Hi Fiona,
We have included an Equality & Diversity section in our revised strategic planning template for faculties and for divisions. The actions that faculties and divisions were each required to take were slightly different. This has been included in an "Institutional Initiatives" section.
I have attached a version of the template for faculties. You will see that it has supporting documents linked to it but I am afraid these won't work for you. In support of this process I developed the docs that are linked but also visited every dean and divisional head to discuss and support the process.
It is early days in this process and the requirements were kept do-able in three areas as this is only a part of a large template. However I will be looking to review and revise this and to follow up the reporting and development etc.
The University wide HR targets are likely to be reviewed and revised in 2007. We have an extensive system of annual data monitoring HR EO reports to support this process, including Baseline, Applications, Gender Targets by Faculty, HR Targets Summary (which includes BME targets), Academic Promotions and Senior Committees.
Due to our local circs, and this being the first time we had required the setting of local targets and strategies to achieve the University targets, the targets for faculties were for gender in academic grades and for divisions were BME targets for nationally recruited grades (as opposed to locally recruited), however we do have other HR targets as well.
We also have an EO Training Strategy, backed up by an operational plan, which emphasises mainstreaming E&D into the training wherever possible. E&D policy implementation is included within appraisal, supported by appraisal guidelines.
Supporting detailed student equality data is produced by our Corporate Info dept and collated at Annual Programme Monitoring level as well as within an annual summary comparative report to faculty level which we have just extended into two reports to cover both undergrad and postgrad.
For mainstreaming disability equality in particular we have a Disability Strategy Group which has two representatives from each faculty (one admin one academic) and from each division. They are responsible for mainstreaming disability equality in their areas and for reporting back annually on the implementation of the SENDA Continuation Strategy priorities. This will extend to all functions when we have our DE Scheme in place, but the structure will remain.
Now realise I could go on for ages on this but have policy deadline - hope this is helpful,
Mel
Melanie Landells
Head of Equality & Diversity
Secretariat
4 Portland Villas
Plymouth University
Plymouth PL4 8AA
[log in to unmask] <mailto:[log in to unmask]>
01752 233973
________________________________
From: HE Administrators equal opportunities list on behalf of Fiona McLean (HR-UCL)
Sent: Fri 24/02/2006 11:25
To: [log in to unmask]
Subject: FW: Mainstreaming equalities
I am interested to know if any other HEI's have developed good practice
on how to mainstream equalities issues within departments and faculties?
Maybe this would be a useful topic to keep replies 'on list'??
Many thanks.
Best wishes, Fiona.
Equal Opportunities Co-ordinator,
90 Tottenham Court Road,
Tel:0207-679-9761 or Internal: 09761
BUT PLEASE NOTE: All mail should be addressed to:
F.McLean,
HR, UCL,
Gower Street,
London WC1E 6BT.
|