Annual Report of the Equality and Diversity Committee
Annual Report of the Equality and Diversity Committee (30th March 2010)
Introduction
This report continues the practice introduced in 2007 to produce an annual equality report for the Board.The College's annual report and financial statements also include a section on equality and diversity that effectively provides a further update at the end of the financial year.
The following report therefore summarises the issues and actions taken during 2009 together with any current proposals or plans. Inevitably a number of the actions are common to all the various schemes and so the responses are repeated in a number of cases.
It is probably worth noting that the Government's New Equality Bill has still to become law. As a result it seems sensible to await the details before significantly amending or updating action plans.
Disability Equality Scheme (DES)
The College's DES came into effect in December 2006 with a three-year action plan. The key actions and progress to date are set out in the following table.
| Action | Review and Progress |
| 1. Identify management arrangements to deliver the action plan | The Equality and Diversity Committee continues to meet on a quarterly basis. It includes representation from the governing body and the senior management team. There have been a number of unsuccessful attempts appoint a learner representative to the committee. Attempts will continue and consideration will be given to maybe changing the time of meetings to see if this will help. The introduction of New Equality Bill has meant that plans for the College to introduce a Single Equality Scheme will be deferred until details of new duties become available. |
| 2. Improve the involvement of disabled people in the management and operation of the College | Staffing analysis has highlighted only a very small percentage of staff with a declared disability although the latest staff analysis shows a slight increase and now stands at 2.3%. However it is probably fair to say that this is a result of fewer overall staff rather than an increase in the number of staff who have declared a disability. Other information continues to suggest that there are a number of staff who choose not to declare their disability. In the past a letter has been sent out to all existing and new staff explaining in some detail;
This will be repeated in the coming year. The enrolment and tutorial process encourages learners to declare disabilities so that appropriate support can be put in place. The College continues to see an increase in the number of students who require assistance or have specific requirements. However in some cases this does not constitute a ‘disability’ under the terms of the legislation. There is representation on the Equality and Diversity Committee. However this is no longer the case on the College Governing Body and who should be encouraged to consider this when making any new appointments. |
| 3. Develop a methodology and format for carrying out impact assessments to be applied to existing and prospective policies and practices | A simplified impact assessment screening form has now been introduced to replace the previous version. To date much of the impact screening has been undertaken ‘centrally’ and there is still a need to embed this process as a normal day to day operational issue. |
| 4. Review all College policies and practices | The impact assessment screening process is being applied to new and existing policies in a prioritised manner. Work continues to confirm that all policies and procedures are covered. |
| 5. Identify data and other information required to monitor the impact on disabled people | A great deal of monitoring data is readily available and considered as part of regular curriculum and management reviews (e.g learner enrolments, achievements, staffing job applications, appointments, sickness absence). This has been further extended over the course of the year but consideration needs to be given to any outstanding areas where such monitoring could prove helpful and also perhaps a review of action required as a result of any such reports. |
| 6. Introduce and maintain a programme of staff development to improve awareness and develop college wide commitment | All staff continue to complete each year an on-line equality training package. The College was again successful in being given the ‘Two Ticks’ (positive about disabled people) award relating to employment policies and practices. |
| 7. Develop a Mental Health Policy | A draft Mental Health Strategy and Action Plan has now been produced and is currently being launched. |
Gender Equality Scheme (GES)
The College's GES came into effect in April 2007 with a three-year action plan. The key actions and progress to date are set out in the following table.
| Action | Review and Progress |
| 1. The College has an equal pay policy and can clearly demonstrate equality of pay between men and women | A formal pay audit is still outstanding. The application of national pay scales and the clear linking of grades to posts rather than individuals suggest that our approach is fair. |
| 2. The College will have information systems that allow comparisons of gender impact across all areas of its business | A great deal of monitoring data is readily available and considered as part of regular curriculum and management reviews (e.g learner enrolments, achievements, staffing job applications, appointments, sickness absence). This has been further extended over the course of the year but consideration needs to be given to any outstanding areas where such monitoring could prove helpful and also perhaps a review of action required as a result of any such reports. |
| 3. The College has a system to carry out impact assessments on all policies, procedures and practices | A simplified impact assessment screening form has now been introduced to replace the previous version. To date much of the impact screening has been undertaken 'centrally' and there is still a need to embed this process as a normal day to day operational issue. |
| 4. The College will seek to ensure all staff are aware of and are regularly updated on equality and diversity issues | All staff continue to complete each year an on-line equality training package. |
| 5. The College will seek to ensure a fair gender balance in all managerial positions and on representative and decision-making groups | An initial informal review suggest that the gender balance in these areas is broadly consistent with the general population. There is a clear dominance of male members on the Governing Body and the Board should take this into account when considering any new appointments. |
| 6. The College will seek to increase the number of males on traditionally female courses and females on traditionally male courses | Gender balance is monitored across curriculum areas. The College continues to encourage a better gender mix in these areas and has recruited female students in engineering and male students in childcare and hairdressing. Marketing and publicity materials highlight existing students in non-traditional areas. The most recent ‘Student of the Year’, awarded to a female engineering student should assist in breaking down such barriers. |
| 7. The College will seek to ensure that success rates between male and female learners are similar | Monitoring data is produced each year with a plan of targeted interventions where appropriate. |
Race Equality Policy and Action Plan
While the College's Race Equality Policy has been in place for some years now the opportunity was taken during the year to update both the policy and the associated action plan. The key actions and progress to date are set out in the following table.
| Action | Review and Progress |
| 1. Put in place management processes to ensure effective implementation of the Race Equality Policy | Equality and Diversity Committee set up and now monitoring the action plan. Notes of Committee meetings reported to Senior Management Team. Annual Equality and Diversity report to Board of the Corporation. |
| 2. Review existing policies and procedures and design new policies and procedures to ensure compliance with the Race Equality Policy | A simplified impact assessment screening form has now been introduced to replace the previous version. To date much of the impact screening has been undertaken 'centrally' and there is still a need to embed this process as a normal day to day operational issue. |
| 3. Identify key trends and patterns in relation to the ethnic profile of employees and learners to inform appropriate remedial action | A great deal of monitoring data is readily available and considered as part of regular curriculum and management reviews (e.g learner enrolments, achievements, staffing job applications, appointments, sickness absence). This has been further extended over the course of the year but consideration needs to be given to any outstanding areas where such monitoring could prove helpful and also perhaps a review of action required as a result of any such reports. |
| 4. Promote equality of opportunity | College’s commitment to race equality is highlighted in student and staff handbooks, staff and student induction, and tutorial process. Self assessment reports highlight action taken in equality and diversity. The College’s intranet (Moodle) now includes a specific Equality and Diversity section where both students and staff can access information. The College information screens and also the information bar on every PC are also used to highlight specific events and initiatives. Where appropriate staff vacancies are advertised regionally, and in some cases nationally, rather than just within the local area. All job adverts now include an equality statement of commitment. All staff complete each year an on-line equality training package. A standard clause is included in all service contracts requiring contractors and workplace providers to comply with the College’s Equality and Diversity requirements and obligations. |
| 5. Promote good relations between people from different racial groups | There remains a need to review current tutorial and teaching arrangements in respect of equality and diversity to confirm that they are still appropriate and a recent checklist provided by the LSC will be utilised to assess College performance. This also applies to teaching observation checklists in this area. This will also include extending links such as those with the Gateshead Jewish Community to other minority groups. Teachers and LRC staff continue to make use of a calendar of events to highlight different religious events and festivals. Information screens are now being used to make such information more widely available. |
Equality and Diversity Committee
As mentioned above the Committee continues to meet on a quarterly basis. During the year the Committee has considered:
- Progress against Action Plans
- New Equality Bill and Single Equality Scheme
- Newsletters and other information from local networks
- Attempts to recruit a learner representative
- 'Two Ticks' award
- A report from the LSC on Equality and Diversity in Self
- Staff training proposals and on-line resource
- Revised and simplified Impact Assessment Screening Form
- Religious and Events Calendar
- Various Training Materials
- The Committee’s Terms of Reference
Ofsted Inspection
As part of the Ofsted inspection carried out in September 2008, the College's Equality and Diversity arrangements were reviewed. The outcome of the inspection was a specific Grade 2 (Good) for Equality of Opportunity. As part of plans for the coming year the College will be reviewing what steps it could take to improve this assessment.
Summary
This report confirms the College's commitment to embrace and promote equality of opportunity and is making reasonable progress against plans to develop this further and increase awareness of minority groups. This report will be made available on the College website and intranet.
Richard Oliver
Director of Finances & Resources
