e&d action booklet - apr 2013

Equality and DiversityAction Plans

A Long-standing Tradition of Excellence

E&D Action Booklet_revised_Apr_13.indd 1 30/05/2013 08:32

Equality and diversity is placed at the heart of what we do and we work actively towards eliminating discrimination, harassment and bullying because of race, ethnic origin, disability, religion or belief, gender, sexual orientation, age, gender reassignment, marriage and civil partnership, pregnancy and maternity or any other grounds.

Our Commitment to Equality & Diversity

We will:• Actively promote and embed equality and diversity throughout all functions.• Ensure all members and prospective members of the College’s community are treated equally and with respect and dignity• Be pro-active in providing all our learners and staff with the equal opportunity to achieve their full potential• Actively identify and eliminate all forms of discrimination, whether overt, covert, or by omission• Use equality and diversity data to narrow any achievement gaps in learners’ overall success• Recognise the hard work of staff and learners in creating an environment that promotes and embeds equality and diversity• Comply with all current relevant legislation• Work with all of our community to identify and remove barriers to learning and progression through the provision of high quality

Information, Advice and Guidance (IAG)• Work with learners and staff to create an environment that promotes and embeds equality of opportunity and is free from unlawful

discrimination, harassment or victimisation of any kind• Ensure teaching and learning takes individual needs into account• Value and support our learners so that they achieve their full potential• Embed good practice that will allow learners to achieve their full potential through individual action• Ensure staff are effectively trained to address and actively promote equality and diversity with sensitivity• Promote a culture of integrity and honesty, which encourages the College community to identify and tackle institutional barriers,

without blame and to the benefit of all.

Introduction to Equality Action Plans

The College has 9 Equality Action plans leading from the single Equality Act 2010:• Race• Disability• Gender• Age• Sexual Orientation• Religion or belief• Gender Reassignment• Marriage and Civil Partnership• Pregnancy and Maternity

The Action Plans are monitored on a biannual basis by the Equality & Diversity Group and annual progress reports are produced for staff and governors. Many of the actions are on-going and continuously reviewed.

Contents

Appendix A: Race Equality Action Plan

Appendix B: Disability Equality Action Plan

Appendix C: Gender Equality Action Plan

Appendix D: Age Equality Action Plan

Appendix E: Sexual Orientation Equality Action Plan

Appendix F: Religion or Belief Equality Action Plan

Appendix G: Gender Reassignment Action Plan

Appendix H: Marriage and Civil Partnership Action Plan

Appendix I: Pregnancy and Maternity Action Plan



No. Objective Action Responsibility Measuring Success Timescale

1 The College meets, in full, legislative requirements and actively promotes race equality and diversity amongst staff, learners, employers, parents and other partners as a requirement of legislation.

Ensure all staff and learner policies are legislatively compliant and promote race equality

Assistant Principal - Corporate Services Director of Student Services and Student Support

E&D Group

Equality Impact Assessments

Policies are in place, visible and compliant

All new policies to be impact assessed before approval

Policy review schedule

Schedule of existing policies to be impact assessed

On-going

On-going

Nov 2013 – July 2015

Develop ‘outstanding’ case studies of Staff, learners and former learners (alumni) across ethnicity groups

Assistant Principal - Corporate Services

Assistant Principal - Enterprise and Engagement

Director of Student Services and Student Support

Visible case studies in promotional literature, on College website and in schools liaison material

Alumni role models to promote good practice and educate the value of awareness of diversity

On-going

2 The College ensures all training in race and cultural awareness is effective so that governors, managers, staff and learners understand their roles and responsibilities in relation to disability equality

Research best practice approaches to race equality training and development

E&D Group Report on approaches to race equality training and the impacts of it in other organisations

July 2014

Develop relevant and effective programme of training for all staff

E&D Group


Head of Professional Development

All staff receive training

Programme is evaluated

Nov 2013 – July 2015

Ensure race equality is highlighted and discussed in all induction training sessions


Training is received July 2013 – July 2015

Organise joint events with local community to promote community cohesion

Student Services Manager

Actions implemented to support this, links made throughout community e.g. Walk of Hope

Nov 2013 – July 2015

3 The College sets challenging targets and uses data to monitor, analyse and improve engagement and performance of all learners, by ethnicity, in order to maximise their full potential

Develop user friendly reports that identify-Recruitment-Achievement-Retention-Progression-Attendanceby ethnicity

Assistant Principal - Curriculum

MIS Manager

Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all members of staff

On-going - annually

Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in ethnic groups where issues have been identified


Issues identified in SAR and Quality Improvement Plan. Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan

July 2013 – July 2015

Analysis of learner feedback by ethnicity and identification of areas of concern


Report produced annually, actions put into place to act on feedback and a summary to be available to all members of staff.Learner reps involved to feedback to learners

On-going - annually

Annual monitoring of the actions taken in the areas of concern

E&D Group

Governing board

E&D Group and Governors comment and make appropriate recommendations for future developments

On-going - annually


4 The College monitors the progress of Black and Minority Ethnic (BME) learners into non-traditional education and training routes

Analyse progression and destinations data to understand routes by ethnicity



Progression route by ethnic group identified and mapped against whole College data

Progression of cross College Black and Minority Ethnic (BME) Learners is rigorously monitored to ensure learners achieve and progress

Learners who are ‘at risk’ are given extra support to progress and individual plans.

April 2014

On-going

Identify trends in ethnic groups that do not match those of College and hold focus groups with current learners to understand barriers



Focus group held and areas for development identified

Nov 2013

Plan a programme of information/awareness raising about progression routes that have low uptake up in ethnic groups



Maintain the progression and destination data in subsequent year

Aug 2014


E&D Group

Governing board


On-going annually

5 The College monitors the ethnicity profile of staff in College with a view to ensuring equality of representation at all levels

Produce an annual report for managers, governors and E&D Group showing staffing trends by ethnicity


Report produced, trends analysed and comments taken.Summary of the report available to all members of staff and is published on the website annually.

On-going annually

Develop an action plan to look at areas of concern in staffing profile

Assistant Principal - Corporate ServicesE&D Group

Action plan developed Dec 2014

Review recruitment and selection process.-Advertising and media style-Staff profiles-Success rate of applicants


Advertise vacancies in wider media to attract high quality candidates.

Staff profiles promoting race equality and promotion opportunities to be available on website

On-going

July 2013-July 2015

All staff to be asked to check their ethnicity data and encouraged to disclose where no data is held


Statistics show lower levels of ‘do not wish to disclose’

Dec 2013

6 The College manages incidents and complaints specifically about race equality and follows up any concerns in relation to race equality

Quarterly monitoring report by ethnicity to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff



On-going - quarterly





1 The College meets, in full, legislative requirements and actively promotes disability and diversity amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure all staff and learner policies are legislatively compliant and promote disability equality



E&D Group





Schedule of policies to be impact assessed

On-going

On-going

Nov 2013 – July 2015

Develop ‘outstanding’ case studies of disabled Staff, learners and former learners (alumni)






Clear and detailed information about support available to be in all prospectuses

On-going

Continue to assess and monitor against Disability Discrimination Act (DDA) audit recommendations


Facilities Manager

Progress made against recommendations

On-going

Maintain up to date knowledge of Disability Discrimination Act (DDA) and ensure any changes are reflected in policy


Legislatively compliant policies On-going

Produce an annual report for managers, Governors and E&D Group showing staffing trends by disability


Report produced and trends analysed and comments taken

On-going - annually



E&D Group


Annually review recruitment and selection process.-Advertising and media style-Staff profiles-Success rate of applicants



Staff profiles promoting disability equality and promotion opportunities to be available on website

On-going - annually

All staff to be asked to check their disability data and encouraged to disclose where no data is held

Ensure all staff and learners have a clear definition of disability, and be transparent about the uses of the data.


Statistics show lower levels of ‘do not wish to disclose’

Dec 2013


2 The College ensures that all training in disability awareness is effective so that governors, managers, staff and learners understand their roles and responsibilities in relation to disability equality

Research best practice approaches to disability equality training and development

E&D Group Report on approaches to disability equality training and the impacts of it in other organisations

July 2014

Develop relevant and effective programme of training for all staff including considering ‘Diversity Role Model’ workshops

E&D Group




Programme is evaluated including all learning circles

July 2013 - July 2015

Ensure disability equality is highlighted and discussed in all induction training sessions


Training is received July 2013 - July 2015

Consider adapting the concepts of Disability Awareness Day (14 July 2013)

E&D Group Recommendations of the E&D Group are considered and plans implemented if appropriate

Apr 2014

3 The College sets challenging targets and uses data to monitor, analyse and improve engagement and performance of disabled learners in order to maximise their full potential

Develop user friendly reports that identify-Recruitment-Achievement-Retention-Progression-Attendance by disability

Director of Quality

MIS Manager

Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all.

On-going - annually

Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in disabled groups where issues have been identified


Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan.

July 2013 - July 2015

Annual monitoring of the actions taken in the areas of concern.

E&D Group

Governing board

E&D Group and Governors comment and make appropriate recommendations for future developments.

On-going - annually

4 The College makes arrangements to ensure that all learners with learning difficulties and or disabilities can participate fully and have the opportunity to give their views on provision

Analysis of learner feedback by disability and identification of areas of concern


Report produced, actions put into place to act on feedback and a summary to be available to all members of staff.Learner reps involved to feedback to learners

On-going - annually


E&D Group

Governing board


On-going - annually

Learner support funds are directed appropriately to support learners identified through initial assessments

Head of Learning Support


Learner feedback and success rates Oct 2014

Specific promotion of learning support to show what support is on offer


Head of Learning Support

Learner feedback shows clear understanding of support available and is incorporated into learner handbook.

On-going



5 The College manages incidents and complaints specifically about disability equality

Quarterly monitoring report by disability to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff


Pro-active steps are taken where issues are identified including counselling and support.


6 The College’s buildings and facilities meet legal requirements

Continue to address recommendations in relation to buildings and facilities from DDA audit


Facilities Manager

Progress made against recommendations

On-going





1 The College meets, in full, its legislative requirements and actively promotes gender equality and diversity amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure all staff and learners policies are legislatively compliant and promote gender equality



E&D Group






On-going

On-going

Nov 2013 – July 2015

Develop ‘outstanding’ gender case studies of Staff, learners and former learners (alumni)






On-going

Research and recommend a preferred approach to equal pay audit


A recommendation is made Dec 2014

2 The College ensures that all equality and diversity staff development initiatives include gender equality

Research best practice approaches to gender equality training and development

E&D Group Report on approaches to gender equality training and the impacts of it in other organisations

Dec 2013


E&D Group





Nov 2013 – July 2015

Ensure gender equality is highlighted and discussed in all induction training sessions


Training is received Dec 2014

Explore the opportunities available as part of the FE Women’s Leadership Network


Provide recommendations in a report to E&D Group and SMT. A summary to be available to all.

July 2014

3 The College ensures that all equality and diversity staff development initiatives include gender equality

Develop user friendly reports that identify-Recruitment-Achievement-Retention-Progression-Attendance by gender


MIS Manager

Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all members of staff

On-going - annually

Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in gender groups where issues have been identified


Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan

July 2013 - July 2015

Analysis of learner feedback by gender and identification of areas of concern


Report produced, actions put into place to act on feedback and a summary to be available to all members of staff. Learner reps involved to feedback to learners

On-going - annually


E&D Group

Governing board


On-going - annually



4 The College monitors the progress of female and male learners into non-traditional education and training routes

Analyse progression and destinations data to understand routes by gender



Progression route by gender group identified and mapped against whole College data

April 2014

Identify trends in learner gender groups that do not match those of College and hold focus groups with current learners to understand barriers



Focus group held and areas for development identified

April 2014

Plan a programme of information/awareness raising about progression routes that have low uptake up in gender groups



Maintain the progression and destination data in subsequent year

Aug 2014


E&D Group

Governing board


On-going - annually

5 The College manages incidents and complaints specifically about gender equality

Quarterly monitoring report by gender to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff




6 The College actively celebrates gender contributions from all learner groups and cultures

Ensure under-represented groups are considered in nominating learners for awards


A good balance of award winners On-going

Ensure external speakers as part of enrichment/ tutorial programmes are positive gender role models



Analysis of programmes and feedback from learners

On-going

7 The College monitors the gender profile of staff in College with a view to ensuring equality of representation at all levels

Produce an annual report for managers, governors and E&D Group showing staffing trends by gender


Report produced, trends analysed and comments taken. Report produced, trends analysed and comments taken.Summary of the report available to all members of staff

On-going - annually



E&D Group


Review recruitment and selection process.-Advertising and media style-Staff profiles-Success rate of applicants



Staff profiles promoting gender equality and promotion opportunities to be available on website

On-going

July 2013-July 2015





1 The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to age equality amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure all staff and learner policies are legislatively compliant and promote age equality



E&D Group






On-going

On-going

Nov 2013 - July 2015

Develop ‘outstanding’ case studies in relation to age equality of Staff, learners and former learners (alumni)






On-going

2 The College ensures that all equality and diversity staff development initiatives include age equality


E&D Group





Nov 2013 - July 2015

Ensure equality in relation to age is highlighted and discussed in all induction training sessions


Training is received Dec 2014

3 The College manages incidents and complaints specifically about age equality

Quarterly monitoring report by age to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff




4 The College actively celebrates contributions from all learner groups and cultures specifically in relation to age equality

Collate success data by learner group age


Reporting received and recommendations made

Nov 2013 - July 2015

Refine a process to ensure all staff feed learners success stories into the Marketing Department


Case studies and press stories are produced

Dec 2013




1 The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to sexual orientation amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure promotional images in relation to staff, learners and former learners (alumni) represent diversity


Successful, non-stereotypical case studies in promotional literature, on College website and in schools liaison material


On-going

2 The College ensures that all equality and diversity staff development initiatives include sexual orientation

Research best practice approaches to sexual orientation equality training and development. Explore option of online training

E&D Group Report on approaches to sexual orientation equality training and the impacts of it in other organisations

Dec 2013


E&D Group





Nov 2013 - July 2015

Ensure equality in relation to sexual orientation is highlighted and discussed in all induction training sessions



3 The College manages incidents and complaints specifically about sexual orientation

Quarterly monitoring report detailing complaints related to sexual orientation to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff




4 The College actively celebrates contributions from all learner groups and cultures specifically in relation to sexual orientation equality

Develop a process to ensure all staff feed learners success stories into the Marketing Department



July 2013 - July 2015

Revisit the options for non-mandatory declaration of sexual orientation for staff and learners and make a recommendation



Consultation with staff and learners and producing a report making recommendations

Dec 2013




1 The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to religion or belief or non belief amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure promotional case studies and images in relation to staff, learners and former learners (alumni) represent diversity




On-going

2 The College ensures that all equality and diversity staff development initiatives include religion, belief or non belief

Research best practice approaches to religion or belief or non-belief equality training and development. Explore option of online training

E&D Group Report on approaches to religion or belief or non-belief equality training and the impacts of it in other organisations

Dec 2013


E&D Group





Nov 2013 - July 2015

Ensure equality in relation to religion or belief or non-belief is highlighted and discussed in all induction training sessions



Organise joint events with local community to promote community cohesion


Actions implemented to support this, links made throughout community e.g. Walk of Hope

On-going

3 The College manages incidents and complaints specifically about religion, belief or non belief

Quarterly monitoring report by complaints related to religion or belief or non-belief to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff




4 The College actively celebrates contributions from all learner groups and cultures specifically in relation to religion, belief or non belief

Develop a process to ensure all staff feed learners success stories into the Marketing Department



July 2013-July 2015

Revisit the options for non-mandatory declaration of religion or belief or non-belief for staff and learners and make a recommendation




Dec 2013


Appendix G: Gender Reassignment Equality Action Plan


Appendix G: Gender Reassignment Equality Action Plan


1 The College meets, in full, its legislative requirements and actively promotes anti-discrimination in relation to gender reassignment amongst staff, learners, employers, parents and other partners as a requirement of legislation

Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to gender reassignment

Assistant Principal – Corporate Services

Assistant Principal – Curriculum

E&D Group






On-going

On-going

Nov 2013 - July 2015

2 The College ensures all training in raising awareness of gender reassignment is effective so that governors, managers, staff and learners understand their legal obligation in relation to gender reassignment

Ensure sure staff are aware of the introduction of the gender recognition certificate



E&D Group

Staff are aware of the gender reassignment certificate

Dec 2013

Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to gender reassignment


E&D Group

Action sheets produced and available to staff

Nov 2013

Develop relevant and effective programme of training in order to raise awareness of gender reassignment



E&D Group



Aug 2013 - July 2015

3 The College will make every effort to monitor gender reassignment and where possible act appropriately on the findings of any data

Explore the options for non-mandatory declaration of gender reassignment status for staff and learners and make a recommendation




July 2014

4 The College manages incidents and complaints specifically about gender reassignment

Quarterly monitoring report by complaints related to gender reassignment to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff



On-going, quarterly


Appendix H: Marriage and Civil Partnership Equality Action Plan


Appendix H: Marriage and Civil Partnership Equality Action Plan


1 The College meets, in full, its legislative requirements and ensures that no staff, learners, employers, parents or other partners suffer discrimination as a result of being married or in a civil partnership.

Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to marriage and civil partnership.



E&D Group






On-going

On-going

Nov 2013 - July 2015

2 The College ensures all training is effective so that governors, managers, staff and learners understand their legal obligation in relation to marriage and civil partnership.

Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to marriage and civil partnership


E&D Group


Nov 2013

Develop relevant and effective programme of training in order to raise awareness of the legal requirements in relation to marriage and civil partnerships



E&D Group



Aug 2013 - July 2015

3 The College will make every effort to monitor marriage and civil partnership and where possible act appropriately on the findings of any data

Explore the options for non-mandatory declaration of marriage and civil partnership status for staff and learners and make a recommendation




July 2014


Appendix H: Pregnancy and Maternity Equality Action Plan


Appendix H: Pregnancy and Maternity Equality Action Plan


1 The College meets, in full, its legislative requirements and ensures that no staff, learners, employers, parents or other partners suffer discrimination as a result of pregnancy or maternity.

Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to pregnancy and maternity.



E&D Group






On-going

On-going

Nov 2013 - July 2015

2 The College ensures all training is effective so that governors, managers, staff and learners understand their legal obligation in relation to pregnancy and maternity.

Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to pregnancy and maternity


E&D Group


Nov 2013

Develop relevant and effective programme of training in order to raise awareness of the legal requirements in relation to pregnancy and maternity



E&D Group



Aug 2013 - July 2015

3 The College will make every effort to monitor pregnancy and maternity and where possible act appropriately on the findings of any data

HR representative meets with member of staff to explain the support available and deal with any issues



Staff supported and issues dealt with On-going


e&d action booklet - apr 2013

Documents

race equality action

maternity action

individual action

equality of opportunity

equality diversitywe

equality diversity group

maternitythe action

single equality act