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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/

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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)