.2% Pakistani 3.0% White/Asian 0.7% White/Black African 0.3% White/Black Caribbean 1.6% Other Characteristics % Learners Care Leavers/In Care (16-18) 1% Free Meals Eligibility (16-18) 9% High Needs 1% Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 12 of 20

13 All Ages - % Achievement by Ethnicity 15/16 % 14/15 % 13/14 % /14 % 14/15 % 15/16 % Minority Ethnic Groups White British The gap between Minority Ethnic Groups and White British has closed even further and now stands at a 1% difference for 15/16. All Ages - % Achievement by Disability/Learning Difficulty 15/16 % 14/15 % 13/14 % /14 % 14/15 % 15/16 % No Disability/Difficulty Has Disability/Difficulty There are no gaps in achievement for learners who declare a learning disability/difficulty and those that have no declared disability/difficulty. This has been consistent for the past two years. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 13 of 20

14 % Achievement by Age 15/16 % 14/15 % 13/14 % /14 % 14/15 % 15/16 % There remains a 7% achievement gap between year olds and 19+ learners from 14/15 and 15/16. Apprenticeships: Overall achievement was 3% above national rates. Female apprentices continue to outperform males by 7% in 15/16. There was a significant increase in achievement from Minority Ethnic Group Apprentices by 19% and they outperformed the White British Apprentices by 10%. Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 14 of 20

15 Staff Data Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 15 of 20

16 8. Governors The Derby College Corporation Board consists of locally based professionals who share a commitment to helping learners from a diverse range of social and economic backgrounds to develop the skills required for the world of work and for life. Governors understand their roles and responsibilities in relation to Equality and Diversity and drive improvements as part of the College s strategy. They hold senior leaders to account for narrowing achievement gaps. 9. Staff Derby College employed 1547 staff in 2015/16 including full-time 973, part-time 297 and sessional staff 277. Staff Age Profile The age of Derby College staff ranged from 16 to 77 years. There was an increase in staff aged between years of age by (+6.95%) and a slight decrease in staff aged between (-2.82%), (-2.17%) and (-2.31%) Staff Age Profile Under 25 0% 5% 10% 15% 20% 25% 30% Under /16 17% 10% 18% 24% 23% 2% 2014/15 10% 9% 21% 26% 25% 2% 2013/14 11% 6% 22% 27% 24% 2% 2015/ / /14 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 16 of 20

17 Disability Profile 4.43% of staff disclosed a disability during 15/16, which was an increase of 0.43% from 14/15. Those staff members who declared no disability increased by 3.62%. Efforts were made in 15/16 to update staff records via employee surveys which improved the quality of this data. Staff Disability Profile Not Specified No Yes 0% 10% 20% 30% 40% 50% 60% 70% 80% Yes No Not Specified 2015/16 4% 68% 28% 2014/15 4% 64% 32% 2013/14 3% 57% 40% 2015/ / /14 Staff Gender profile The College continue to employ more females (63%) than males (37%). We actively promote non-stereotypical gender recruitment in our internal/external adverts to endeavour to diversify the workforce. Staff Gender Profile Female Male 0% 10% 20% 30% 40% 50% 60% 70% Male Female 2015/16 37% 63% 2014/15 38% 62% 2013/14 39% 61% 2015/ / /14 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 17 of 20

18 Staff Sexual Orientation Profile The College had some success trying to improve the collation of the data for this characteristic. The 53% not specified in 14/15 has decreased by 8.12% and there has been a small improvement relating to LGBT disclosures. Staff Sexual Orientation Profile Not Specified Hetro-Sexual Lesbian Gay Bi-Sexual 0% 10% 20% 30% 40% 50% 60% 70% Bi-Sexual Gay Lesbian Hetro-Sexual Not Specified 2015/16 1.6% 0.5% 0.6% 52.5% 44.9% 2014/15 1.0% 0.0% 0.0% 46.0% 53.0% 2013/14 0.0% 0.0% 0.0% 34.0% 65.0% 2015/ / /14 Staff Religion Profile 57.57% of staff declared their religion, a 7.57% improvement from the 14/15 response rate. We continued to promote key religious dates and religious celebrations throughout the year. Sikh Other Not Specified None Muslim Hindu Christian Buddist Staff Religion Profile 0% 10% 20% 30% 40% 50% 60% 70% Buddist Christian Hindu Muslim None Not Specified Other Sikh 2015/16 0% 27% 1% 2% 26% 42% 1% 1% 2014/15 0% 26% 1% 1% 19% 50% 2% 1% 2013/14 0% 19% 0% 1% 14% 63% 1% 1% 2015/ / /14 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 18 of 20

19 Staff Ethnicity Profile The College continued to employ a predominantly White British workforce (81%) which has been a consistent rate for a three-year trend. Staff Ethnicity Profile Declined to Specify Minority Ethnic Group White British 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% White British Minority Ethnic Group Declined to Specify 2015/16 81% 12% 7% 2014/15 81% 12% 7% 2013/14 81% 9% 10% 2015/ / /14 Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 19 of 20

20 From Outside the UK: Deaf Access: (for interpreter bookings and support enquiries) Deaf Access text: Originator: Aaron Denton/Michelle Worthy Ref: Equality and Diversity Annual Report 2015/16 Page: Page 20 of 20