Equality and Diversity Action Plans
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Equality and diversity is placed at the heart of what we do and we work actively towards eliminating discrimination, harassment and bullying because of race, ethnic origin, disability, religion or belief, gender, sexual orientation, age, gender reassignment, marriage and civil partnership, pregnancy and maternity or any other grounds.
Our Commitment to Equality & Diversity We will: • Actively promote and embed equality and diversity throughout all functions. • Ensure all members and prospective members of the College’s community are treated equally and with respect and dignity • Be pro-active in providing all our students and staff with the equal opportunity to achieve their full potential • Actively identify and eliminate all forms of discrimination, whether overt, covert, or by omission • Use equality and diversity data to narrow any achievement gaps in students’ overall success • Recognise the hard work of staff and students in creating an environment that promotes and embeds equality and diversity • Comply with all current relevant legislation • Work with all of our community to identify and remove barriers to learning and progression through the provision of high quality Information, Advice and Guidance (IAG) • Work with students and staff to create an environment that promotes and embeds equality of opportunity and is free from unlawful discrimination, harassment or victimisation of any kind • Ensure teaching and learning takes individual needs into account • Value and support our students so that they achieve their full potential • Embed good practice that will allow students to achieve their full potential through individual action • Ensure staff are effectively trained to address and actively promote equality and diversity with sensitivity • Promote a culture of integrity and honesty, which encourages the College community to identify and tackle institutional barriers, without blame and to the benefit of all.
Introduction to Equality Action Plans The College has 9 Equality Action plans leading from the single Equality Act 2010: • Race • Disability • Gender • Age • Sexual Orientation • Religion or belief • Gender Reassignment • Marriage and Civil Partnership • Pregnancy and Maternity The Action Plans are monitored on a biannual basis by the Equality & Diversity Group and annual progress reports are produced for staff and governors. Many of the actions are on-going and continuously reviewed.
Contents Appendix A: Race Equality Action Plan Appendix B: Disability Equality Action Plan Appendix C: Gender Equality Action Plan Appendix D: Age Equality Action Plan Appendix E: Sexual Orientation Equality Action Plan Appendix F: Religion or Belief Equality Action Plan Appendix G: Gender Reassignment Action Plan Appendix H: Marriage and Civil Partnership Action Plan Appendix I: Pregnancy and Maternity Action Plan
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Appendix A: Race Equality Action Plan
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Appendix A: Race Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, legislative requirements and actively promotes race equality and diversity amongst staff, students, employers, parents and other partners as a requirement of legislation.
Ensure all staff and student policies are legislatively compliant and promote race equality
Director of HR
Equality Impact Assessments
On-going
Director of Student Services and Student Support
Policies are in place, visible and compliant
On-going
All new policies to be impact assessed before approval E&D Group
Nov 2013 – July 2015
Policy review schedule Schedule of existing policies to be impact assessed Develop ‘outstanding’ case studies of Staff, Students and former Students (alumni) across ethnicity groups
Assistant Principal Corporate Services Assistant Principal - Enterprise and Engagement
Visible case studies in promotional literature, on College website and in schools liaison material
On-going
Alumni role models to promote good practice and educate the value of awareness of diversity
Director of Student Services and Student Support 2
The College ensures all training in race and cultural awareness is effective so that governors, managers, staff and students understand their roles and responsibilities in relation to disability equality
Research best practice approaches to race equality training and development
E&D Group
Report on approaches to race equality training and the impacts of it in other organisations
July 2014
Develop relevant and effective programme of training for all staff
E&D Group
All staff receive training
Nov 2013 – July 2015
Director of HR
Programme is evaluated
Professional Development Manager
3
The College sets challenging targets and uses data to monitor, analyse and improve engagement and performance of all students, by ethnicity, in order to maximise their full potential
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Ensure race equality is highlighted and discussed in all induction training sessions
HR Manager
Training is received
July 2013 – July 2015
Organise joint events with local community to promote community cohesion
Student Services Manager
Actions implemented to support this, links made throughout community e.g. Walk of Hope
Nov 2013 – July 2015
Develop user friendly reports that identify -Recruitment -Achievement -Retention -Progression -Attendance by ethnicity
Assistant Principal Curriculum
Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all members of staff
On-going annually
Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in ethnic groups where issues have been identified
Assistant Principal Curriculum
Issues identified in SAR and Quality Improvement Plan. Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan
July 2013 – July 2015
Analysis of student feedback by ethnicity and identification of areas of concern
Assistant Principal Curriculum
Report produced annually, actions put into place to act on feedback and a summary to be available to all members of staff. Learner reps involved to feedback to learners
On-going annually
Annual monitoring of the actions taken in the areas of concern
E&D Group
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going annually
MIS Manager
Governing board
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Appendix A: Race Equality Action Plan 4
The College monitors the progress of BME students into non-traditional education and training routes
Analyse progression and destinations data to understand routes by ethnicity
Assistant Principal Curriculum Student Services Manager Assistant Principal Curriculum
5
6
The College monitors the ethnicity profile of staff in College with a view to ensuring equality of representation at all levels
The College manages incidents and complaints specifically about race equality and follows up any concerns in relation to race equality
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Progression route by ethnic group identified and mapped against whole College data
April 2014
Progression of cross College BME Learners is rigorously monitored to ensure learners achieve and progress Learners who are ‘at risk’ are given extra support to progress and individual plans.
On-going
Focus group held and areas for development identified
Nov 2013
Maintain the progression and destination data in subsequent year
Aug 2014
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going annually
Identify trends in ethnic groups that do not match those of College and hold focus groups with current students to understand barriers
Assistant Principal Curriculum
Plan a programme of information/awareness raising about progression routes that have low uptake up in ethnic groups
Assistant Principal Curriculum
Annual monitoring of the actions taken in the areas of concern
E&D Group
Produce an annual report for managers, governors and E&D Group showing staffing trends by ethnicity
Assistant Principal Corporate Services
Report produced, trends analysed and comments taken. Summary of the report available to all members of staff and is published on the website annually.
On-going annually
Develop an action plan to look at areas of concern in staffing profile
Assistant Principal Corporate Services E&D Group
Action plan developed
Dec 2014
Review recruitment and selection process. -Advertising and media style -Staff profiles -Success rate of applicants
Assistant Principal Corporate Services
Advertise vacancies in wider media to attract high quality candidates.
On-going
Staff profiles promoting race equality and promotion opportunities to be available on website
July 2013-July 2015
All staff to be asked to check their ethnicity data and encouraged to disclose where no data is held
Assistant Principal Corporate Services
Statistics show lower levels of ‘do not wish to disclose’
Dec 2013
New complaints procedure managed by HR Manager to ensure confidentiality, to be introduced
HR Manager
Policy is in place
Nov 2010
Quarterly monitoring report by ethnicity to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going quarterly
Student Services Manager
Student Services Manager
Governing board
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Appendix B: Disability Equality Action Plan
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Appendix B: Disability Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, legislative requirements and actively promotes disability and diversity amongst staff, students, employers, parents and other partners as a requirement of legislation
Ensure all staff and student policies are legislatively compliant and promote disability equality
Assistant Principal Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
Director of Student Services and Student Support E&D Group
All new policies to be impact assessed before approval Policy review schedule
Nov 2013 – July 2015
Schedule of policies to be impact assessed Develop ‘outstanding’ case studies of disabled Staff, Students and former Students (alumni)
Assistant Principal Corporate Services
Visible case studies in promotional literature, on College website and in schools liaison material
Assistant Principal - Enterprise and Engagement
Alumni role models to promote good practice and educate the value of awareness of diversity
Director of Student Services and Student Support Continue to assess and monitor against Disability Discrimination Act (DDA) audit recommendations
Assistant Principal Corporate Services
Maintain up to date knowledge of Disability Discrimination Act (DDA) and ensure any changes are reflected in policy
On-going
Clear and detailed information about support available to be in all prospectuses
Progress made against recommendations
On-going
Assistant Principal Corporate Services
Legislatively compliant policies
On-going
Produce an annual report for managers, Governors and E&D Group showing staffing trends by disability
Assistant Principal Corporate Services
Report produced and trends analysed and comments taken
On-going annually
Develop an action plan to look at areas of concern in staffing profile
Assistant Principal Corporate Services
Action plan developed
Dec 2014
Advertise vacancies in wider media to attract high quality candidates.
On-going annually
Facilities Manager
E&D Group Annually review recruitment and selection process. -Advertising and media style -Staff profiles -Success rate of applicants
Assistant Principal Corporate Services
All staff to be asked to check their disability data and encouraged to disclose where no data is held
Assistant Principal Corporate Services
Staff profiles promoting disability equality and promotion opportunities to be available on website
Statistics show lower levels of ‘do not wish to disclose’
Dec 2013
Ensure all staff and students have a clear definition of disability, and be transparent about the uses of the data.
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Appendix B: Disability Equality Action Plan 2
3
4
The College ensures that all training in disability awareness is effective so that governors, managers, staff and students understand their roles and responsibilities in relation to disability equality
The College sets challenging targets and uses data to monitor, analyse and improve engagement and performance of disabled students in order to maximise their full potential
The College makes arrangements to ensure that all students with learning difficulties and or disabilities can participate fully and have the opportunity to give their views on provision
Research best practice approaches to disability equality training and development
E&D Group
Report on approaches to disability equality training and the impacts of it in other organisations
July 2014
Develop relevant and effective programme of training for all staff including considering ‘Diversity Role Model’ workshops
E&D Group
All staff receive training
July 2013 - July 2015
Assistant Principal Corporate Services
Programme is evaluated including all learning circles
Ensure disability equality is highlighted and discussed in all induction training sessions
Assistant Principal Corporate Services
Training is received
July 2013 - July 2015
Consider adapting the concepts of Disability Awareness Day (14 July 2013)
E&D Group
Recommendations of the E&D Group are considered and plans implemented if appropriate
Apr 2014
Develop user friendly reports that identify -Recruitment -Achievement -Retention -Progression -Attendance by disability
Director of Quality
Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all.
On-going annually
Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in disabled groups where issues have been identified
Assistant Principal Curriculum
Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan.
July 2013 - July 2015
Annual monitoring of the actions taken in the areas of concern.
E&D Group
E&D Group and Governors comment and make appropriate recommendations for future developments.
On-going annually
Analysis of student feedback by disability and identification of areas of concern
Assistant Principal Curriculum
Report produced, actions put into place to act on feedback and a summary to be available to all members of staff. Learner reps involved to feedback to learners
On-going annually
Annual monitoring of the actions taken in the areas of concern
E&D Group
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going annually
Learner support funds are directed appropriately to support students identified through initial assessments
Head of Learning Support
Learner feedback and success rates
Oct 2014
Specific promotion of learning support to show what support is on offer
Assistant Principal - Enterprise and Engagement
Learner feedback shows clear understanding of support available and is incorporated into student handbook.
On-going
Head of Professional Development
MIS Manager
Governing board
Governing board
Assistant Principal Curriculum
Head of Learning Support
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Appendix B: Disability Equality Action Plan 5
The College manages incidents and complaints specifically about disability equality
Quarterly monitoring report by disability to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
Pro-active steps are taken where issues are identified including counselling and support.
On-going quarterly
6
The College’s buildings and facilities meet legal requirements
Continue to address recommendations in relation to buildings and facilities from DDA audit
Assistant Principal Corporate Services
Progress made against recommendations
On-going
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Facilities Manager
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Appendix C: Gender Equality Action Plan
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Appendix C: Gender Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and actively promotes gender equality and diversity amongst staff, students, employers, parents and other partners as a requirement of legislation
Ensure all staff and student policies are legislatively compliant and promote gender equality
Assistant Principal Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
Director of Student Services and Student Support
All new policies to be impact assessed before approval
E&D Group
Nov 2013 – July 2015
Policy review schedule Schedule of policies to be impact assessed Develop ‘outstanding’ gender case studies of Staff, Students and former Students (alumni)
Assistant Principal Corporate Services Assistant Principal - Enterprise and Engagement
Visible case studies in promotional literature, on College website and in schools liaison material
On-going
Alumni role models to promote good practice and educate the value of awareness of diversity
Director of Student Services and Student Support
2
The College ensures that all equality and diversity staff development initiatives include gender equality
Research and recommend a preferred approach to equal pay audit
Assistant Principal Corporate Services
A recommendation is made
Dec 2014
Research best practice approaches to gender equality training and development
E&D Group
Report on approaches to gender equality training and the impacts of it in other organisations
Dec 2013
Develop relevant and effective programme of training for all staff
E&D Group
All staff receive training
Nov 2013 – July 2015
Assistant Principal Corporate Services
Programme is evaluated
Head of Professional Development
3
The College ensures that all equality and diversity staff development initiatives include gender equality
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Ensure gender equality is highlighted and discussed in all induction training sessions
Assistant Principal Corporate Services
Training is received
Dec 2014
Explore the opportunities available as part of the FE Women’s Leadership Network
Assistant Principal Corporate Services
Provide recommendations in a report to E&D Group and SMT. A summary to be available to all.
July 2014
Develop user friendly reports that identify -Recruitment -Achievement -Retention -Progression -Attendance by gender
Assistant Principal Curriculum
Report is produced and shared on a half yearly basis with all management team, E&D Group and a summary to be available to all members of staff
On-going annually
Identify areas of concern and draw up action plan to ‘narrow the achievement gap’ in gender groups where issues have been identified
Assistant Principal Curriculum
Managers engaged in addressing ‘gap’ and actions undertaken in timely manner e.g. focus groups. Issues identified in SAR and Quality Improvement Plan
July 2013 - July 2015
Analysis of student feedback by gender and identification of areas of concern
Assistant Principal Curriculum
Report produced, actions put into place to act on feedback and a summary to be available to all members of staff. Student reps involved to feedback to students
On-going annually
Annual monitoring of the actions taken in the areas of concern
E&D Group
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going annually
MIS Manager
Governing board
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Appendix C: Gender Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
4
The College monitors the progress of female and male students into non-traditional education and training routes
Analyse progression and destinations data to understand routes by gender
Assistant Principal Curriculum
Progression route by gender group identified and mapped against whole College data
April 2014
Identify trends in student gender groups that do not match those of College and hold focus groups with current students to understand barriers
Assistant Principal Curriculum
Focus group held and areas for development identified
April 2014
Plan a programme of information/awareness raising about progression routes that have low uptake up in gender groups
Assistant Principal Curriculum
Maintain the progression and destination data in subsequent year
Aug 2014
Annual monitoring of the actions taken in the areas of concern
E&D Group
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going annually
Student Services Manager
Student Services Manager
Student Services Manager
Governing board
5
The College manages incidents and complaints specifically about gender equality
Quarterly monitoring report by gender to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going quarterly
6
The College actively celebrates gender contributions from all student groups and cultures
Ensure under-represented groups are considered in nominating students for awards
Assistant Principal Curriculum
A good balance of award winners
On-going
Ensure external speakers as part of enrichment/ tutorial programmes are positive gender role models
Assistant Principal Curriculum
Analysis of programmes and feedback from learners
On-going
Produce an annual report for managers, governors and E&D Group showing staffing trends by gender
Assistant Principal Corporate Services
Report produced, trends analysed and comments taken. Report produced, trends analysed and comments taken. Summary of the report available to all members of staff
On-going annually
Develop an action plan to look at areas of concern in staffing profile
Assistant Principal Corporate Services
Action plan developed
Dec 2014
Advertise vacancies in wider media to attract high quality candidates.
On-going
Staff profiles promoting gender equality and promotion opportunities to be available on website
July 2013-July 2015
7
The College monitors the gender profile of staff in College with a view to ensuring equality of representation at all levels
Student Services Manager
E&D Group Review recruitment and selection process. -Advertising and media style -Staff profiles -Success rate of applicants
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Assistant Principal Corporate Services
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Appendix D: Age Equality Action Plan
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Appendix D: Age Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to age equality amongst staff, students, employers, parents and other partners as a requirement of legislation
Ensure all staff and student policies are legislatively compliant and promote age equality
Assistant Principal Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
Director of Student Services and Student Support
All new policies to be impact assessed before approval
E&D Group
Nov 2013 - July 2015
Policy review schedule Schedule of policies to be impact assessed Develop ‘outstanding’ case studies in relation to age equality of Staff, Students and former Students (alumni)
Assistant Principal Corporate Services Assistant Principal - Enterprise and Engagement
Visible case studies in promotional literature, on College website and in schools liaison material
On-going
Alumni role models to promote good practice and educate the value of awareness of diversity
Director of Student Services and Student Support 2
The College ensures that all equality and diversity staff development initiatives include age equality
Develop relevant and effective programme of training for all staff
E&D Group
All staff receive training
Assistant Principal Corporate Services
Programme is evaluated
Nov 2013 - July 2015
Head of Professional Development Ensure equality in relation to age is highlighted and discussed in all induction training sessions
Assistant Principal Corporate Services
Training is received
Dec 2014
3
The College manages incidents and complaints specifically about age equality
Quarterly monitoring report by age to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going quarterly
4
The College actively celebrates contributions from all learner groups and cultures specifically in relation to age equality
Collate success data by learner group age
Assistant Principal Curriculum
Reporting received and recommendations made
Nov 2013 - July 2015
Refine a process to ensure all staff feed students success stories into the Marketing Department
Assistant Principal - Enterprise and Engagement
Case studies and press stories are produced
Dec 2013
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Appendix E: Sexual Orientation Equality Action Plan
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Appendix E: Sexual Orientation Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to sexual orientation amongst staff, students, employers, parents and other partners as a requirement of legislation
Ensure promotional images in relation to staff, students and former students (alumni) represent diversity
Assistant Principal Corporate Services
Successful, non-stereotypical case studies in promotional literature, on College website and in schools liaison material
On-going
The College ensures that all equality and diversity staff development initiatives include sexual orientation
Research best practice approaches to sexual orientation equality training and development. Explore option of online training
E&D Group
Report on approaches to sexual orientation equality training and the impacts of it in other organisations
Dec 2013
Develop relevant and effective programme of training for all staff
E&D Group
All staff receive training
Nov 2013 - July 2015
Assistant Principal Corporate Services
Programme is evaluated
2
Alumni role models to promote good practice and educate the value of awareness of diversity
Head of Professional Development Ensure equality in relation to sexual orientation is highlighted and discussed in all induction training sessions
Assistant Principal Corporate Services
Training is received
July 2013 - July 2015
3
The College manages incidents and complaints specifically about sexual orientation
Quarterly monitoring report detailing complaints related to sexual orientation to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going quarterly
4
The College actively celebrates contributions from all learner groups and cultures specifically in relation to sexual orientation equality
Develop a process to ensure all staff feed students success stories into the Marketing Department
Assistant Principal - Enterprise and Engagement
Case studies and press stories are produced
July 2013 - July 2015
Explore the options for non-mandatory declaration of sexual orientation for staff and students and make a recommendation
Assistant Principal Corporate Services
Consultation with staff and students and producing a report making recommendations
Dec 2013
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Appendix F: Religion or Belief Equality Action Plan
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Appendix F: Religion or Belief Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and actively promotes equality and diversity in relation to religion or belief or non belief amongst staff, students, employers, parents and other partners as a requirement of legislation
Ensure promotional case studies and images in relation to staff, students and former students (alumni) represent diversity
Assistant Principal Corporate Services
Visible case studies in promotional literature, on College website and in schools liaison material
On-going
The College ensures that all equality and diversity staff development initiatives include religion or belief
Research best practice approaches to religion or belief or non-belief equality training and development. Explore option of online training
E&D Group
Report on approaches to religion or belief or non-belief equality training and the impacts of it in other organisations
Dec 2013
Develop relevant and effective programme of training for all staff
E&D Group
All staff receive training
Nov 2013 - July 2015
Assistant Principal Corporate Services
Programme is evaluated
2
Alumni role models to promote good practice and educate the value of awareness of diversity
Head of Professional Development Ensure equality in relation to religion or belief or nonbelief is highlighted and discussed in all induction training sessions
Assistant Principal Corporate Services
Training is received
July 2013 - July 2015
Organise joint events with local community to promote community cohesion
Student Services Manager
Actions implemented to support this, links made throughout community e.g. Walk of Hope
On-going
3
The College manages incidents and complaints specifically about religion or belief
Quarterly monitoring report by complaints related to religion or belief or non-belief to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal Corporate Services
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going quarterly
4
The College actively celebrates contributions from all learner groups and cultures specifically in relation to religion or belief
Develop a process to ensure all staff feed students success stories into the Marketing Department
Assistant Principal - Enterprise and Engagement
Case studies and press stories are produced
July 2013-July 2015
Explore the options for non-mandatory declaration of religion or belief or non-belief for staff and students and make a recommendation
Assistant Principal Corporate Services
Consultation with staff and students and producing a report making recommendations
Dec 2013
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Director of Student Services and Student Support
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Appendix G: Gender Reassignment Equality Action Plan
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Appendix G: Gender Reassignment Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and actively promotes antidiscrimination in relation to gender reassignment amongst staff, learners, employers, parents and other partners as a requirement of legislation
Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to gender reassignment
Assistant Principal – Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
All new policies to be impact assessed before approval
Nov 2013 - July 2015
Assistant Principal – Curriculum E&D Group
Policy review schedule Schedule of policies to be impact assessed
2
The College ensures all training in raising awareness of gender reassignment is effective so that governors, managers, staff and learners understand their legal obligation in relation to gender reassignment
Ensure sure staff are aware of the introduction of the gender recognition certificate
Assistant Principal – Corporate Services
Staff are aware of the gender reassignment certificate
Dec 2013
Action sheets produced and available to staff
Nov 2013
Aug 2013 - July 2015
Head of Professional Development E&D Group
Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to gender reassignment
Assistant Principal – Corporate Services
Develop relevant and effective programme of training in order to raise awareness of gender reassignment
Assistant Principal – Corporate Services
All staff receive training
Head of Professional Development
Programme is evaluated
E&D Group
E&D Group 3
4
The College will make every effort to monitor gender reassignment and where possible act appropriately on the findings of any data
Explore the options for non-mandatory declaration of gender reassignment status for staff and learners and make a recommendation
Assistant Principal – Corporate Services
The College manages incidents and complaints specifically about gender reassignment
Quarterly monitoring report by complaints related to gender reassignment to be produced for SMT, Governors and E&D Group. A Summary of the report to be available to all members of staff
Assistant Principal – Corporate Services
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Consultation with staff and learners and producing a report making recommendations
July 2014
E&D Group and Governors comment and make appropriate recommendations for future developments
On-going, quarterly
Assistant Principal – Curriculum
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Appendix H: Marriage and Civil Partnership Equality Action Plan
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Appendix H: Marriage and Civil Partnership Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and ensures that no staff, learners, employers, parents or other partners suffer discrimination as a result of being married or in a civil partnership.
Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to marriage and civil partnership.
Assistant Principal – Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
All new policies to be impact assessed before approval
Nov 2013 - July 2015
Assistant Principal – Curriculum E&D Group
Policy review schedule Schedule of policies to be impact assessed 2
3
The College ensures all training is effective so that governors, managers, staff and learners understand their legal obligation in relation to marriage and civil partnership.
The College will make every effort to monitor marriage and civil partnership and where possible act appropriately on the findings of any data
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Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to marriage and civil partnership
Assistant Principal – Corporate Services
Develop relevant and effective programme of training in order to raise awareness of the legal requirements in relation to marriage and civil partnerships
Assistant Principal – Corporate Services
Explore the options for non-mandatory declaration of marriage and civil partnership status for staff and learners and make a recommendation
Assistant Principal – Corporate Services
Action sheets produced and available to staff
Nov 2013
All staff receive training
Aug 2013 - July 2015
E&D Group
Programme is evaluated Head of Professional Development E&D Group Consultation with staff and learners and producing a report making recommendations
July 2014
Assistant Principal – Curriculum
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Appendix H: Pregnancy and Maternity Equality Action Plan
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Appendix H: Pregnancy and Maternity Equality Action Plan
No.
Objective
Action
Responsibility
Measuring Success
Timescale
1
The College meets, in full, its legislative requirements and ensures that no staff, learners, employers, parents or other partners suffer discrimination as a result of pregnancy or maternity.
Ensure all staff and learner policies are legislatively compliant and promote good practice in relation to pregnancy and maternity.
Assistant Principal – Corporate Services
Equality Impact Assessments
On-going
Policies are in place, visible and compliant
On-going
All new policies to be impact assessed before approval
Nov 2013 - July 2015
Assistant Principal – Curriculum E&D Group
Policy review schedule Schedule of policies to be impact assessed 2
The College ensures all training is effective so that governors, managers, staff and learners understand their legal obligation in relation to pregnancy and maternity.
Produce an action sheet for all staff to raise awareness and outline the legal obligations in relation to pregnancy and maternity
Assistant Principal – Corporate Services
Develop relevant and effective programme of training in order to raise awareness of the legal requirements in relation to pregnancy and maternity
Assistant Principal – Corporate Services
Action sheets produced and available to staff
Nov 2013
All staff receive training
Aug 2013 - July 2015
E&D Group
Programme is evaluated Head of Professional Development E&D Group
3
The College will make every effort to monitor pregnancy and maternity and where possible act appropriately on the findings of any data
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HR representative meets with member of staff to explain the support available and deal with any issues
Assistant Principal – Corporate Services
Staff supported and issues dealt with
On-going
Assistant Principal – Curriculum
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A Long-standing Tradition of Excellence
Scotland Road | Nelson | Lancashire | BB9 7YT | Tel: 01282 440200 | www.nelson.ac.uk
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