Equality diversity annual report 11 12

Equality and Diversity Annual Report 2011/12

u

al

t

por

equal

allequal alldifferent

sup nit

dig y eq

ua

l

y

nit

diversity

equal

dig

al celebrate dig nit equ y

eq

y r diversit espect d ign ity

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Contents Introduction

3

Embedding Equality Into our Work

4

- Eliminating Unfair Discrimination - Feeling safe - Fairtrade

Data sources

Advancing Equality of Opportunity

6

Student data: College Information System

Fostering Good Relations - Anna project - International Developments - Community links

8

City College Plymouth workforce data: Human Resources database FE colleges workforce data: Further education college workforce data for England 2010/2011 published in 2012 by the Learning and Skills Improvement Service (LSIS) Plymouth data: ONS Census 2011

R

Equality Data

11

Equality Objectives

14

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Introduction Welcome to the Equality and Diversity Annual Report for 2011/12. This report portrays equality and diversity at City College Plymouth and shows how the College is working to drive forward equality and diversity and how we are meeting our legislative requirements under the Equality Act 2010.

We are a truly inclusive College that supports our students while challenging them to reach their full potential and raising aspirations towards innovation and enterprise. We have a visible commitment to promoting a culture of fairness and respect combined with an ethos of entrepreneurial learning. This was recognised in the October 2012 Ofsted inspection which commented that our College “provides a very inclusive environment in which previously underachieving groups of learners enjoy high levels of success”.

In January 2013 the Careers and Information, Advice and Guidance team were successfully reaccredited with Matrix. The Matrix accreditation recognised

2

equality and diversity as an area of particular strength and commented that ‘the embedding of equality and diversity in all three departments assessed has had a positive impact on enabling staff to engage with the widest possible range of students, and has opened up opportunities for students, supporting them to achieve goals they would not have thought possible for themselves’. In May 2011 the College was awarded the Association of College’s Charter for Excellence in International Education and Training and in July 2012 the College had a successful review for the ‘two ticks’ Disability Symbol. The College joined the DisabledGo website in September 2009.

I hope this report illustrates how our commitment to equality and diversity is evident in life at our College, how far we have succeeded in promoting equality and diversity and how we plan to take forward our vision for equality and diversity in our College community.

Phil Davies, Principal

3

Equality and Diversity Annual Report 2011/12

Embedding Equality Into our Work The College has a long standing commitment to equality and diversity which gives responsibility for its achievement to everyone connected with the organisation. Equality and diversity is well embedded throughout the College and can be evidenced in our strategic, curriculum and quality processes. Our Ofsted inspection noted the “high standards of learner behaviour and mutual respect”.

Eliminating Unfair Discrimination City College Plymouth is a College of respect committed to promoting equality of opportunity for all our students and staff. One of our core College values is: ‘We celebrate diversity and inclusion and the breaking down of barriers to success.’

Our aim is to create an environment where people treat each other with mutual respect regardless of age, disability, colour, ethnic origin, family responsibility, gender, gender identity, marital status, pregnancy and maternity, nationality, race, caste, religion and philosophical beliefs, sexual orientation and socioeconomic background.

Equality and Diversity Policy key points • We welcome students and staff from all backgrounds and value and actively celebrate the benefits that diversity and difference bring to the College and our society.

• The College raises awareness of equality and human rights, promotes diversity and combats all forms of inequality, disadvantage, prejudice, unfair discrimination, harassment and mistreatment within its communities.

• The College believes that all forms of prejudice and unfair discrimination are unacceptable.

Equality and Diversity Annual Report 2011/12

Feeling safe The College has robust systems and procedures to protect students and staff from bullying and harassment. Student feedback from surveys in 2011/12 indicated that students felt safe (94%), felt respected (89%) and understood the need to work well with people of different types and backgrounds and to value everyone’s contribution (95%). There is a College mediation service available to students and staff and seven students and staff have used the service in 2011/12 to resolve situations. In addition, for our students there are three College counsellors, Students’ Union support lines, and the Safeguarding Team operates an initial informal route for cases of bullying.

Our staff have access to support through a personal counselling helpline service.

Fairtrade The Fairtrade Foundation is a campaigning organisation with a focus on alleviating poverty in the developing countries. Through the Fairtrade Foundation the College has achieved Fairtrade status and during Fairtrade Fortnight the College held a one-day festival which was run by students from the Faculty of Business and Leisure Industries as part of their course. The event consisted of free food sampling, live cooking and stands/displays by local supporters of Fairtrade. The lively, atmospheric entertainment (music and dancing) was provided by The Plymouth Institute for Production, Performance & Arts (PIPPA).

With the help of the College’s catering contractor Aramark, Fairtrade items are available in all eateries throughout the year and Fairtrade refreshments are served at meetings. The College’s Hospitality department uses Fairtrade ingredients in teaching and learning and always support the Fairtrade Fortnight campaign by serving Fairtrade focused menus in their restaurant and Bistro. Fairtrade is also promoted through College training courses, induction programmes and through publications like the staff bulletin, staff magazine ‘Pulse’ and student-focused publications. The College have now extended their support of Fairtrade to purchasing uniforms made with Fairtrade cotton for the Estates team, it is hoped that this will progress onto the Nursery staff and other departments where uniforms are required.

• The College is committed to creating a safe environment for all students and staff.

• We expect all members of our community (students, apprentices, employees, Governors, contractors, volunteers and visitors) to follow our vision and values for equality and diversity.

4

4

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Advancing Equality of Opportunity The College has a specialist Learning Support team who support students with disabilities and learning difficulties across the College. In 2011/12 this team was centralised and increased in size to provide a more comprehensive and timely service. The Accessibility Commitment giving guidance on the help available to students with learning difficulties and disabilities is published annually.

Equality and diversity is promoted in teaching, learning and assessment and we recognise the need to continue and further this development. All teaching staff are being trained in embedding equality and diversity in the curriculum. Lesson plans and course planners are devised to ensure teachers design equality and diversity aspects into lessons and embed equality and diversity topics into the curriculum. The tutorial processes embed equality and diversity into tutorials and include promotion of events such as Black History Month, Anti-Bullying Week and Fairtrade fortnight. The Student Services team provide a wide ranging calendar of activities and displays which link to the tutorial activities.

Ofsted inspected the College’s Initial Teachers Education provision in November 2011 and commented that “the college provides good support to its trainees and promotes equality and diversity well throughout its training. Trainees are prepared effectively to teach a diverse range of learners. They have a good awareness of equality and diversity; trainees demonstrate this through its careful integration into their lessons and effective promotion through their teaching.”

A transition project developed an exemplar flowchart to foster better practice in supporting the transition of students from special schools into FE through partnership working with the local authority, Careers South West, special schools and Swindon College.

6

Our College has a range of projects advancing equal opportunities through encouraging interaction and building life skills for our students and examples include: • Project Search, a partnership between Derriford Hospital, City College Plymouth and Pluss which provides internships aimed at progressing young adults with learning disabilities into sustained mainstream employment. In 2011/12 all nine Interns/students successfully completed their NOCN Level 1 Diploma in Progression - Skills for Working Life. Six out of the nine are now in paid employment (over 16 hours). The project has been recognised as good practice by the Equality and Human Rights Commission and is featured in their publication ‘The Perfect Partnership’ • a trip taking eight students with learning difficulties and disabilities who had never been abroad before, accompanied by three staff, for two weeks work experience within a specialist hotel in Sweden. The students learnt employment skills relating to hospitality and catering and interacted with their European peers helping to build important life skills • students and staff attended the Disabled Activity Day in June on Plymouth Hoe • Hair and beauty students ran sessions for carers and siblings of people with disabilities • PACE (Plymouth Advice Centre for Employment) which works with local employers, work clubs, training providers and community groups to provide a city centre venue to offer courses aimed at helping adults return to work • linking with a college in Uganda and providing equipment and resources for teaching and learning.

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Fostering Good Relations The College’s commitment to fostering good relations and working with the whole College community to build understanding and awareness is illustrated by student involvement in the development of College projects and initiatives.

Anna project The College was awarded funding by the Learning and Skills Improvement Service (LSIS) for ‘Anna’, a film project in partnership the Plymouth Hospitals NHS Trust where media students produced a film to guide the recognition of a young person in danger of sexual exploitation.

The close links that the College has with many agencies in the city led to a group of media students from the College being ‘commissioned’ by the NHS to produce a poster campaign for e-safety to be used in NHS facilities. From this a second project was commissioned which was for a group of students to research, write and produce a film on the subject of child sexual exploitation and trafficking. ‘Anna’ is now being used by the peninsula wide NHS, Police and Plymouth Safeguarding Children Board as a training resource. There are plans for some agencies, particularly the NHS and the Police to adopt it nationally.

The learning experience for the students was immeasurable in terms of working to a specific brief, being factually accurate, increasing their own and others’ awareness of the issues involved, inviting guest contributors and working within a funding bid and being accountable for the expenditure of public funds.

International developments The International Office continued to develop links and partnerships in a range of different countries and to diversify international activity across the College curriculum. The College hosted visits by the President and Dean of Huzhou University and Deans from the International College Beijing in October 2011, and by school and college teachers from Chongqing in May 2012. The first group of students from St Lawrence College in Nepal enrolled onto the second year of the Business Foundation Degree in September 2011.

New partnerships were agreed with Wenhua College in Wuhan and the Overseas Chinese College in Beijing.

Following several visits to the Omani Embassy and subsequent negotiations, an agreement was reached to send a group of Omani students to the College for September 2012 for English and Foundation studies, with progression to Plymouth University.

8

Chinese New Year is a festival celebrated annually at the College. The 2012 Chinese New Year Party was held in January to celebrate the Year of the Dragon. Party guests enjoyed a buffet of Chinese food and an entertainment programme of traditional and contemporary Chinese music, dance and drama, performed by the College’s Chinese students.

Community links There are good links between the College and external equality and diversity organisations. College equality and diversity representatives attend external equality networks and training events to research good practice. Advice is sought from local organisations including the Plymouth Centre for Faiths and Cultural Diversity, Fata Hé, Refugee Action, and the Race Equality Council, together with national bodies such as the Equality and Human Rights Commission, the Association of Colleges, the Higher Education Funding Council (England), the Learning and Skills Improvement Service and specialist organisations like Action for Blind People, etc. The College was a member of the Plymouth Prevent Group, Equality South West and the South West Peer Federation in 2011/12.

The College is committed to fostering good relations and promoting cultural diversity and examples of projects include: • the Embrace event staged by our performing arts students which explored cultural diversity through the development of music and dance • Business and health students worked together to stage a Holocaust Memorial Day event with a timeline display and pledge tree to promote awareness • a series of sessions for students and staff led by a Muslim woman to help increase the understanding of Islam • providing work placements for European Union students through the Leonardo programme and Leonardo placements in 15 European countries, primarily in construction and hospitality with 66 students and 33 staff on placements in 2011/12 • a Paralympics event where students held an afternoon of sports to raise awareness of the Paralympics giving students and the local community the opportunity to compete in mixed ability teams and experience sports such as basketball, tennis, badminton and boccia.

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Equality Data Age • Student age range: 12 to 76 years.

• Student age profile: 2% are under 16 years, 29% are 16-18 and 69% are 19+.

• Students aged 16-18 had success rates 4% higher than 19+ and the gap is narrowing year on year at cross-college level for long courses. Both success rates are above national averages.

• Staff age range: 17 to 77 years.

• Average staff age was 43 years compared to 39 for Plymouth and 45 for the Further Education (FE) sector.

• The largest age group was 50-54 (14%) and the 60-64 age group was the smallest (3%) with 30 members of staff aged over 65.

Disability • 10% of students declared a disability.

• 11% of students declared a learning disability.

• Students with disabilities on long courses had success rates which were 1.6% above the success rates of students with no disabilities.

• Students with learning difficulties had success rates which were 3.7% above students with no learning difficulties.

• 6% of staff declared a disability above the further education college average of 3.3%. One governor declared a disability.

Gender • Student gender profile: 43% female and 57% male.

• The gender gap between male and female success has reversed over the last year and analysis at cross-college level for long courses showed male success is 2.2% above female success compared to 1.2% below female success in 2010/11.

• Staff gender profile: 60% female and 40% male.

This is similar to the national profile for further education colleges of 64% female staff and 36% male.

• The College management team had a similar gender balance to the staff with 15 women and ten men (60% and 40%).

• The Governor profile was in reverse with three female (20%) and 12 male (80%) Governors, a decrease in female members since 2010/11 when the ratio was 31% to 69%. A target to increase female Governors has been set in the E&D Action Plan.

• The gender pay gap refers to the difference between the average earnings of men and women.

Within the College the gender pay gap for all fulltime and part-time staff was 19.8% in 2011/12 . The comparable gender pay gap in the public sector for all employees is 19.3%.

Pregnancy and maternity • Plymouth has a higher than average pregnancy rate amongst teenagers, so in 2010/11 the College responded with a pregnancy and young parents support project to support pregnant mothers and young parents both at College and in the community. The project has built partnerships and links to provide support mechanisms to encourage pregnant mothers and young parents to enrol and to stay on course. This project monitored the progress of the 61 pregnant students identified in 2011/12 and raised pregnant student success rates to 85% (from 67% in 2009/10 and 82% in 2010/11).

• The College supports parents through the provision of excellent nurseries. The two Curious Kittens nurseries provide childcare for children aged from six months to school age, and after school care and holiday clubs for five to eleven year olds at both the Kings Road and Goschen centres. The nurseries enable both students and staff to study and/or work knowing their children are well cared for and stimulated. Both nurseries were inspected by Ofsted in 2012 and both were awarded ‘outstanding’ for their nursery and kids’ club provision. During 2011/12 the nurseries cared for 131 children, of whom 63 were the children of students, 24 were the children of staff and the remaining children were from local community families.

• Ofsted comments included: “Methods to promote equality and diversity thread through the whole nursery.” (Goschen Centre) “The nursery welcomes families from a wide range of cultures.

They comprehensively embrace and celebrate diversity within the nursery community as children learn to value and respect others.” (Kings Road) 11

Equality and Diversity Annual Report 2011/12

Equality and Diversity Annual Report 2011/12

Race

Sexual orientation

• 10% of the student population declared a minority ethnic heritage 4% above the Plymouth ethnic population of 7%.

• The Equality and Diversity Policy, the Equality Objectives and the Equality and Diversity Action Plan include sexual orientation equality statements, actions and objectives. Sexual orientation equality is included in mandatory staff training and there is a resource section on the E&D Moodle site to provide additional support.

• The achievement gap between students with a minority ethnic heritage and White UK students has narrowed to 2.1% from 4.9% in 2010/11 for long courses.

• The staff profile had a minority ethnic heritage of 5.1% with one ethnic minority governor and 5% not declaring their ethnic heritage. There is a target for the Governors to increase the members from an ethnic minority background.

• The Human Resources team is continuing to make strong efforts to recruit a diverse workforce and the ethnicity profile at the College has slightly increased over the past three years from 4.7% in 2009/10 to 5.1% in 2011/12.

• The ethnicity profile in Plymouth is currently going through a period of fast change and doubled in size between the 2001 and 2011 Census. The increase in people with a minority ethnic heritage is made up from economic migrants mainly from Eastern Europe and refugees and asylum seekers.

Religion or belief • The multi faith chaplaincy team is well established and maintains quiet rooms at the Kings Road and Goschen centres and offers moral and spiritual support.

• Currently the College does not collect data on religion or belief from students. The issues around collecting this data have been explored with students and there are plans to introduce monitoring for 2013/14.

• A large proportion of staff (49%) have chosen not to comment on their religion or beliefs.

Amongst the staff that did respond Christianity was identified with by 35% and 3% identified with another religion or belief.

• An LGB and T (lesbian, gay, bisexual and transgender) society has been established by the Students’ Union. This group is student led and provides support for students.

• Currently information on sexual orientation is not collected from students. The issues around collecting this data have been explored with students and there are plans to introduce monitoring in 2013/14.

• A large number of staff (42%) chose not to comment on their sexual orientation. Amongst the staff who did declare 1.1% identified as lesbian, gay or bi-sexual. The Governor profile includes one gay member.

Transgender (gender identity) • The College is committed to tackling discrimination and this includes discrimination on the ground of gender identity. The Equality and Diversity Policy and the Equality and Diversity Action Plan include gender identity statements, actions and objectives.

Gender identity equality is included in mandatory staff training and there is a resource section on the E&D Moodle site to provide additional support.

Specialist training is provided for staff to ensure that staff have awareness of transgender issues.

• The College is committed to supporting any transgender students or members of staff as appropriate to the needs of the individual. In 2010/11 specific guidance for tutors supporting transgender students was produced after consultation and guidance for managers supporting staff members who choose to transition is now being produced.

• The Students’ Union has established an LGB and T (lesbian, gay, bisexual and transgender) society.

This group is student led and provides support for students.

12

Investigate the gender and ethnicity pay gaps and Investigations into pay gaps have been deferred aim to decrease the pay gaps until the conclusion of the Strategic Review.

The disability profile increased by 1% to 6% The'religion not provided' category decreased to 49%.

The 'sexual orientation not provided' not provided category decreased to 42%.

Work to create a culture where staff feel comfortable declaring information on disability, religion and sexual orientation

Promoting equality in our working practices

2.1

2.2

2.3

E3

3.1

Gender pay gap data Ethnicity pay gap

Improve the diversity of our staff to reflect the The disability profile increased by 1% and the communities we serve across all the equality areas ethnicity profile decreased by 0.4%.

Continue to provide training, support and guidance to enable all our workforce to be confident in promoting equality and diversity and challenging unfair discrimination and harassment

Workforce profile

Promoting equality for our workforce

E2

100% of staff have completed mandatory E&D training on schedule.

Student feedback ratings have improved except for Staff training statistics the 'respect from staff' at 89% which was 1% above the 2011/10 response rate.

Workforce profile

Improved student feedback ratings

100% staff trained

Disability profile 7% Religion not provided 50% Sexual orientation not provided 40%

Reduced pay gaps

Disability profile 7% Ethnicity profile 6.5%

Extend range of data collected to religion and sexual orientation

The collection of this student equality data is being included in the development of an online enrolment Student profile data system.

Take action to address any data gaps in our student equalities profile 1.3

90% or above answer 'good' or better to relevant survey questions 90%+ 90%+ 90%+ 90%+

0% 0% 3% 0% Student feedback responses all above 90% except Student feedback on being treated with for 'respect from staff' response which has respect and feeling safe questions in increased by 1% to 89%. student surveys Respect from staff Feeling safe Culture of respect Work well with all Students experience respect and fair treatment

Disability achievement gap Learning difficulty achievement gap Ethnicity gap Gender gap

1.2

Achievement gaps have narrowed for learning difficulty and ethnicity and widened slightly for gender and disability.

High success rates for all students

1.1

Target

88% 93% 83% 90%

0.7% 7.6% -4.9% -1.2%

2010/11 baseline

100%

Disability profile 6% Religion not provided 49% Sexual orientation not provided 42%

Disability profile 5% Religion not Jul-12 provided 52% Sexual orientation not provided 46%

100%

Deferred for Strategic Review

Deferred for Jul-14 Strategic Review

Jul-12

Disability profile 6% Ethnicity profile 5.1%

Not collected

89% 94% 93% 95%

1.6% 3.7% -2.1% 2.2%

2011/12 progress Disability Disability profile 5% Jul-12 Ethnicity profile 5.5%

Jul-13 Not collected

Jul-12 Jul-12 Jul-12 Jul-12

Jul-12 Jul-12 Jul-12 Jul-12

By when

Ethnicity

Our promotion of equality and diversity has been driven by Equality Objectives underpinned by an Equality and Diversity Action Plan and an Equality and Diversity Policy.

Promoting equality for our students

Performance Indicators

Equality Objectives

E1

Outcome in 2011/12

The College introduced its Equality Objectives and Equality and Diversity Action Plan in 2011/12 to replace the Single Equality Scheme which had run from 2008/9 to 2010/11. The Equality Objectives and Action Plan meet the requirements of the equality legislation and cover age, disability, gender, gender identity, pregnancy and maternity, marriage and civil partnership, race, religion and sexual orientation.

Equality Objective

Transgender Gender Age

The Equality Objectives are set to drive forward equality and diversity and to support the College’s vision of promoting opportunity, enterprise and employability for our students and our community.

Marriage/Civil Partnership

The progress made towards our Equality Objectives in 2011/12 and the revised targets for 2012/13 are shown in the following pages.

City College Plymouth - Equality Objective Outcomes for 2011/12

Equality and Diversity Annual Report 2011/12 Equality and Diversity Annual Report 2011/12

15

Sexual orientation Religion/belief

Pregnancy/maternity

Disability profile 7% Religion not provided 47% Sexual orientation not provided 41%

Disability profile 10% Religion not provided 45% Sexual orientation not provided 40%

Promoting equality for our workforce Improve the diversity of our staff to reflect the communities we serve across all the equality areas

Investigate the gender and ethnicity pay gaps and aim Gender pay gap data to decrease the pay gaps Ethnicity pay gap

Work to create a culture where staff feel comfortable declaring information on disability, religion and sexual Workforce profile orientation

Promoting equality in our working practices

E2 2.1

2.2

2.3

E3 3.1

Deferred

Reduced pay gaps

Take action to address any data gaps in our student equalities profile

Continue to provide training, support and guidance to enable all our workforce to be confident in promoting Staff training statistics equality and diversity and challenging unfair discrimination and harassment

Workforce profile

Student profile data

100% staff trained Improved student feedback ratings

100% staff trained Improved student feedback ratings

Disability profile 7% Ethnicity profile 6%

System in development

Extend range of data collected to religion and sexual orientation

Disability profile 10% Ethnicity profile 7%

95%+ 95%+ 95%+ 95%+

100% 100% 100% 100%

% or above answer 'good' or better to relevant survey questions

1.3

Respect from staff Feeling safe Culture of respect Work well with all

Student feedback on being treated with respect and feeling safe questions in student surveys Students experience respect and fair treatment

1.2

0% 0% +/-2% +/-2% +/-2% High success rates for all students

0% 0% 0% 0% 0%

Milestone

1.1

Disability achievement gap Learning difficulty achievement gap Ethnicity gap Gender gap Socio-economic deprivation gap

Aspirational Target 2015

Promoting equality for our students

Performance Indicators

E1

Equality Objective

City College Plymouth - Equality Objectives 2012/13

89% 94% 93% 95%

1.6% 3.7% -2.1% 2.2% -2.9%

2011/12 baseline

Jul-13 100%

Disability profile 6% Religion not Jul-13 provided 49% Sexual orientation not provided 42%

Deferred for Jul-14 Strategic Review

Disability profile 6% Jul-13 Ethnicity profile 5.1%

Jul-13 Not collected

Jul-13 Jul-13 Jul-13 Jul-13

Jul-13 Jul-13 Jul-13 Jul-13 Jul-13

By when

Equality and Diversity Annual Report 2011/12 Marriage/Civil Partnership Transgender

Equality and Diversity Annual Report 2011/12

17

Sexual orientation Religion/belief

Pregnancy/maternity Ethnicity Gender

Disability Age

Equality and Diversity Annual Report 2011/12

City College Plymouth, Kings Road, Devonport, Plymouth PL1 5QG.

T: 01752 305300 W: www.cityplym.ac.uk E: info@cityplym.ac.uk