equality and diversity report 2009

Equality And Diversity Annual Report 2009 www.chiuni.ac.uk

The University of Chichester

Equality and Diversity Annual Report 2009 Page 2 of 22

December 2009

The policies and schemes to which this report relates are available from The University of Chichester website at www.chi.ac.uk Comments or queries about this report are welcomed and should be sent to the following address for the attention of the Equality and Diversity Officer. The Equality and Diversity Office Room 1 Gatehouse The University of Chichester College Lane West Sussex PO19 6PE If you would like to receive the information in this report in an alternative format to meet your needs, please contact the Equality and Diversity office.



Foreword As Chair of the Equality and Diversity Committee I am delighted to present the University of Chichester's second annual equality and diversity report. It provides a welcome opportunity to articulate our commitment to the active promotion of equality of opportunity for all and to the ongoing development of our Single Equality Scheme. We are committed to ensuring that all staff, students and visitors have a positive experience of working, learning or visiting the University of Chichester and can enjoy full, equal and inclusive access to all of our facilities, services and opportunities. The University of Chichester continues to support the social model for equality and strives to achieve an environment in which individuals are treated with respect and dignity and one which is supportive and fair, enabling equality of opportunity. The University recognises the inherent value of diversity and strives to achieve, in the words of Professor David Eastwood1, a place “where people find themselves, [and] find their identities in ways which are empowering and ways which enrich not only their lives but the lives of those around them”. We see equality and diversity as fundamental to how we operate and are strategically working to ensure that we meet the challenges and opportunities. I should like to thank everyone involved in the important activities detailed in the Annual Report and to acknowledge the significant progress being made in this crucial area of our work. Professor Sandra Jowett Pro Vice-Chancellor and Chair of the Equality and Diversity Committee

1 Chief Executive, Higher Education Funding Council of England (HEFCE)



1. About Us A new University with clear values and a long history in higher education, our aim is to become a University that is recognised internationally, significant nationally, important regionally and vital locally - not only in teaching and the student experience, but also in research and in contribution to the diverse communities we serve and to our public, private and voluntary sector partners. The University has developed a reputation of promoting an inclusive and supportive environment, and in the annual Times Higher Education Student Experience Survey the University is consistently ranked highly on the survey’s three vitally important measures: sense of community, personal relationships with students and helpful staff.2 The Times Good University Guide 20103 has ranked the University as joint 8th in the UK for overall student satisfaction and as the top ranking modern University. 2. Equality and Diversity Framework at the University of Chichester The Equality & Diversity Committee (EDC) continues to report directly to Vice-Chancellor’s Group (VCG) with an annual report to the Board of Governors. During the past year the membership and terms of reference of the Committee and its sub-groups have been reviewed. EDC now comprises individuals who can both influence and drive change, or who are a communication link to a particular area of the University. The equality sub-groups strive to ensure that its members represent the diversity of the equality strands it is responsible for.

Equality and Diversity Committee (EDC) Chair: Professor Sandra Jowett, Pro Vice-Chancellor Members scheduled to meet four times per academic year Members of the Group include representatives from UCU4, Unison and the Students’ Union and a member of the Board of Governors. The primary focus of the Group during 2009-10 is to ensure the development of the Single Equality Scheme, including the smooth implementation of the University’s equality impact assessment (EIA) model, commencing January 2010. For further details of the University’s EIA please refer to page 11. The Committee also includes age equality in its remit. Disability Equality Group (DEG) Chair: Dr Andy Dixon, Head of the Research and Employer Engagement Office Members scheduled to meet four times per academic year Members are representative of a range of disabilities and include external organisations. The work of the Group includes monitoring accessibility issues, ensuring issues are addressed. The Director of Estates & Facilities Management is now a member of the Group so that priorities of work relating to accessibility are discussed. An accessibility audit is planned for 2010 and the DEG will contribute to the pre-planning of the audit. Gender Equality Group (GEG) (includes sexual orientation and trans gender) Chair: Romy Jones, Strategy Development and Implementation Manager Members scheduled to meet four times per academic year Members are representative of the full remit of the Group.

2 15 January 2009 3 Published June 2009 4 University and College Union



In the year ahead the Group will focus on issues around gender, promoting good relations between individuals of a different sexual orientation and providing support for individuals and guidance on gender reassignment. Race, Religion and Belief Equality Group (RREG) Chair: Professor Chris Gaine, Applied Social Policy Meetings scheduled twice per academic year Membership currently includes West Sussex BME5 Community Services. The Group considers multi-faith issues and is currently reviewing its Race Equality Policy. The Group will also be responsible for ensuring the Single Equality Scheme adequately reflects issues and actions relating to race and religion and belief.

3. Networks To help inform the equality agenda it is important to involve and consult other interested groups and to share good practice. Although not an exhaustive list, the following networks have been active in equality and diversity matters in 2009.

Student Societies Current student societies invited to be involved in the Equality sub-groups are the Christian Union, the African-Caribbean Society and the LGBT Society.

Local Equal Opportunity Network (LEON) The membership includes universities along the South coast and the University of Chichester’s Senior HR & Equality Officer attends. LEON members share information and good practice.

Chichester College An initial meeting with the Senior HR & Equality Officer and Chichester College’s HR Manager has identified areas of shared interest and further talks will take place in 2010. The University’s Mental Health Advisor, DASS6 Team and Chichester College continue to meet regularly to share ideas and good practice. The International Students’ Welfare Officer continues to link with Chichester College to provide combined outings, open to all students. This has proven to be more popular with International students, as the visits are predominantly to “tourist” locations. West Sussex County Council Initial contact has been made by the Senior HR & Equality Officer, with further contacts to pursue in early 2010. The aim is to discuss potential areas for shared resource or practice in relation to the Single Equality Scheme. DisabledGo The Senior HR & Equality Officer and DASS Coordinator are invited members of the Chichester Group. The Otter Gallery, at Bishop Otter Campus, is included on the DisabledGo website which details the accessibility of venues across England. Advisor Networks The Disability Coordinator and Dyslexia Advisor are involved in regional and national disability advice networks, including ADSHE7, NADP8, SHED9 and South Coast Disability Forum.

5 Black and Minority Ethnic 6 Disability and Academic Skills Service 7 Association of Dyslexia Specialists in Higher Education 8 National Association of Disability Practitioners 9 Southern Higher Education Dyslexia Group



4. Legislative and Policy Changes As a result of the changes to the University’s infrastructure in the past year, elements of the Disability Equality Scheme, Gender Equality Scheme and Race Equality Policy are no longer relevant or accurate. The Equality Bill, due to receive Royal Assent in 2010, places a specific duty on the University to produce a Single Equality Scheme and work has progressed on this. Due to the consultation and involvement required in producing a Scheme, it is estimated that a draft Scheme will be available in June 2010. The Equality Bill will incorporate numerous pieces of existing legislation into a single Bill which should provide a framework that will be easier to understand and implement. In tackling discrimination, promoting equality of opportunity and encouraging good relations, the Bill extends the equality groups (intended in the proposed Bill to be referred to as protected characteristics) to include: age, marriage or civil partnership status, maternity and pregnancy, religion or belief and sexual orientation, alongside existing protected groups, i.e. disability, gender (including gender reassignment) and race. The University’s Single Equality Scheme will reference all protected groups. The Equality & Diversity Committee incorporates age equality into its remit which means that all nine of the protected characteristics referred to within the proposed Equality Bill are addressed by the Equality & Diversity Committee or its equality sub-groups. Current legislation requires a review of the Disability Equality Scheme in December 2009 and a review of the Gender Equality Scheme in April 2010. To ensure compliance, as an interim measure the Disability Equality Group and Gender Equality Group will review the current Schemes, with reference to reports outlining progress and activity, whilst work continues on a comprehensive Single Equality Scheme. The Disability and Gender specific duty requires an annual report to be published on progress and requires specific monitoring data to be published; similarly the race duty requires publication of specific monitoring of data, the requirements of which can be found in this report. The Equality and Diversity Committee is clear that the work and commitment to equality and diversity across the University will not diminish whilst in a transient period, with a number of activities scheduled over the next six months, i.e. detailed staff and student survey, staff development workshops and the implementation of an online equality impact assessment model. 5. University policy to embed equality Whilst the Equality and Diversity Committee and its sub-groups raise awareness and monitor activity across the University, equality and diversity are embedded within Faculty and Departmental plans; and at operational level the University ensures staff and students are fully supported. The University’s HR Strategy 2008-11 states that it is “committed to embedding equality and diversity into its strategic and operational activity; equal treatment is acknowledged as an ingredient of the entire student and employment relationship”. The Strategy details progress against activities and key objectives. In terms of informing students, there are a number of documents that outline the University’s commitment to equality and diversity and what is expected of the student. Documents include the University’s Academic Regulations and the Students’ Commitment Charter. During student induction Unismart, an independent organisation, presents, using theatre style tactics, topics including diversity, culture shock, bullying and mental health. Promoting an inclusive approach to learning and teaching, based on equity and equal entitlement, the University’s aim is to increase the proportion of students who are currently under-represented in higher education in order to widen participation. Key to this is providing suitable facilities, and implementing policies that enable all students to undertake and complete their studies successfully. The University’s Ethical Policy promotes the need for equality of opportunity, so as to harness “the intelligence, skills and enthusiasm of its staff and students to develop lifelong reflective learners who make a positive contribution to society”.



6. Equality related Accreditation or Awards

Disability Symbol In November 2009 Jobcentre Plus, administrator of the disability symbol, carried out the University’s first annual review of the award and conferred it for a further year; approval to include the two tick symbol on University stationery was given by the Vice-Chancellor at the same time. The Vice-Chancellor, Director of HR and Senior HR & Equality Officer were presented with a Certificate of Award from JobcentrePlus on 9 December 2009 at the University of Chichester. Frank Buttle Trust Quality Mark The University of Chichester retains the quality mark for a further two years to support care leavers wishing to study at the University. Investors in People The University was awarded Investor in People (IiP) in December 2006; equality of opportunity is a key indicator of the IiP framework. The review for IiP accreditation is due in March 2010 and a current assessment against the indicators is being undertaken by the IiP Working Group, chaired by the Deputy Vice-Chancellor. Fair Trade Fairtrade accreditation was awarded to the University in 2009. As a Fairtrade University, a commitment has been made to promoting and raising awareness of what the Fairtrade mark means. The University will also use and sell Fairtrade products such as food, drinks and clothing , making sure they are available in as many places as possible at both Bognor Regis and Bishop Otter campuses, e.g. in student dining halls, cafés, students’ union bar and students’ union shop. Stonewall Diversity Champions Programme This programme works with over 500 major international and British employers ensuring the promotion of diversity in the workplace, including exclusive use of the Stonewall Diversity Champion logo. Members include Government departments, Agencies and Universities. The Gender Equality Group will review the programme in 2010 and make recommendations to the Equality and Diversity Committee on whether to submit an application.

7. Website Significant improvements have been made to the information detailed on the Equality page of the University’s intranet. To encourage the use of the page, personal and campus announcements are given that refer students and staff to the Equality page. Further work will continue to enhance the page so that it becomes considered as a useful first point of call for equality and diversity information. The EDC has recognised that a review of how the University promotes equality and diversity on its internet site should take place with the Equality and Diversity Officer, IT and Marketing in 2010. 8. Action on Progress A key action in all existing equality schemes and policies is to embed equality into the curriculum with the aim of promoting good relations between individuals and to raise awareness of equality issues for the benefit of both academics and students. For detailed information, reference should be made to individual Faculty and subject area plans and reports, but some examples of practices in 2009 are detailed below. • Lord Bhikhu Parekh was a Guest Lecturer and presented to a large audience comprising staff, students

and members of the public in November 2009. The lecture was filmed and is available to download from the University’s website.

• Teacher Education colleagues suspended teaching to first, second, third year and Postgraduate Certificate students for a full day to enable staff and student attendance at an equality event focused on race equality. The event proved very positive and popular and will be repeated in 2010.



• Academics from the University of Chichester are collectively publishing an introductory text on Diversity for Social Work. The publication is due February 2010.

• An Equality and Diversity practitioner was invited to talk to first year students studying Musical Theatre and to third year students studying Youth & Society.

• StopGap Dance Company presented their Portfolio collection in November 2009. StopGap comprises dancers with and without disabilities.

The following sections report on the activity of key providers of support and guidance on areas of equality and diversity across the University. Statistical data that help inform the work of the University can be found from pages 14 onwards. 9. Disability and Academic Skills Service (DASS) The DASS team continued to work on the actions identified in the Student Services Strategic Plan 2008-11. In 2008-09 there were 137 more individuals on the DASS database declaring a disability than in 2007-08. In March 2009 a policy was approved, for students wishing to remain on campus on health/disability grounds after year one. The policy includes permission to share information between DASS, Student Services and Accommodation and there is also an Appeals process. 13 requests were made in 2009, of which 10 were agreed. New lifts installed in 2009 has seen an improvement on the pressure for wheelchair accessible rooms, although there is an increasing number of students with significant mobility issues requiring DASS support. This has an impact on wheelchair accessible living accommodation; in liaison with Estates and Accommodation it has been agreed that there will be an improvement to the existing stock by September 2010 and the provision of an additional accessible room. Further provision over the next 3-4 years is being discussed. Over the past five years, the number of students declaring dyslexia has continued to increase; in 2008-09 562 students declared dyslexia which, when compared with 2007-08, is a 22pc increase. This has had a direct impact on the number of assessments required, at a cost of £45,000 against a budget of £36,000. The year saw added bureaucracy with the change of provision to Student Finance England (SFE) which has led to delays to DSA funding for dyslexic students. The Guardian newspaper reported that only 20pc of applicants for DSA have been cleared to receive cash (25.11.09). The long term effect of the added administration is, as yet, unclear. A study skills handbook written by Maureen Preece, Academic Skills Tutor at the University and Ruth Twiss, past Subject Librarian, was adapted to use with MA Education students. This has now been adopted by Canterbury Christ Church University as a handbook for their M Ed. Students, with acknowledgements. From the applications for 2009-10 entry received by the University, the DASS team and Admissions were in contact with 353 potential students who declared some form of disability, equating to an increase of 6pc when compared to 2008-09.



10. International Students Whilst reporting on activities and action concerning International Students, it is recognised that the University needs to continue to embed practices for International students within the needs of all students, and not to treat International students as one homogeneous group. To support the University’s International Strategy, Vice-Chancellor’s Group established three groups; the International Academic Offer and Standards Group (IAG) is responsible for staff development and the Internationalisation Delivery Team (IDT), chaired by the Director of Student and Academic Services, identifies delivery of support for International students. Where issues arise that specifically relate to equality, the IDT will ensure the Race, Religion and Belief Equality Group is informed through the International Students Welfare Officer who is a member of both groups. The University understands the importance of ensuring a smooth flow of information and consultation, where appropriate, into and out of appropriate Committees and Groups relating to equality matters. An International Students HE Advisers’ Day held in November 2009 was the first of its kind, helping to build relationships with Language Schools. Although it is not an issue for all International students, where English is not the student’s first language, in some cases it has proven challenging integrating International students in group work, for all parties concerned. Further work to improve this will be ongoing. An additional two day induction is held with International Students prior to home student arrival, to complete outstanding legal documentation and to discuss cultural differences. Through the Race, Religion and Belief Equality Group, the International Welfare Officer has worked with Conference and Accommodation on the University’s Homestay guidance. There are some issues surrounding placements from both hosts and students and increased time will be spent at future inductions around managing expectations. The University’s International Emergency Loan Fund Policy was reviewed and referral to the Equality and Diversity Committee is ongoing to discuss whether there is a need for a comparable loan provision for International students. In addition, a review of the decision making process criteria on fee status will be reviewed during 2010. 11. Chaplaincy The University of Chichester appointed a new Chaplain in June 2009. The Chaplaincy has established a regular pattern of worship and communion services for Christian staff and students. The pastoral work of the chaplaincy has been sought and accepted by people of different faiths and those of little or no faith. A Chapel Assistant at Chichester has been appointed who is Christian and at Bognor Regis Campus a Prayer Room Assistant has been appointed who is Muslim. There are two prayer/reflections rooms at Bognor Regis campus which are open and are being used by both Christian and Muslim students. Current construction work on site has caused a shortage of space and has resulted in one room being used as an office temporarily. This situation will be monitored to seek to accommodate all reasonable requests from students and staff in respect of providing such facilities. At Bishop Otter Campus there is concern that as a Denominational institution of the Church of England there is currently no readily accessible prayer space. At the present time there is no dedicated space for a prayer/reflection room and access to the Chapel is difficult as it is heavily booked for other activities. Meetings on how this issue might be addressed have commenced with Facilities Management. Through the Race, Religion and Belief Equality Group, the Chaplain is liaising with the Equality and Diversity Officer to prepare a multi-faith calendar for 2010. It is proposed to incorporate dates in the University’s calendar, to draw attention to, and widen understanding of, other festivals, holy days and celebrations of many different faiths. The chapel fund of the chaplaincy has been able to support, along with other University funds and the Council for Assisting Refugee Academics (CARA) charity, an Iraqi family who fled their country owing to persecution.



12. Widening Participation

Care Leavers Currently there are 9 students in receipt of the University of Chichester Care Leaver’s Bursary. As well as having access to the Care Leaver’s Coordinator, each Care leaver is aware of any additional pastoral/academic support they can access from the Student Advisor. As part of the developmental work with the local authority, the University hosted an event organised by West Sussex Leaving Care Team which was attended by approximately 15 young people, who have either recently left care, or will do so in the coming year. Mature Students Building on the success of the Mature Student Welcome event, the Widening Participation team worked in partnership with the Schools Liaison Manager to provide an information evening for students currently studying for an Access course, or looking to apply via an 'alternative entry route'. The evening was well attended and for 2010 the event will be combined with the Mature Student Open Evenings, providing a single and more comprehensive event for adults looking to enter higher education. Local Primary Schools Research undertaken by Liverpool University demonstrates that intervention work amongst young people from low participation neighbourhoods, and areas of deprivation, should be targeted at children in primary education. It is suggested that work undertaken with children in terms of raising aspirations and awareness of further and higher education should start as early as possible. In line with many other universities, the Widening Participation team at Chichester have introduced a 'Star Student' activity targeted at pupils in Year 6 of primary education. This has proved very popular and already 6 local schools have signed up; by the end of the current academic year, approximately 360 children from schools in Bognor and Felpham will have taken part. Parents and carers will be invited to a graduation ceremony at the University which will conclude the programme.

13. Students’ Union The Students’ Union has representation on the Equality and Diversity Committee, with further student representation on all equality sub-groups. 2009 saw the introduction of a new Students’ Union Magazine, Exploded, and the Senior HR & Equality Officer met with the Editor, Rebekah Humphrey, who emphasised that all articles in the magazine would be positive towards equality, with inappropriate language removed. The Editor offered space in the magazine to promote the work of the Equality and Diversity Committee and its sub-groups. 14. Monitoring Equality and Diversity Equality Impact Assessment is the definition given to the legal requirement to assess whether University policies and practices unintentionally create a negative impact on people with disabilities, on people from different ethnic groups and on men and women, including individuals in the process of gender reassignment. The proposed Equality Bill will extend this duty to include age, religion and belief and sexual orientation. Following the implementation of the new infrastructure, over the past year the Equality and Diversity Committee has reviewed current monitoring practices and agreed a model to be implemented across the University from January 2010. It was agreed that all proposed protected characteristics should be included within the assessment. Investment in Marshalls’ Equality Impact Assessment (EQIA) software programme, an online system that many universities use, provides two online training programmes. One programme focuses on equality impact assessment and the second on raising awareness of equality and diversity to better inform staff when carrying out assessments. Introducing an online system will ensure all staff have access to training and will provide a tracking and reporting tool. A leaflet to core staff was attached to November 2009 payslips to initiate awareness of the new process.



The table below is a list of activities and expected timelines for the implemention of the process. Guidance and advice are available for staff to download on the Equality page of the University’s intranet.

Sept Oct Nov Dec Jan Feb Mar Apr May Jun Jul Purchase software

EIA leaflet attached to payslips*

Guidance on assessing risk at screening

EDC Members undertake mapping Load software and tailor to University

Train administrators (1 x ½ day)

Classroom training (3 x ½ day)

Legislation Briefing incl. Senior Management (context)

Load online training system to Portia

Portia announcement/reminders

Completion of screenings identified as high risk

Screening and full equality impact assessment reports will be stored within the online system and results published annually in the University’s Equality and Diversity report. 15. Human Resources The 2009 staff survey closed at the end of November 2009; the survey results have yet to be confirmed but initial findings demonstrate a high awareness and commitment to equality and diversity. 85pc of respondents said that they believed the University is committed to equality of opportunity for all its employees, with 86pc believing the University is proactive in creating an environment in which discrimination is not tolerated. 91pc of respondents believed that they were fairly treated irrespective of gender, ethnicity, disability, age or sexual orientation and 94pc felt that they were satisfied with their level of awareness of diversity issues. A comprehensive equality and diversity survey, aimed at staff and students, is currently being finalised and will help to inform the University’s equality action plan moving forward. Equality and Diversity is a central part of the Human Resources Strategy 2008-11 and Action Plan which can be downloaded from the HR page of the University’s intranet site. The Equality and Diversity Officer sits within HR. Key activities in the past year include:

• Dedicated resource provision for equality and diversity (0.5fte) • Advice and guidance on equality matters to staff and students • Award of the Disability Symbol • Implementation of a Guaranteed Interview Scheme for disabled candidates • Successful bid to Future Jobs Fund • Completion of screening forms for equality impact assessment • LaterLife Planning Workshop for staff considering retirement • Recruitment of Migrant workers - Tier 2 sponsorship • Revision of Flexible working policy • Inclusion in the Staff Development Programme of workshops on equality and diversity related

matters, including continuation of mandatory training for new staff, led by the Equality & Diversity Officer.

The key actions that HR will continue to be involved in to address equality and diversity across all strands for 2010 include:

• Provide staff with advice and guidance on equality matters, as requested • Promote awareness of equality and diversity matters through a comprehensive staff development

programme, monitoring success of the programme • Support and involvement in the University’s Single Equality Scheme, including any actions arising

from the equality and diversity survey for staff • Administration and implementation of the University’s equality impact assessment model • Administration and enhancement of the University’s Equality page • Review of media used when advertising vacancies • Review of equality monitoring data requested and process for casual/one-off claim forms



• Review of the University’s retirement policy on completion of the Government review (expected 2010)

• Consideration of the Apprenticeship scheme • Equal pay audit in liaison with the Gender Equality Group • Recruitment of migrant workers – Tier 5 • Review of Childcare Voucher Scheme • Action to increase staff disability disclosure • Review of the monitoring and recording of reasonable adjustments for staff, particularly on

appointment • Increased focus on health and wellbeing initiatives

Future Jobs Fund Primarily aimed at 18-24 year olds who have been out of work for nearly a year to deliver real benefits to communities, the Future Jobs Fund is a part of the Young Person’s Guarantee. The fund is run by the Department for Work and Pensions (DWP) in partnership with the Department for Communities and Local Government (DCLG) and with input from Jobcentre Plus Regional Government Offices in England. Statistics show that only 1pc of the University core staff profile are aged 16-19 and 17pc are aged 20-2910. In part, this can be attributed to the level of qualifications and experience required when appointing academic staff, however non academic staff account for 41pc of the staff profile. Through the Future Jobs Fund the University has secured 10 people between the ages of 18 – 24 years to gain work experience over a 26 week period for 25 hours per week. Support for Disabled Staff In previous years funding for reasonable adjustments was taken directly from a subject area’s budget, causing potential tensions in the subject area and with the individual. Following a review of the procedure in 2009, it was agreed that monies would be allocated to an equality and diversity budget. In undertaking this, it has meant: • support has been given to an individual earlier • the individual does not feel a “burden” on the subject area • the University has a clearer picture of expenditure • Access to Work is used whenever it is appropriate In 2009 Access to Work (AtW)11 fully funded an individual to work on a part-time basis for 6 months to support a member of staff. A further claim for £566 was paid to offset costs of £1,084 following recommendations from a consultant’s visit to a different staff member. The cost of the consultancy was paid in full by Access to Work. Adjustments required to a staff member’s workstation due to a disability are not recorded, and the cost of equipment provided by IT is funded from the IT budget, being responsible for staff workstations. Health & Safety have provided advice and guidance to individuals in regard to their workstation and have provided small items of equipment for staff, funded by the Health & Safety budget. In such instances, no reference is directly made as to whether the individual is disabled, within the DDA definition. HR will work with IT and Health & Safety in 2010 to strive to capture all adjustments made which relate to an individual’s disability, and to ensure that the University can receive support from Access to Work, where appropriate. In 2009 the Disability and Academic Skills Service provided advice to a small number of staff with dyslexia, but received frequent requests for advice and contact details of support networks for families who have children diagnosed with dyslexia, or a condition that falls on the autistic spectrum. Information, including contact details of organisations, will be included on the Equality tab of the intranet in 2010.

10 HR Strategy 2008-11 11 AtW supports disabled employees in the workplace if their disability/condition affects their work. AtW provides 100pc funding in the first six weeks of employment and 80pc after six weeks, up to a maximum funding level of £10K over a 3 year period.



Flexible Working Seven requests for flexible working were received in 2009, six of which related to a request following maternity leave. All requests were agreed. Staff Learning and Development In addition to the tailored training carried out by the DASS team, a programme of nine sessions, covering seven different subject matters were included in the Staff Development Programme for 2008-09, with a total of 102 attendees, giving a marginal increase when comparing the average attendees per session against last year. The staff development programme for 2009-10 has workshops on 11 different subject areas, based on feedback received from the Equality and Diversity Committee and its equality sub-groups, Faculties and Departments. A partnership arrangement with Chichester College has also meant that staff can access the College’s programme which incorporates 11 equality and diversity related workshops and the uptake will be closely monitored.

Statistics The following pages detail data that have helped to inform the activities and actions outlined in this report.



AGE EQUALITY Age - Staff

Academic (Core staff12) Professional Support (Core Staff12 above)

Other Total

Full‐time

Part‐time

Total Full‐time Part‐time

Total

<35 9 56 65 52 24 76 316 457 35‐54 120 129 249 95 72 167 137 553 55+ 27 101 128 41 32 73 60 261 Unknown ‐ ‐ ‐ ‐ ‐ ‐ 4 4 Total 156 286 442 188 128 316 517 1275 Source: HESA 2008-09 When comparing core staff, 18.6pc are aged 35 or under, compared with 26.5pc aged 55 or over. As at 1 December 2008 only 3 staff were under the age of 21, although a total of 95 were under the age of 30.

12 Staff who have a permanent or fixed term contract



DISABILITY EQUALITY DATA Staff Comparing statistics from the HR database, at 1 September 2009 32 had declared a disability which is 3.8pc of total staff and a drop of one person against staff that declared a disability on 1 September 2008. HESA13 reported in 2008/9 that additional data would be required from HEIs to include type of disability and therefore the work due to take place in 2009 to increase staff disclosure was put on hold awaiting confirmation of HESA categories. A leaflet and letter will be sent to all staff in the early part of 2010 to try to improve the disclosure rate. The Equality and Diversity Staff and Student Survey due to be published in February 2010 will help to analyse the differential of staff who declare a disability and staff who have a disability but choose not to declare. Guaranteed Interview Scheme The Guaranteed Interview Scheme offers all disabled candidates a confirmed interview if they meet the essential criteria detailed in the job profile and specification. Since the implementation of the Scheme in January 2009 30 applicants applied under the Scheme and seven were offered interviews. All unsuccessful applications were verified by an HR Officer or referred to the Senior HR & Equality Officer and applicants called to confirm why they did not meet the essential criteria. Students

Disability declared by Student

Undergraduate F/T 2008-09

As a % of Total

Undergraduate P/T 2008-09

As a % of Total

Postgraduate

F/T 2008-09

As a % of Total

Postgraduate

P/T 2008-09

As a % of Total

TOTAL

2008-09

474 76 71 11 33 5 47 8 625 Source: HESA

Disabled Students as a percentage of Total Students

2007-08 2008-09

Total Students 4,837 5,109 Students declared Disability 580 625

As a % of Total Students 12.0 12.2 Source: HESA

13 Higher Education Statistics Agency



Retention

Full-time Students

Estimated Completion Year 2007-08 2008-09

Non Disabled Disabled Non Disabled Disabled

% completed by estimated completion year 77 63 71 64 % withdrew in 1st year 10 9 7 9 % continued to 2nd year 90 91 93 91 Source: HESA

Part-time Students

Estimated Completion Year 2007-08 2008-09

Non Disabled Disabled Non

Disabled Disabled

% completed by estimated completion year 28 50 26 32 % withdrew in 1st year 5 0 7 11 % continued to 2nd year 95 100 93 89

Source: HESA Career Path

2006-07 2007-08

With Recorded Disability

No Recorded Disability

With Recorded Disability

No Recorded Disability Main Activity

No. % No. % No. % No. % Full-time paid work 71 53.0 615 61.4 76 58.9 544 60.2 Part-time paid work 20 14.9 87 8.7 11 8.5 101 11.2 Voluntary / Unpaid work 1 0.7 9 0.9 5 3.9 3 0.3 Work and study 10 7.5 113 11.3 16 12.4 106 11.7 Further study 15 11.2 86 8.6 11 8.5 65 7.2 Assumed to be unemployed 5 3.7 35 3.5 4 3.1 34 3.8 Not available for employment 11 8.2 49 4.9 3 2.3 45 5.0 Other 1 0.7 8 0.8 3 2.3 5 0.6 Sub-Total 134 100 1002 100 129 100 903 100 Explicit Refusal 2 9 4 19 No Response 24 212 28 201 TOTAL 160 1223 161 1123 Source: DLHE 2007-08 Report



Type of Disability

By disability code Total 2006-07 Total 2007-08 Total 2008-09 Dyslexia 385 458 562 Visually impaired 16 20 20 Hearing impaired 26 30 29 Mobility 59 63 70 Mental health 39 49 56 Unseen disability 109 130 140 Multiple disability 13 18 22 Other disability 3 19 22 Autism/Aspergers 7 9 8 Disability status unknown n/a 15 33

Source: DASS database, 2008-09 Complaints There were no reported formal complaints to Student and Academic Services in respect of academic year 2008-09, concerning disability discrimination.



GENDER EQUALITY DATA Staff

Academic (Core staff) Professional Support

(Core Staff) Other Total

Full-time

Part-time Total Full-

time Part-time Total

Female 65 164 229 105 101 206 309 744 Male 91 121 212 83 26 109 208 529 Total 156 285 441 188 127 315 517 1273 Female as % to Male

42

58

52

56

80

65

60

58 Source: HESA, 2008-09 Although gender reassignment is a protected characteristic, at the current time the University of Chichester does not collect this information for recruitment and selection or on employment and this will be reviewed. The information however was requested in the 2007 staff survey and will be in the Equality & Diversity Staff and Student survey. Students Retention Full Time Student Retention Estimated Completion Year 2007-08 2008-09 Female Male Female Male % Completed by estimated completion year 67 66 68 63 % Withdrew in 1st year 10 12 10 11 % continued to 2nd year 90 88 90 89 Source: HESA Part Time Student Retention Estimated Completion Year 2007-08 2008-09 Female Male Female Male % Completed by estimated completion year 28 36 27 31 % Withdrew in 1st year 7 12 10 10 % continued to 2nd year 93 88 90 90 Source: HESA



Career Path Main Activity 2006-07 2007-08 Female Male Female Male No. % No. % No. % No. % Full-time paid work 463 59.3 224 62.9 427 59.1 206 61.3 Part-time paid work 74 9.5 33 9.3 77 10.7 38 11.3 Voluntary / Unpaid work 7 0.9 3 0.8 6 0.8 2 0.6 Work and study 90 11.5 33 9.3 97 13.4 29 8.6 Further study 68 8.7 33 9.3 52 7.2 27 8.0 Assumed to be unemployed 24 3.1 16 4.5 24 3.3 18 5.4 Not available for employment 48 6.1 12 3.4 33 4.6 15 4.5 Other 7 0.9 2 0.6 7 1.0 1 0.3 Sub-Total 781 100 356 100 723 100 336 100 Explicit Refusal 7 4 18 5 No Response 154 83 160 73 TOTAL 942 443 901 414 Source: DLHE 2007-08 Report

Complaints There were no reported formal complaints to Student and Academic Services in respect of academic year 2008-09, concerning gender discrimination.



RACE EQUALITY DATA Staff Staff profile by Ethnic group

Ethnicity as a Percentage of Total Staff

2007-08 2008-09 White Ethnic

minority % White Ethnic

minority %

Academic 393 6 1.5 433 7 1.6 Professional Support 279 4 1.4 309 6 1.9 Other 431 27 6.3 470 13 2.8 Total 1103 37 3.4 1212 26 2.2 Source: HESA

Chichester District was ranked 7 out of 67 in the Regional ranking for the largest ethnic White group in the 2001 Census survey. In 2007, Chichester had a White or White British ethnic profile of 98.4pc and Arun, 98.3pc. Portsmouth is lower at 94.7pc and Brighton & Hove at 94.3pc; areas where the University also advertises its job vacancies.



Students Ethnicity of Students

2006-07 2007-08 2008-09 Total Students 5,074 4,837 5,109 White 4,517 4,352 4,643

% White 89 90 91 Asian 134 93 88

% Asian 3 2 2 Black 65 71 83

% Black 1 1 2 Mixed Race 69 87 92

% Mixed Race 1 2 2 Other Minority Ethnic 31 18 23

% Other Minority Ethnic 1 0 0 Unknown Ethnicity 258 216 180

% Unknown Ethnicity 5 4 4 Source: HESA

Retention Full time student retention

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% Ethnicity students in cohort 2007-08 80 3 1 2 0 14 % Ethnicity students in cohort 2008-09 82 1 1 2 1 12 % Completed by estimated completion year 07-08 75 70 58 56 38 14 % Completed by estimated completion year 08-09 73 50 46 54 33 15 % Withdrew in first year 2007-08 11 12 21 9 13 6 % Withdrew in first year 2008-09 11 13 8 20 17 2 % Continued onto second year 2007-08 89 88 79 91 88 94 % Continued onto second year 2008-09 89 88 92 80 83 98 Source: HESA



Part time student retention

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% Ethnicity students in cohort 2007-08 85 1 0 0 1 13 % Ethnicity students in cohort 2008-09 79 1 1 2 1 17 % Completed by estimated completion year 07-08 32 57 50 50 36 12 % Completed by estimated completion year 08-09 30 25 29 39 36 20 % Withdrew in first year 2007-08 8 14 0 0 0 5 % Withdrew in first year 2008-09 0 13 0 6 9 11 % Continued onto second year 2007-08 92 86 100 100 100 95 % Continued onto second year 2008-09 100 88 100 94 91 89 Source: HESA

Career Path

White Non-White Unknown TOTAL CATEGORY No. % No. % No. % No. %

Full-time paid work 592 60 23 61 18 50 633 60 Part-time paid work 106 11 6 16 3 8 115 11 Voluntary / Unpaid work 8 1 0 0 0 0 8 1 Work and study 116 12 1 3 9 25 126 12 Further study 75 8 2 5 2 6 79 7 Assumed to be unemployed 38 4 3 8 1 3 42 4 Not available for employment 42 4 3 8 3 8 48 5 Other 8 1 0 0 0 0 8 1 Sub-Total 985 100 38 100 36 100 1,059 100 Explicit Refusal 21 2 0 23 No Response 207 12 14 233 TOTAL 1,213 52 50 1,315 Source: DLHE 2007-08 Report Complaints There were no reported formal complaints to Student and Academic Services in respect of academic year 2008-09, concerning gender discrimination.

equality and diversity report 2009

Documents

annual equality

diversity report

diversity annual report

equality of opportunity

university of chichesters

diversity committee

diversity officer

single equality scheme