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1
Equality Action Plan
To achieve the Strategic Equality Plan 2016-2020
To be reviewed and updated annually
Original published 4 April 2016
Final approval by University Council on 11 May 2016
Updated 31/03/2017 (PDSEC / Senate); updates to Council for noting 7
th
April 2017 Updated 31/5/2017 (PDSEC)
If you have any comments or feedback on this Plan, please email equstaff @aber.ac.uk
or Dr Debra Croft (Director of Equality) on dec@ aber.ac.uk.
This document is available on-line on the Equality and Diversity webpages www.aber.ac.uk/en/equality/equality-reports/
It can also be made available in a range of formats; please contact equstaff@ aber.ac.uk
should you or someone you know require this in an alternative format e.g. hard copy, Braille, large print, etc.
A Welsh version of this document is also available at https://www.aber.ac.uk/cy/equality/equality-reports/
2
# Objective Aims
Objective 1 To embed the role of Equality and Diversity data in strategic decision making:
…by improved data collection and monitoring for all protected characteristics (in staff and students); and the development of robust benchmarking measures and reporting against these.
Objective 2 To provide inclusive Learning and Teaching (including the recruitment and retention of a diverse student body):
… by addressing any under-representation of groups with protected characteristics in application, registration, retention and progression; and developing improved support to staff to achieve student success, through inclusive teaching strategies.
Objective 3 To attract, retain and develop a diverse and talented workforce:
… by addressing the under-representation of groups, monitoring equal pay throughout the grades, and improving wellbeing and support structures, particularly through Equality and Diversity training (which both staff and students have clearly requested).
Objective 4 To attract, retain and develop sustainable research teams:
… by active monitoring of research team composition, training, support and progression, including working with the REF team early in the cycle to address research eligible staff and special circumstances.
Objective 5 To provide inclusive Estate and Facilities, encompassing Access in its widest sense:
… by continuing to improve our infrastructure (both physical and virtual) taking account of the needs of staff, students and our wider community and visitors.
Objective 6 To communicate our commitment to Equality and Diversity both internally and externally and promote a cultural shift:
… by clear communications, excellent training, and improved knowledge and confidence in working with Equality issues in all aspects of University life, including governance structures.
3
Priorities for Tasks: Updated scale Complete (in reporting year) High = action during 2017, Medium = action during 2017-19, Low = action during 2019-20
Protected Characteristics: Age, Disability, Gender Reassignment, Pregnancy and Maternity, Race, Religion and Belief,
Sex (meaning Gender), Sexual Orientation, Marriage and Civil Partnership. Plus Welsh Language.
Objective 1 To embed the role of Equality and Diversity data in strategic decision making: …by improved data collection and monitoring for all protected characteristics (in staff and students); and the development of robust benchmarking measures and reporting against these.
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/2017
1.1.1 Complete
Staff
Sex (Gender), Race, Disability, Age, Welsh
Set base data based on 2015-16 ; draw up benchmarking for sector, Wales / UK & similar HEIs
A clearly understood starting point to measure subsequent data against
Director of Equality (with Dir. of HR) Dec-16
Through ECIG, EquCh & PDSEC, Welsh LSC
Discussions held and 2015-16 data to be used as baseline for staff (HESA)
1.1.2
(high) Staff All, where disclosed
Review and update 2017 Dec-17
Through ECIG, EquCh & PDSEC, Welsh LSC
1.2.1 Complete
Students
Sex (Gender), Race, Disability, Age, Welsh
Set base data based on 2015-16 ; draw up benchmarking for sector, Wales / UK & similar HEIs; examine granularity (geography, subject area)
A clearly understood starting point to measure subsequent data against for student population
Director of Equality (with Dir. of Planning) Dec-16
Through EquCh and R & M Comm, Welsh LSC
Discussions held and 2015-16 data to be used as baseline for students (HESA)
1.2.2
(high) Students All, where disclosed
Review and update 2016-17
Dec-17 Through EquCh and R & M Comm, Welsh LSC
1.2.3 Complete
Student applicants
Sex (Gender), Race, Disability, Age, Welsh
Set base data based on 2015-16 ; draw up benchmarking for sector, Wales / UK & similar HEIs
A clearly understood starting point to measure subsequent data against for applicants
Jan-17 Through EquCh and R & M Comm, Welsh LSC
Discussions held and 2015-16 data to be used as baseline for students (HESA)
1.3
(high) Governance / Committees
Sex (gender), disability, Welsh, race, rel.&bel.
Set baseline data based on 2015-16
A clearly understood starting point to measure subsequent data against
Dir.of Equ (with Secretary)
(Dec-16) Revised July 2017
Through Council & Senate
Ongoing monitoring; presentation to Council arranged April 2017
4
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/2017
1.4 ongoing
ALL All, where disclosed
Collect, Analyse and Report on data annual basis; incl. granularity of data (departmental / geographical of main recruitment areas). Disseminate to all Departments
Data, progress, actions and concerns are reported annually to PDSEC Committee, Senate and Council. More awareness of equality developments, progress and concerns. Publication of reports.
Director of Equality Annually
PDSEC, Senate and Council
Discussions taken place with HR data / Planning data staff to enable this to progress. Staff data being cleaned / refined through new systems. Student Data Dashboard produced and being tested.
1.5
(high)
ALL ALL
Publish Annual Equality Report; details progress against this Action Plan each year; send to all Heads of Depts, HoPS, IDs
Effective communication of progress Annually - as an institution but also the implications for departments
Director of Equality
31/03/2017 and Annually
PDSEC, Senate and Council
Annual Report for 2015-16 to Committee (PDSEC) 10-3-2017; circulation to Council then publication to web. Comms in April to all staff.
1.6.1 Complete
Staff / Students Sex (gender)
Review and update the Athena Swan action plan; review progress against plan
Review data and analyse to ensure the maintenance of the Bronze Award
Director of Equality Nov-16 ECIG, PDSEC, ARC
Completed; new SAT formed and met; review and plans underway
1.6.2 Complete
Staff/ Students Sex (gender)
Review and update the Athena Swan action plan; review progress against plan
Decide on possibility of applying for the Silver AS award
Director of Equality Nov-16 ECIG, PDSEC, ARC
Completed; new SAT formed and met; review and plans underway. Silver not an option.
1.6.3 (high)
Staff/ Students Sex (gender)
Decide on Bronze or Silver level of engagement. Apply for AS Bronze renewal
Renewal of AS Award for 3 years.
Director of Equality (with SAT) Nov-17 ECIG, PDSEC, ARC
Surveys launched; SAT met. Town Hall meetings arranged. Work ongoing
1.6.4
(med) Staff/ Students Sex (gender)
Start discussions on Race Equality Chartermark
Decide on level of work and draw up action plan as relevant
Director of Equality Jan-18 ECIG, PDSEC, ARC
Initial discussions had with ECU and Staff/ Student Networks. Resource need is intense for application.
1.6.5 Complete
Staff Sex (gender)
Set up 4 Equality Chartermark Implementation Group meetings per year (min)
Strengthened network and sharing of expertise (to include Departmental application groups)
a) Dir. Equ. b) ID - IBERS c) HoD - CompSci Sep-16
ECIG IBERS Group CompSci Group
Meetings held (varying times and locations); group disbanded and SAT formed for 2017
5
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/2017
1.6.6 Complete
Staff/ Student Sex (gender)
Work with Physics Dept to review the JUNO application and provide data and support to re-apply
Successful I o P JUNO award 2016-17
Head of Physics (with Dir.of Equ. Support) April 2016
Physics implementation group
Successful re-application during 2016
1.6.7 (high) Staff/ Student Sex (gender)
Attend / observe JUNO Focus Groups within Physics
Successful implementation of JUNO Action Plan
Head of Physics (with Dir.of Equ. Support)
Sept 2016 & ongoing
Physics implementation group
2 meetings attended by Dir of Equ.
Objective 2 To provide inclusive Learning and Teaching (including the recruitment and retention of a diverse student body): … by addressing any under-representation of groups with protected characteristics in application, registration, retention and progression; and developing improved support to staff to achieve student success, through inclusive teaching strategies.
2.1.1 (high) Students ALL
Review all policies to ensure that they are inclusive and reflective of equality legislation, by devising a rolling review programme
Policies checked and Equality Impact Assessed; record, update and publish all policies
Dir. of Equ., AQRO, Student Support, HR Officer (Equ/ Welsh)
Mar-17 July 2017
Equality Champions, PDSEC
Simplified EquIA form and guidance produced and consulted. Present at PDSEC 10/3/2017 Rolling programme discussions started O/S ‘SMART’ plans
2.1.2 (med) (low) Students ALL
Review all policies relating to students
An up-to-date and clearly communicated set of policies, with papertrail for EqIA carried out
Dir. of Equ., AQRO, Student Support, HR Officer (Equ/ Welsh)
Ongoing
Equality Champions, PDSEC
2.2.1 (high) Students
Sex (gender), Age, Race, Religion & Belief
Review all Recruitment & Marketing materials (printed, web, Open Days, etc.) for appropriateness of message for all protected characteristic groups
Improved recruitment by applications against benchmarking data
Head of Marketing, Dir. of Equality, AQRO
Mar-17 July 2017
Recruitment & Marketing Committee,; RAG
Reviewed and some changes made. Outstanding : mandatory face to face E & D talk to Marketing & Comms (urgent)
6
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/3/17
2.2.2 (med)
Students All
Review all Recruitment & Marketing materials (printed, web, Open Days,etc.) for appropriateness of message for all protected characteristic groups
Improved recruitment by applications against benchmarking data
Head of Marketing, Dir. of Equality, AQRO Mar-18
Recruitment & Marketing Committee,; RAG
2.2.3 Complete
Students
Sex (gender), Age, Race, Religion & Belief, Sexual Orientation, Gender Reassignment
Review post-application contacts, including Visiting Day materials & experience
Consistent acceptance of places from initial applications (in line with benchmarking data)
Head of Marketing, Dir. of Equality, AQRO Mar-17
Recruitment & Marketing Committee, RAG
Dir. of Equality involved in all changes made over the previous year for applications & conversion processes. Data to be reviewed in October 2017 at end of cycle
2.2.4 (med)
Students As 2.2.3 above
Review confirmation processes and all services offered (accommodation, visits, early settling in, Welcome packs, etc)
Work towards proportional registration from initial applications (in line with benchmarking data); reduce the gap in expected numbers
Head of Marketing, Dir. of Equality, AQRO Mar-18
HOPs; Student Success (Community WG)
PROPOSAL Dir. of Equality to talk at Student Welcome week inductions / early large group lectures for 2017
2.3 (high)
Students All
Review data where available for 'good degrees' ( I, 2(I) )
Devise mentoring systems to address any attainment gaps
Dir. of Equality
Mar-17 July 2017
Student Success (retention/progression strand WG)
At this stage only Welsh,/Sex/Age are possible. Increased student engagement with records updating needed .
2.4.1 (high)
Students All
Work with Student Success groups and L & T to feed into portfolio / curriculum review and refresh
Devise plan for increased inclusivity for curriculum; refer to Working Party meeting 6/4/2017
PVC, Student Support Services
Mar-17 July 2017
L & T Committee, Student Support Committee, Working Party
Initial meeting with PVC cancelled (Jan 2017) – need to re-schedule. Information being gathered.
7
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 1/3/17
2.4.2 (low)
Students All
Review L & T for inclusive curriculum based on 2.4.2
Improved inclusivity (specific targets to be set and reviewed over period of plan)
PVC, Student Support Services Mar-19
L & T Committee, Student Support Committee
2.5.1 (high)
Students All
Dir. of Equality to meet with Student Union Officers 6 times a year
Better communications of the Student Voice in Equality & Diversity issues
Dir. of Equality / President SU
Jul-16 and ongoing
Equality Champions, PDSEC
Increased working during 2016 and 2017; continuity will assist – & succession planning
2.5.2 (high)
Students All
Dir. of Equality to meet with Student Union Advisers 4 times a year
An understanding of the workload of the SU Advisers; strengthen areas for joint working
Dir. of Equality / Adviser staff
Jul-16 and ongoing
Equality Champions, PDSEC
Good working relationship with formal and informal meetings / communications
NOTE ONLY Staff ALL
Training & Professional Development
PLEASE NOTE THIS SECTION IS CROSS REFERENCED to Objective 3 below Ongoing see below (Obj3)
Objective 3 To attract, retain and develop a diverse and talented workforce: … by addressing the under-representation of groups, monitoring equal pay throughout the grades, and improving wellbeing and support structures, particularly through Equality and Diversity training (which both staff and students have clearly requested).
3.1 Complete
Staff
Sexual Orientation, Gender Identity (& linked characteristics)
Stonewall Workplace Equality Index (WEI) & improve submission by ongoing collection of data and evidence
Submission September 2016. Aim to improve ranking from 2015-16 level
HR Officer (Equality / Welsh) Sep-16 PDSEC
Huge increase in place – 121 places to 116
th
employer in UK and 12th
in Wales
3.2 (high)
Staff
Sexual Orientation, Gender Reassignment (& linked characteristics)
Apply for the Stonewall Workplace Equality Index (WEI)
Submission September annually
HR Officer (Equality / Welsh) Annually PDSEC
Review meeting held and further areas for improvement noted (e.g. Trans* policy & support, explicit comms rather than general Equality)
3.3.1 (high) Staff Disability
Continue Two Ticks Accreditation
Annual accreditation falls in March annually
HR Dep. Dir / Officer Annually PDSEC
Registered for the replacement scheme “Disability Confident”
8
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
3.3.2 (med) Staff Disability
Continue Two Ticks Accreditation
Plan and celebrate 15 years of Two Ticks
Director of HR Mar-18 PDSEC Start in September 2017
3.4 (high) Staff All
Maintain Silver Award Corporate Health Standard.
Improve Health and Wellbeing of staff, by encouraging good health and fitness
Director of HR Annually PDSEC
3.5 (med) Staff Sex (gender)
Review Gender Pay Gap in line with PSED Wales guidance
Minimise pay gap across all grades by end of the period; carry out specific review re honaria paid for additional duties
Director of HR
Annually and
minimise by 2019
Pay Review Committee / PDSEC
HR monitor and report regularly. Only one significant pay gap identified (Professorial)
3.6.1 (high) Staff
All (where possible)
Monitor Promotions for protected characteristics and benchmark
Identify an unconscious bias and gaps in promotions
Director of HR
Mar-17 and bi-annually Promotions / PDSEC
Move to 2 yearly cycle. See separate report – Dir. of HR
3.6.2 (med) Staff
All (where possible)
Devise mentoring for groups as needed to address any gaps identified 3.6.1 (e.g. Sex(gender) LGBT+, BME, etc.)
Improved promotions prospects for all staff, regardless of protected characteristics
Director of HR Mar-18 Promotions / PDSEC
3.7.1 (high) Staff
All (where possible)
Monitor AICP for protected characteristics and benchmark
Identify an unconscious bias and gaps in success rates
Director of HR
Mar-17 and bi-annually Promotions / PDSEC
Move to 2 yearly cycle. See separate report – Dir. of HR
3.7.2 (med) Staff
All (where possible)
Devise mentoring for groups as needed to address any gaps identified 3.7.1 1 (e.g. Sex(gender) LGBT+, BME, etc.)
Eliminate any gaps in success rates
Director of HR Mar-18 Promotions / PDSEC
3.8.1 Complete
Staff All
Update online e-Diversity training system for all staff in English and Welsh (for all current legislation)
Improve baseline knowledge for Staff
Director of Equality; HR Officer Mar-17 PDSEC
On line November 2016; need to keep updating staff records and encouraging all new staff / new role to complete
9
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
3.8.2 (high)
Staff All
Produce online resources (6 short topic driven films) in English and with Welsh subtitles; transcripts available.
Improve targeted information for training purposes
Director of Equality; HR Officer
Mar-17 Dec-17
PDSEC
Films available and transcribed / translated. Used in training. Not yet available to all staff.
3.8.3 (med)
Staff All
Re-launch training online for ALL staff to improve uptake percentage
Aim for 65% of all staff to have completed training
Director of Equality; HR Officer Mar-18
PDSEC
3.8.4 (low)
Staff All
Re-launch training online for ALL staff to improve uptake percentage
Aim for 85% of all staff to have completed training
Director of Equality; HR Officer Sept-18
PDSEC
3.8.5 Complete
Staff All
Develop bespoke training for New Managers; Frontline Service staff; PGCTHE; Research Supervisors, etc.
Improved knowledge of staff and confidence in dealing with individuals with protected characteristics
Director of Equality; CDSAP Jan-17 PDSEC
Targeted face-to-face training for all staff and PGRers devised & delivery programme implemented. REPLACE with target to deliver to 90% of all staff by July 2017
3.8.5 (high)
Staff All
Deliver bespoke training E & D / Hate Crime for all Staff
Improved knowledge of staff and confidence in dealing with individuals with protected characteristics
Director of Equality
Jul-17 PDSEC
3.8.6 (med) Staff All
Develop online AberLearn section for Equality and Diversity training and information
Improved knowledge of staff and confidence in dealing with individuals with protected characteristics
Director of Equality; ALTO team Sep-18 PDSEC
Space created; mapping work started.
10
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
Objective 4 To attract, retain and develop sustainable research teams: … by active monitoring of research team composition, training, support and progression, including working with the REF team early in the cycle to address research eligible staff and special circumstances.
4.1.1 (high)
Students, Staff Sex (Gender), Race, Welsh
Review the statistics for current research groups throughout the University
Set baseline and benchmarks for Research students / staff
Director of Equality Mar-17 ARC, Research Comm Outstanding
4.1.2 (med)
Students, Staff
All
Use data gathered in 5.1.1. to update Action Plan
Improve Action Plan related to research staff and students to ensure an inclusive research environment
Director of Equality Mar-18
Equality champions, ARC, Research Comm
4.2.1 (high)
Students, Staff
All
Director of Equality to sit on ARC / Research Committee to receive & discuss information related to Equality
Improved understanding of current issues and development of Action plan to reflect this
Director of Equality
Mar-17 Annually ARC, Research Comm
Meetings attended and contributed to the 2 year action plan
4.2.2 (high)
Students
All
Director of Equality to work with Grad School to receive and discuss information related to Equality
Improved understanding of current issues and development of Action plan to reflect this
Director of Equality
Mar-17 Annually
ARC, Research Comm, IEGPD
Discussions and meetings; delivery of 2 PGR Induction training sessions
4.3 (high)
Students
All
Director of Equality to review and PhD studentship applications and feed into selection
Monitoring of awarding of Studentships and developing guidelines if appropriate
Director of Equality
Mar-17 Annually
ARC, Research Comm, IEGPD
Done - selection for 2016; 2017 – meeting arranged
4.4. (high)
Students
All
Hold bi-annual focus groups with PhD students
Report on current concerns arising from this PG student body and feed into relevant strategies
Director of Equality Jul-17
ARC, Research Comm, IEGPD
11
Ref / Priority
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
Objective 5 To provide inclusive Estate and Facilities, encompassing Access in its widest sense: … by continuing to improve our infrastructure (both physical and virtual) taking account of the needs of staff, students and our wider community and visitors.
5.1.1 (high)
All All
Review inclusive curriculum methodology within Student Success strands
Develop an action plan for delivering an inclusive learning environment
Acting PVC (curriculum refresh)/ Student Support Jul-17
L & T / Student Support committee, PDSEC
Working Group to develop this; initial meeting Acting PVC (TW) and Dir.of Equ. cancelled
5.1.2 (high) All All
Update Action Plan based on 5.1.1
Improve learning environment for all Dir. of Equ. Mar-18
L & T / Student Support committee, PDSEC
5.2.1 (high)
All All
Review the Accessibility of physical access / most recent survey of physical estate
Develop an action plan for delivering the most accessible physical environment possible given the topographical nature of the campus
Accessible Aber (Head of HSE) Jul-17 PVC / Accessible Aber
Accessible Aber meetings attended; requested physical estate action plan from PVC (RD)
5.2.2 (high) All All
Update Action Plan based on 5.2.1
Improve physical access for all Dir. of Equ. Mar-18 PVC / Accessible Aber
5.3. (high)
All All
Review mechanism for raising concerns relating to access to the built environment.
Disseminate mechanism for raising concerns relating to access to the built environment.
Accessible Aber (Head of HSE) Jul-17 PVC / Accessible Aber
Raise on Agenda (awaiting new Head of Estates meeting)
5.4. (high)
Students
All
Hold bi-annual focus groups for students with Students' Union (advisers / Sabbs)
Report on current concerns arising from the student body and feed into relevant strategies
Director of Equality Jul-17
Equality Champions, HSE, L & T
One to be arranged in late April (tbc) (including general Equality matters)
5.4.1 (high)
Other
All
Procurement to update the Tendering Template to include current Equality and Diversity clauses
Exert beneficial influence on external bodies and individuals working on campus and supplying services
Head of Procurement Sept-16
Dir. of Equality to follow up and report
Completed; however, needs to be more specific. Meeting to be arranged to discuss. NB Stonewall WI – lost most points in this area of work
12
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
5.4.2 (med)
Other All
Review Procurement Tendering process outside of SQUID and report on external contractors and suppliers
Exert beneficial influence on external bodies and individuals working on campus and supplying services, report on same.
Director of Equality with Head of Procurement Sept-18
Dir. of Equality to follow up and report
External agencies regularly working on site to be invited to a discussion and training event (early 2018) – sharing best practice
Objective 6
To communicate our commitment to Equality and Diversity both internally and externally and promote a cultural shift: … by clear communications, excellent training, and improved knowledge and confidence in working with Equality issues in all aspects of University life, including governance structures.
6.1.1 (high) Staff All
Maintain Equality Champions network and ensure representation from all staff
6 meetings per year where best practice can be championed and progress communicated
Dir. Of Equality; HR Officer
Mar-17 Ongoing
Equ. Champions; PDSEC
Completed for 2016. To be reviewed in May – times and dates for 2017-18; invite more Champions and make more visible
6.1.2 Complete Staff / students All
Maintain Equalities Chartermark Implementation Group for all departments
4 meetings per year to progress Action Plans for Athena SWAN
Dir. Of Equality; HR Officer Mar-17 ECIG; PDSEC
Complete; disbanded Dec 2017 – formation of SAT team for AS. Replace 6.1.2 with SAT group
6.1.2 (high) Staff All
Equalities – Self Assessment teams
4 meetings per year to progress Action Plans for Athena SWAN (and then review)
Dir. Of Equality; HR Officer Nov-17 ECIG; PDSEC
First meeting held; chair – PVC (RD)
6.2.1 Complete All All
Review external Equality network memberships - local, nation, UK, European
Use as basis for planning for 6.2.2. - learn from best practice
Dir. Of Equality; HR Officer Mar-17 PDSEC
Meetings with Police, Health, County Council, Welsh Government, ECU Wales Group, HEWFG group, Stonewall, Gendered Intelligence, Black Studies group (Birmingham), etc
13
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 1/3/17
6.2.2. (high) All All
Devise and Complete Strategic Plan for relevant Memberships
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer Mar-18 PDSEC Planning June 2017
6.3.1 Complete All All
Restructure E & D webpages
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer Mar-17 PDSEC
Complete – regular updating. REPLACE with new 6.3.1 – ongoing review below
6.3.1 (high) All All
Continuous update of E & D webpages
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer Ongoing PDSEC
Will depend on resource allocation for Equality (currently carried out by Intern)
6.3.2 (high)
All All
Publish at least 1 article in internal Newsletter, 1 local article and 1 Wales-wide article per year
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer
Mar-17 Annually PDSEC
Internal Newsletter and local article; national online. Meeting with Comms (Feb2017) to discuss further work
6.3.3 (high)
All All
Draw up an Equality / Diversity Events Calendar
Improved profile and awareness of Celebrations (e.g. IDAHO, MLK, IWD, IMD, BHM, LGBTHM, etc.)
Dir. Of Equality; HR Officer ongoing
Not complete and not fully implemented – missing some events we should be celebrating / discussing
6.4 All All
Monitor local, national press (traditional print, online, social media) for Aberystwyth specific articles regarding Equality and address issues raised
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer; Comms team ongoing
Improved social media presence (facebook and twitter) 2017 – monitor local press more closely and be pro-active in engaging
6.5 All All
Communicate with all areas of the University (academic, service, facilities), including students societies, clubs & SU re: Equality issues and hold regular Focus groups
Improved communication throughout the University and our local area
Dir. Of Equality; HR Officer; Comms team ongoing
Carried out – 2 “Town Halls” planned May 9
th
and October
14
Ref / Prior-ity
Students, Staff, Others
Protected Characteristics (incl. Welsh) Action Outcome Lead Timescale Monitoring
NOTES (progress, updates, etc.)
AS AT 31/03/17
6.6 All General
Plan at least 2 local joint events with Town / County groups to raise awareness (e.g. MIND, NHS, Emergency Services, Aberration, Arad Goch, etc.)
A celebration of our local area and E & D issues; improved joint working with local groups
Dir. Of Equality; HR Officer; Comms team ongoing
Supported 2 Aberration events; 1 joint community event (Penparcau) and 1 Wales wide event in planning for Autumn 2017
6.7 All General
Plan at least 2 intersectional events with Student Groups, open to staff and visitors
A celebration of our local area and E & D issues; improved joint working with student groups
Dir. Of Equality; HR Officer; SU Officers ongoing
Gender / Mental Health as part of IMD (Nov 2016) Sexuality / race – discussion evening BHM (Nov 2016)