1. RACE EQUALITY ACTION PLAN DECEMBER 2006 DECEMBER 2009

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1 APPENDIX A 1. RACE EQUALITY ACTION PLAN DECEMBER 2006 DECEMBER MAINSTREAMING RACE EQUALITY Intended outcomes: The University has ensured that current and prospective staff and students are aware that it takes its responsibilities under the RRAA seriously. Arrangements are in place for the publication and review of the Race Equality Policy (REP. Arrangements are in place to ensure that all University policies and strategy documents reflect the REP and do not impact unfavourably on staff or students of any ethnic group. 1. Arrange for audit of Race Equality Policy and Plan by external consultants. 2. Revise Race Equality Policy and Plan in the light of audit recommendations. Following approval by the Board of Governors, circulate to all staff via the University system 3. Circulate guidance note to Deans, Heads of, Heads of Department and Faculty Managers explaining the changes that have taken place in the revised Race Equality Policy. 4. Publish and promote revised REP 5. Deliver report on progress against requirements of REP to Academic Council and the Board of Governors. Deans/ Service Directors/ HODs E & D Committee 1. Race Equality Policy and Plan sent to PRENO for audit in July Delay in starting work due to staff sickness at PRENO.

2 1.1 MAINSTREAMING RACE EQUALITY 6. As part of the normal review cycle, all policy and strategy documents to be subject to impact assessment to ensure that they do not impact unfairly on some groups, or constitute unlawful discrimination, and are consistent with the aims of the REP. Principal amongst these documents are: Strategic Plan CPD Policy Admissions Policy Research & Knowledge Transfer Ethics Policy Framework for the Maintenance and Enhancement of Academic Quality & Standards Vice- Chancellor Vice-Chancellor Pro Vice- Chancellors Human Resources Strategy (including grievance procedures Equal Opportunities for Students and Staff Examination and Assessment Regulations Handbook of Student Regulations Harassment and Bullying Policy Code on Racial Harassment Learning, Teaching and Assessment Strategy E-learning Strategy Student Feedback Policy Staff Development Policy University Code of Practice for the Assessment of Students Pro Vice- Chancellors 6. Impact Assessment Co-ordinator appointed October Memo from V-C John Craven sent to all senior managers re preliminary assessment giving a deadline of Easter. 40 staff trained on EIA by external provider in October and November Further training provided in-house in March. EIA Handbook published January. Scrutiny panels of staff and students from minority groups are planned to ensure BME staff and students are involved in EIA process. Work with Sally Hartley, University Secretary and Clerk to the Board of Governors, undertaken to bring together rolling review of policy and EIA timetable.

3 1.2 STUDENTS: ADMISSIONS, PROGRESSION AND EXPERIENCE Intended Outcomes: The University has the necessary processes in place to monitor the admission and progress of applicants and students at University, Faculty, Department, course and module level. There are no significant differences between racial groups in terms of student admissions, progression and satisfaction. Race equality is a core consideration in the University s teaching and learning and in the development of courses and modules. There are no significant differences between racial groups of student complaints of unfair or discriminatory treatment. Relevant data is available to inform policy and decision-making and to assist in the evaluation of existing policies, practices, provision and criteria in respect of indirect discrimination on grounds of ethnicity. The University has a good reputation as an institution that does not tolerate racial discrimination and harassment and attracts able students from all racial backgrounds. Policies 1. Screen all policies, practices, provisions and criterion (PPPC associated with student recruitment, admissions, progression, achievement for race equality relevance and prioritise for impact assessment. 2. Impact assess all PPPC as prioritised. Academic Registrar Academic Heads of Depts Academic Registrar Academic Heads of Depts 1.2 STUDENTS: ADMISSIONS, PROGRESSION AND EXPERIENCE Monitoring and benchmarking

4 3. Monitor, analyse and benchmark using UCAS ethnicity codes and internal and external comparators: - applications - offers - admissions - choice of subject - withdrawals by year and category - degree classification - graduate destinations 4. Investigate significant internal variations between students from different ethnic groups, and external benchmarks, to identify any underlying reasons. 5. Identify and implement appropriate action to address significant internal differences between students from different ethnic groups, and external benchmarks. 6. Publish summary of student monitoring in E & D Annual Report and identify other appropriate publication mechanisms. Report annually to Academic Council and Board of Governors. Institutional Information 7. University Prospectus and web based materials to ensure course information and application processes appropriate 8. open and preview day arrangements to ensure appropriate Academic Registrar Academic Heads of Depts Academic Heads of Depts E & D Adviser Academic Registrar Marketing Marketing 3. Work by a Working Group on monitoring (MoDE and the newly appointed Impact Assessment Co-ordinator has improved the analysis of student data. This is reflected in the Gender Equality Scheme and will be evident in the Equality & Diversity Annual Report. 1.2 STUDENTS: ADMISSIONS, PROGRESSION AND EXPERIENCE Communication 9. Improve student awareness of

5 available support processes and services. 10. Promote general awareness and understanding of needs and experiences of diverse student population. Marketing Marketing Students off-campus 11. and develop support liaison arrangements for BME students in work based learning environments or placements. 12. e-learning policies, provision and practices to ensure that there are no unjustified or adverse impacts upon BME students. 13. Identify and implement appropriate action to address any unjustified or adverse e-learning impacts upon BME students. Academic Heads of Depts Director, DCQE Director, DCQE 12. E-learning Policy has had a preliminary screening for equality impact and has been put forward for full equality impact assessment. 1.2 STUDENTS: ADMISSIONS, PROGRESSION AND EXPERIENCE Student experience 14. Embed race awareness within Director DCQE

6 University Learning and Teaching Committee processes to ensure continuation of the design of inclusive curriculum delivery and assessment practices. 15. student complaints, harassment and disciplinary practices and outcomes to ensure no significant actual or potential differences between the experiences of students from different ethnic groups. 16. Identify and implement appropriate action to address any unjustified or adverse impacts emerging from complaints, harassment or disciplinary processes review. 17. reporting mechanism for racial incidents and encourage increased reporting. 18. Analyse results of National Student Survey by ethnicity. University Complaints Officer Academic Registrar Academic Registrar E & D Adviser Police Liaison Officer Director DCQE 1.2 STUDENTS: ADMISSIONS, PROGRESSION AND EXPERIENCE Enrolment and Induction 19. Ensure that international students are made aware International

7 of support arrangements during the induction period. 20. Ensure all students are made aware of the Harassment Adviser Network during the induction period. Course Documentation 21. course approval procedures to ensure that required competence standards do not indirectly discriminate against BME students. 22. existing programme specifications to ensure that they do not include competence standards that indirectly discriminate against BME students. 23. Develop training session on race equality in the curriculum for course leaders and others Retention, progression and achievement 24. Analyse Course and Unit Evaluation Questionnaires by gender and racial group, investigate significant variations and institute action to address these as appropriate 25. practices associated with provision of careers advice to ensure particular perspectives of BME students are taken into account. Director Academic Heads of Depts Director, DCQE Director, DCQE Director, DCQE Academic Heads of Depts Head, Careers Service. 26. To ensure anonymity students not asked to reveal ethnicity on unit & course feedback forms. Forms have the potential to link HEMIS code with response but more work needed to ensure this information is readily available through corporate systems.

8 1.3 STAFF: RECRUITMENT, CAREER PROGRESSION AND EXPERIENCE Intended Outcomes: The University has necessary processes in place to monitor employment aspects of racial equality. Progress is made towards a diverse staff at the University that is representative of the communities from which it fills its posts. There are no significant differences between racial groups in terms of staff recruitment, promotion, turnover, grievance and disciplinary matters, staff grades/pay level, length of service, attendance and career training and development opportunities. There are no significant differences between racial groups of staff complaints of unfair treatment or discrimination. Relevant data is available to inform policy and decision-making and to assist in the evaluation of existing policy. The University has a good reputation as a fair employer that does not tolerate racial discrimination and harassment, and its employment practices attract good candis from all backgrounds. Policies 1. Screen all policies for race equality relevance and prioritise for impact assessment. 1.3 STAFF: RECRUITMENT, CAREER PROGRESSION AND EXPERIENCE

9 Monitoring 2. Monitor and analyse by racial group, staff: o by grade and type of post o by contractual hours (PT, FT o by Faculty, Department, Support Service o permanent, temporary and fixedterm appointments o access to staff appraisals o applications and appointments o staff training and development o ceasing employment / reasons for leaving o disciplinary action o grievance 3. Investigate significant variations to identify any underlying reasons. 4. Identify and implement appropriate action to address significant differences. 5. Publish summary of staff monitoring in E & D Annual Report and identify other appropriate publication mechanisms. Report annually to Academic Council and Board of Governors. E & D Adviser 2. Work by a Working Group on monitoring (MoDE and the newly appointed Impact Assessment Co-ordinator has improved the analysis of staff data. This is reflected in the Gender Equality Scheme and will be evident in the Equality & Diversity Annual Report. 1.3 STAFF: RECRUITMENT, CAREER PROGRESSION AND EXPERIENCE

10 Advertising 6. Ensure that advertisements for employment vacancies are placed where they likely to be seen by appropriately qualified individuals from minority ethnic backgrounds. Recruitment and selection 7. progress against annual target for recruitment of staff from underrepresented groups. Target for 06/07: 8. Using available demographic data set revised targets for 07/08 and 08/ All staff involved in recruitment and selection to have formal training in fair selection procedures that includes the development of job descriptions and person specifications. (Training target - 30; 20; Develop competency based job descriptions for all posts. Annual Targets 6. Advertising space purchased in an internet based Diverse Employers Guide delivered by the Asian Times and a Guide for BME communities living and working in Hampshire. 1.3 STAFF: RECRUITMENT, CAREER PROGRESSION AND EXPERIENCE

11 Retention 11. reporting mechanism for racial incidents and encourage increased reporting 12. Staff Satisfaction Surveys to incorporate questions on discrimination, harassment and bullying. 13. Last to be analysed for differential impact on grounds of ethnicity. 14. Right Core Care reports to include analysis of usage and presenting issues on grounds of ethnicity. 15. Reasons for leaving to be analysed on an annual basis. 16. Improve confidence in Grievance Procedure through more effective use. Career progression and reward 17. Awarding of Honorarium payments and Merit Awards to be monitored and analysed for differential impact on the grounds of ethnicity. E & D Adviser Police Liaison Officer

12 1.3 STAFF: RECRUITMENT, CAREER PROGRESSION AND EXPERIENCE Staff development and training 18. Develop a UoP Diversity Training Strategy based on needs assessment and evaluation of existing provision. 19. Introduce new HR System capable of recording staff development activity. 20. Maintain a comprehensive record of University-related training and development activities undertaken by staff and ensure that these data form part of the annual staff monitoring exercise. 21. Provide training for front line staff on cultural awareness 2009 Equality & 22. Race awareness training to be mainstreamed into relevant staff development programmes. 23. All new staff to receive briefing at staff induction day. Director of DCQE Equality & 23, 24 E-learning package available to all staff. Management Information Briefings delivered to senior managers on discrimination legislation and harassment and bullying. Range of training sessions and briefings delivered to staff as requested by management. 25. Half hour input or combination of information stand and hand-out for all new staff has been delivered since September 2004.

13 1.4 COLLABORATIVE PARTNERS Intended Outcomes: Partner organisations, including those who provide services on a contracted out basis, are aware of the University s commitment to race equality. New partnerships and commercial contracts will only be made with organisations that can demonstrate an active commitment to the achievement of race equality. Policies 1. Screen all policies for race equality relevance and prioritise for impact assessment. UK and Overseas Academic partners 2. Ensure guidelines on initiating collaborative programmes reflect stated outcomes. 3. Distribution of leaflet outlining the University s commitment to race equality to partner institutions. Commercial partners 4. Ensure that contract tendering and approval process guidelines reflect desired outcomes. Academic Registrar Academic Registrar Senior Registrar Quality Management Purchasing Manager Director, Finance Director, Research & Development 4. Additional clauses to reflect the need to demonstrate an active commitment to the achievement of race equality are now included in all research and knowledge transfer contract where appropriate.

14 1.5 COMMUNITY ACTIVITIES Intended Outcome: The University promotes race equality both internally and with the wider community. Marketing events and projects 1. Raise aspirations through working in local and regional organisations including schools, colleges, local education authorities, employers and community groups. 2. Outreach activities under Widening Participation Strategy to raise profile of the University as an active member of the community through working in partnership with local and regional organisations. Other community work 3. Consoli links with PRENO and investigate other links with local BME organisations. 4. Support internal and external events that promote equal opportunities and foster good relations between people from different groups. 5. Ensure all University community events are accessible Marketing Marketing Marketing 3. Equality & is a member of Black History Month Steering Group and Portsmouth Racial Harassment Forum.

15 1.6 STRATEGIC PLANNING AND POLICY DEVELOPMENT Intended Outcomes: The Board of Governors and its committees ensure that governance arrangements reflect a diverse society Race equality issues are addressed strategically. Governors 1. Ensure that appointments to the Board of Governors and its Committees take full account of race equality issues. 2. Endeavour to maximise the diversity of nominations for the Board of Governors University 3. Ensure senior managers take full account of race equality issues in strategic and operational management activities. 4. Ensure that Academic Council and its committees take full account of race equality issues. Consultation and Involvement 5. BME staff, students and external stakeholders to be consulted at least once a year. 6. Consultation feedback to be incorporated into this Plan. 7. The BME Staff Forum set up in 2006 to continue meeting to inform the development of race equality at UoP. Chairman of Board of Governors Chairman of Board of Governors Vice-Chancellor Committee Chairs 7. The BME Staff Forum had an official launch in January that was well attended. Members of the Forum have been asked to comment on the REP and Plan.

16 1.7 CORPORATE COMMUNICATIONS Intended Outcomes: All University internal and external communications are accessible. The University s commitment to race equality has a regional profile. 1. Guidance on the use of appropriate language in corporate communications to be developed. 2. The University to promote its approach to race equality via news items on the website and engage with race equality events in the region such as Black History Month. Marketing E & D Adviser Manager, Marketing Communications E & D Adviser

17 1.8 ESTATES, SPORTS AND CAMPUS SERVICES Intended outcomes: Maintenance of provision of accessible campus, accommodation and transport. Appropriate catering, sports and recreation provision Space issues 1. Annual review of quantum and adequacy of provision for religiously observant students and staff. 2. Additional provision as indicated by review. 3. of provision, allocation and management of student accommodation with cultural and religious needs in mind. Sport and recreation 4. accessibility of provision with cultural and religious needs in mind. 5. any shortfalls identified by review Catering 6. catering provision to ensure that arrangements for students with specific dietary requirements are being met in timely fashion. Estates University Chaplain Estates Director, Campus Sports and Recreation Sports and Recreation Director, Campus