iid action plan.docx.dox · web viewdg discussing with student support and sari. not progressed....

MANY VOICES … ONE UNIONINVESTORS IN DIVERSITY ACTION PLAN

Strand 1: Committing

Ambition Current position Action Point By Whom

By When

Progress Update

1) Written Commitment:Our organisation’s commitment to developing an organisational culture, in which equality, diversity, inclusion (EDI) and fairness for all are genuinely valued, is written into all appropriate documents.

SU Strategic Plan has KPI to achieve IID accreditation.

Behaviours common to all staff, elected officers and Reps are clearly stated in the staff handbook and reflected in JD’s.

Commitment towards IID project contained in Impact report 2012-13.

Equal Opportunities Policy in place but needs reviewing.

● Publicise SU Strategic Plan commitment to EDI and achievements to date via website and annual Impact report.

● Discuss option of Bath Spa SU strapline….”One Union – Many Voices”. Involve marketing colleagues and focus group of student volunteers to work with Comms. Launch new strapline, capture people’s responses, what it means to all…feedback on website.

● Revise Student Guide ,to link EDI to information about Lib Reps and explain fully why they exist

● Produce similar info as in student guide for Returners and Mature Students

SD

EW/SA

DG/SA

DG/EW/MSR

June 2014

March 2014

July 2014

July 2014

Completed

Completed

Completed

Completed

● Embed EDI into clubs and societies constitutions SH/HJ June 14 Completed


By When Progress Update

2) Effective Messages: Our organisation has been effective in sending out strong, clear messages, internally and externally, to an appropriately diverse range of audiences about our commitment to diversity.

● Officer Blogs have included events, campaigns information and IID project updates

● IID project featured on the website

● Equality and Diversity Policy is on website but needs review.

● Revise information and develop Code of conduct for Clubs & Societies

● Look at information and monitoring for 3rd party media sales to ensure that they avoid sexism, stereotypes etc.

● Provide guidance for staff and students on using social media inclusively

● Ensuring external partners have a commitment to EDI…..review current marketing/contracts/T&Cs for contracts

● Revise Equality & Diversity Policy and place new policy online with clear information about our organisational commitment to EDI

SH/EC/HJ

SD/SA

SA/DG

SD / SS / SA

SD/EOC/DG

SD/SS

June 14

Feb 2014

June 14

Sept 2014

Mar- Sept 14

Feb &

Club & Society Policy on Social Events and Initiations approved at Student Council January 2014.Ongoing.

Completed Oct 2015

Not started

Draft completed for Student Council to consider December 2015

● Review and confirm commitment to EDI in job adverts and staff and officer/ reps recruitment literature

● Capture and communicate through a variety of accessible formats how you improve relations between groups of people- particularly those who share relevant protected characteristics

● Update the website and explore how it can be translated into different languages.EG; browse Aloud

● Use Working towards IID logos in all recruitment/publications/Blogs from now on?

● Consider Equality and Diversity in Staff Development Reviews

● Continually review and establish what our key messages are

DG

lID steering group

DG/SA

ALL

SD

IID SG

Sept 14

Ongoing

Sept 14

Ongoing

Sept 14

Ongoing

Completed.

Ongoing

Comms Policy includes minimum accessible standards.

Completed

Ongoing

Ongoing



3) Practical Commitment:Staff at all levels within our organisation have shown a practical commitment towards embracing equality, diversity and inclusion.

● Elected Officers attend relevant conferences and training.

● Lib Reps in place and running campaigns & groups

● Equal Opps officer & policies in place

● SU is represented on the Equality Forum

● Divercity festival & Lib rep events

● Ensure wide range of EDI training available for staff and elected reps –

● Ensure signposting for EDI support/information on local and national level is available through publications/website etc

● Capture and publicise case studies to promote wide range of learning and support. EG; being a mature student at BSU, Working parents experience and Coming out.

● Key code to activities in SU guide, eg; alcohol free, child friendly, accessible

● Explore Diversity Calendar for further opportunities for learning for all

● Capture feedback about new build plans and share, as part of inclusive commitment to One Union, Many voices launch.

SD/SS /DG.

DG/EW

EOC / EW

SA/DG/SH/DSNew VP welfare

SD/AD

DG/EW

Sept 2014

June 14

June 14

July 14

From June 14

Jan 14>

May 14

Module available on U-Learn.

Completed

Ongoing to ensure it remains relevant

Completed

Ongoing

Completed

Completed.

● Develop guidance for using social media for staff and officers.

● E&D awards – Consider how EDI commitment can be incorporated more into SU awards

● Launch campaign re Hidden Disability

● Sign the Time to Change Pledge and promote awareness of mental health.

EW/SH

EOC/DG

EW

May 14

Apr 14

Apr 14

Completed

Stamp Out the Stigma campaign held and repeated 2015.

Completed

Ambition Current position Action Point By By When Progress Update

Whom

4) IiD Steering Group:A cross-sectional IID steering group is established, fully functional, and has the willingness and ability to effective and deliver aims.

● CEO, Leading Officers and Reps part of steering group-passionate people = great start to IID journey!

● Staff, officer and Rep training

● Invite others to join the steering group, share via EO Committee

● Agree terms of reference for group, agree on plans to meet, rotating chair?

● Circulate list of names/photos of steering group so far, how to get hold of people to add ideas etc. Summary of minutes / action plan progress to be made available on internet?

EW/RG

SD/EW

EW/SD

March 14

Mar 14

June14

Completed.

Completed

Completed.

Strand 2: Learning



5) Business Case:There is a good awareness of the business benefits of EDI amongst staff at all levels.

● Business case discussed as part of Induction for IiD process

Advocate business case through the website, training and policy to ensure all staff, officers and reps understand and can articulate the financial and reputational importance of centralising EDI into our everyday business.

SD/DG/EW

June 14 Included in IID project info on website.

6) IiD Action Planning:The IID action plan has been informed by a thorough EDI consultation and is understood by key members of staff and stakeholders.

● Discussion at Steering Group, committees in Officer and staff meetings

● IID in Strategic Plan, on Website

● IiD surveys

● Create ‘ You said, we did ’ plasmas and information on the website, as well as officer tweets

● Drill down qualitative and quantitative information from survey results and organise focus groups/working parties as appropriate

All

DG/SH

Ongoing

ongoing

Completed

Ongoing



7) Formal and Informal Learning: People at all levels within our organisation are enhancing their learning around EDI, in both formal and informal settings.

Very little staff training has been provided to date.However the EOF has been very proactive in developing informal learning events for students.

● Develop EDI training online resource for all staff, officers and volunteers

● Explore certificated training for EO to encourage wider range of professional development training for staff, reps and officers

● Explore informal EDI audit as part of learning opportunities, “Skill swap” for students,

● Work towards DiverCity fair/ event, key speakers from local/national groups and organisations

● Feedback learning from campaigns eg. mental health, sexual orientation and trans issues etc

● Consider “Big brother” video feedback room re “What does E& D mean to you?” and share, possibly via plasma screens

SD

SD/DG

DG

EW, EO Forum

All

DG/ VPW /EOC

Aug 14

Sept 14

Dec 14

Ongoing

Ongoing

Ongoing

Completed

Completed – EDI course in first phase of U learn programme

Not progressed

DiverCity replaced with year long programme.

Ongoing

Video produced and shown at Equalities Forum in April 2014

● Invite International students to host an event to share their cultural experience?

● Host EDI film nights to promote EDI discussion

● Explore Equality Impact Assessment training for all policy/Bath Spa SU plans to ensure best EDI practice.

VPActs/ Inter.Rep

EOC

SD/DG

Ongoing

Ongoing

14-15

Chinese New Year events 2015

All reports for BoT / SC consideration will contain standard requirement to consider EDI impact.


By When

Progress Update

8) Paradigm Shifts: There have been paradigm shifts in the thinking of staff at all levels, in relation to EDI.

IID project development included discussion about where the shift needs to move, including behaviour, language, inclusive opps & knowledge

● Consider Personal Development Plan – for all paid and elected staff, officers and reps.

● Staff survey and training evaluation to capture staff changes in thinking.

● EDI items on Staff Team meetings

SD/DG/Pres

SD/SS

SD

Sept 14

14-15

Jan 14

Completed

2015

Completed – standard agenda item

Strand 3: Developing



9) New Opportunities: There is encouragement for all stakeholders to speak of new opportunities (both

● As part of new build plans we have been working to consider wider access issues

● Promote opportunities for disabled students/staff

● Sport Campaigns around disability & mental health

● Look at promotion of international food – events/theme weeks

● Look to providing accessible gym

All

SD/SH/BH

DS/SG

BH/SD

Ongoing

14-15

Ongoing

2014

Included in Freshers week plansGym equipment from supplier now meets

commercial and non-commercial), based on personal knowledge of diverse needs.

equipment as part new SU● Ask/invite comments re students’

concerns around equality through our “change one thing campaign”

● Review/Improve role of democratic forums and student reps systems

● Recruitment literature should strive to demonstrate role models within the SU for minority groups

VPW

Pres/DG

SS/SA/DG

Mar -June 14

Ongoing

ongoing

former IFI standards

No comment received. Will re-run on ongoing basis in various formats.



10) Accessibility: The organisation provides a welcoming environment that is appropriately accessible and

● Signs improved June 13

● Lift access in place

● No guidelines on

● Develop Accessible venues checklist for all socs/clubs

● Explore virtual tour of new Bath Spa SU, to encourage greater access

● Plan “quiet space” for the SU, promote as part of wider access, space issues

SH

Sabbs

SD/EOC

14-15

Sept-Dec 14

2014

Not started

Welcome video for Freshers 2015

In development

accommodating of all stakeholders’ diverse needs.

accessible formats in place

● Website – mainly accessible

● Include gender neutral toilets in new SU building

● Invite disabled students to be part of a mystery shopping process…tell us how to improve in SU through the if I could change one thing campaign

SD

SD

2014

2015

On hold until SU new build program

To start 2015



11) Influencing Change Externally: Your organisation makes it clear that it wishes to work, where

VPW and EO Officer attend the BSU Equality Steering Group to represent views of students.SU works with BSU and Bath University to develop annual

● Review procurement processes to ensure information and practice reflects EDI commitment of SU

● Sign the Time of Change pledge with the University

● Publish EDI checklist to be issued to each new supplier or sponsor

SD/SS

EW/AD

SD/SS

14-15

Mar 14

14-15

Not started

Completed

Not started

appropriate, with organisations which are positive about Equality, Diversity and Inclusion (EDI).

equalities forum event.VPW sits on a range of partnership groups across the community (e.g. SCP, BaNES Equality Advisory Group, NTE group) to represent the views of students, including issues affecting EDI.

● Produce communication plan for the SU to ensure consistent practice

● Undertake an equality impact assessment of SU events to review their accessibility and the diversity of participation.

● Ensure volunteering opportunities for students are accessible for all participants and that partners chosen also reflect the Union’s commitment to EDI

SA

DS/SD

SH

Sept 14

14-15

14-15

Completed

Not started

Ongoing



12) Bullying, Discrimination and Harassment: Your organisation does not tolerate

● Policy & procedures – updated as required

● Staff Handbook● Dignity at Work

Policy

● Actively promote information on complaints procedure/bullying, discrimination and harassment in new joiners’ induction and to officers, staff and students

● Achieve and promote communications re zero tolerance

SD/DG/President

From March 14

Ongoing

HR policies & Complaints policy revised. Information on website.

SD to revise existing documents to create a Membership rules, making

bullying, discrimination and harassment. Handling procedures are effectively implemented and understood by staff at all levels.

● Complaints policy

● Survey results showed still areas for improvement re knowledge/ procedures

stance is promoted within the SU, wider University space and wider community

● Consider becoming a hate crime reporting centre/link with local bath based organisation to encourage further links and support.

● Monitor complaints re EDI to highlight issues/experiences for differing equality strand groups; eg homophobia/trans phobia

DG/Pres/SA/

DG

SD/Pres/DG

14-15

ongoing

Union’s stance on bullying & harassment clear.

DG discussing with student Support and SARI. Not progressed.

Complaints log established. No complaints to date re EDI issues.



13) Using Data:

Your organisation is effectively monitoring EDI data, and is

● Equality and Monitoring Form during recruitment

● Training for staff

● Reviewing where job applications are coming from and where we need to advertise

● Evaluate the equality forms we receive

● More detailed training for staff

SD/SS

SD/SS

SD/SS

ongoing

ongoing

Sept 14

Monitoring routinely done. Will be reported annually to BoT from 2015

Ongoing – as above

Mental Health Emergency

striving to appropriately increase the diversity of its staff and stakeholders.

● Union held Women in leadership event in 2013 and offered related training for potential candidates in election.

● Review how we use and capturestudent data to track engagement, progress around increasing diversity.

● Monitoring forms as part of elections

● Evaluate data and share with all stakeholders

DG/SD

DG

All

Ongoing

Mar 14

Ongoing

training completed 2013General EDI course available on U Learn.EO monitoring used where possible.

Completed

Ongoing

Strand 4: Advancing



14) Continuous Improvement:There are perceptible signs of

● Capture people’s perceptions, what is changing?

● Ensure Freshers’ Week events are relevant to all students through the inclusion of a wide range of

SD/DG/Sabbs

All

Ongoing

Aug 2014

Ongoing

Ongoing

continuous improvement in attitudes, habits, behaviours and conduct in relation to EDI.

events, eg child friendly, accessible, non alcoholic, at different times etc



15) Strategic Planning: The SU is committed to continuous improvement and has built EDI into both long term strategic plans and shorter term goals and projects.

● EDI objectives embedded into Business Plan

● Strategic Planning process in place and EDI underpins the strategy

● Review Organisational KPI around equality and diversity

● Influence University and ensure their policy is adhered to…..campaigning arm of Bath Spa SU

● Ensure we continually promote our vision, mission and values around EDI

SD

VPW/DG

ALL

May annuallyOngoing

Ongoing

Completed for 2014

Ongoing. SU representatives attend Equalities Steering group.

Ongoing



16) Communicating Outcomes:We have effectively communicated the outcomes of our IID journey so far across the organisation, with staff at all levels

● Initial planning identified many good feedback mechanisms in place

● Utilise feedback forums, meetings, tweets, Blogs to celebrate, share good practice

● Further use of on-line surveys will capture improvements, plans, views for on-going success

All

All

Ongoing

Ongoing

Ongoing

DG developing research guidance.

demonstrating an improved understanding of the importance and impact of EDI activities

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